[Management experience 4] with a small amount of effort, you can reap the greatest job performance

Scenario Reproduction
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Colleague A: I have not attended the annual meeting for two years. I am working overtime here this year.
Colleague B: They are all the same. What can I do if I catch up with your night shift today.
Colleague A: you are not hungry? Is it takeout?
Colleague B: Okay. Let's go to the previous one.
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The main topic for organizing leadership meetings is "How to improve employee performance ?"
There are many voices at the meeting. below is the "Recording" of the meeting. Let's listen.
→ "The relationship between organizations and individuals is the relationship between employment and employment. 'The hurry up, grandpa is not waiting for you, 'the idea is widespread"
→ "Most organizations pursue interests and have clear organizational goals. While most individuals aim to meet their survival needs, it seems impossible to 'sit one day and hit one clock; the two goals are essentially different."
→ "All kinds of incentives (promotions, salary increases, benefits, bonuses, etc.) require costs. limited positions for promotions and controlled reward funds make it difficult to improve employee performance ."
→ "It is not as difficult to master basic skills as a year-to-year recruitment of graduates. How can we improve performance ?"
→ "..."

The problems mentioned above are all brilliant, and they are insights and understandings at all levels of the same issue.
Before the meeting, participants will brainstorm and brainstorm to find solutions and solutions to the problem.
Finally, it becomes a system that is defined. The common rules and regulations within the Organization are summarized and summarized based on the above process.

However, in some cases, increasing trust in the leadership and increasing the trust of employees in the organization does not mean that the system can do anything for the Organization, it is more about a specific detail of the leadership and management, an action, and a seemingly small decision.

Scenario:
{On-site annual meeting}

A toast said: "Today, everyone is here to hold their annual session. However, if there are other colleagues who are not present at work on the front line, let's say "Hard Work" for them. Next, I wish the annual meeting a complete success. Everyone will have a drink and the annual meeting will officially begin ."
Lead a put down the microphone and walked to the door. The waiter told me, "follow this recipe to prepare a few dishes. This is the company address. There are two employees there.
It's a night shift. Please give me a meal ."
{Duty site}

"Hello. I'm from the xxxx restaurant. The company ordered a takeout for you. Can you pick it up ?"
"What is the takeout service provided by the company ?"
"Yes, your company will hold an annual non-Annual Meeting in this restaurant. You may not be able to attend the preparatory work and ask me to send it out ."
"Oh, that's it !"

I have something to say
◆ The "hard work" in the toast should be the two colleagues on duty. If leader a only keeps this sentence in the verbal form and does not make any sense in the future, many people will recognize it as a kind of sweet talk, talking, talking, and showing.
◆ It is also a takeout service. The former is delivered by the company, and the latter has its own meals, which has different meanings.
Even if you don't get a takeout from the company, you just complain and won't be overly aggressive. It's easy to be understood as a normal phenomenon.
On the contrary, it is a kind of touch for employees. The common sense organization makes an "exception", which is a kind of performance for employees.
◆ When this incident spreads around employees, the "hard work" in the toast is not just three words, but a responsibility and a trustworthy voice.

How can we combine the power of people? How can we improve our organizational image? How to establish leadership? Many of them are details, and even a very small cost will produce huge profits. Long applause, praise at regular meetings, and even a bunch of flowers, if you use them properly, the incentives will reach the extreme value.
I wonder if you have found that every year's gala has video greetings from people at home and abroad, at frontier posts, and at the front of the Work line. Why? It is clear that the people who quietly contribute to the motherland will not be forgotten or forgotten by the motherland, and will not make the congratulation of the Chinese New Year a blank saying or a slogan.

Someone refuted me and said, "Wake up. You think too idealistic about organizations and individuals.
Some people will not be grateful to Dade for taking out lobster and abalone;
Even if leader A has no follow-up actions, what if he only keeps the toast in words? It will not affect his job title;
There are so many people applying for the same position. You are not familiar with the Organization's ability to leave, and no one else can work, are you ?"

I have no reason to refute you, because you say it is a reality.
It is because we are used to being abnormal, and regard it as a normal phenomenon, and the ideal and normal form of organizational words and deeds are put on the "imaginary hats ".

For the time being, I will write it here first, but I believe that the most competitive people and organizations in the future will be those who have been put on the "Fantasy hats" by outsiders.

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[Management experience 4] with a small amount of effort, you can reap the greatest job performance