Philosophical stories and management approaches (21)-use emotions to motivate subordinates

Motivation for employees Article 3-Emotion

Story 1
Napoleon is very good at using emotions to boost morale of officers and soldiers. In a battle against Italy, Napoleon inspected the guard at night and found a sentinel falling asleep leaning against the root of the tree. He didn't wake up the Sentinel, but picked up a gun to stand for him for about half an hour. The Sentinel woke up from sleep and recognized the commander who was setting a whistle for him. He was very scared and desperate, kneel down in front of him.
Napoleon said kindly, "Friend, This is your gun. You have fought hard and have gone on such a long journey. You may be forgiven for your sleep. However, at present, temporary negligence may cut off the whole army. I just stood up for you for a while. Please be careful next time ."
As we all know, the Sentinel sleeping in his post requires military disciplinary actions, but Napoleon did not do that for the sentinel who had been trekking, exhausted, and occasionally substantive. Instead, it triggered his feelings and criticized the Sentinel, this allows officers and soldiers to support him, love him, and execute his commands without compromise.

We should adopt different methods to treat different needs of employees and motivate them right away, which is an outstanding performance of leaders.

From the current overall situation, it is inevitable to motivate employees. This is an important measure and an investment for many companies. For enterprises, of course, investment is rewarding. The reward for your investment is the improvement of employee performance. In addition, in some enterprises, the reason employees are willing to stay is not only the salary level, but sometimes the role of leaders is also a major reason for employees to follow.According to a survey conducted by an international consulting company, 85% of employees in the company are usually down from their original enthusiasm after half a year of employment, and their motivation and enthusiasm for work will obviously decline. It can be seen that incentives are crucial to the operation of organizations and enterprises..

Of course, there are many incentives for employees. Emotional incentives are an important method. For managers, they need to learn to care about their employees as much as they care about their families. They will be touched by sincere feelings, so that their subordinates will be touched and trust you, and they will be willing to follow you for a long time.

Many times, when we look at the news, we will find that during the Chinese New Year holiday, some leaders will take the company's condolences to the employees of the company in the jinda laoyuan region. Although such a plot is sometimes a show, do not deny the benefits of doing so. You must learn the advantages of seeing one thing.

"Emotional encouragement" is an important soft investment in enterprise management. Do a Good Job of emotional encouragement can reduce the flow of employees in the enterprise and reduce the labor cost of the enterprise. It can mobilize the work enthusiasm of employees, enhance the cohesion of the enterprise, and thus enhance the competitiveness of the enterprise. Therefore, it is necessary for emotional investment. Learning to "be touched by creation" is beneficial to the prosperous development of your career. We should try our best to reveal the true feelings to our employees and the company's love for them. Because the user is moved by the staff, all of them can be moved only when the employee is moved first, and the benefits can be created in the "create emotion, in the fierce market competition.

Story 2

In a large Korean company, cleaners were originally the most ignored roles, but they were the same person who discovered that the company's safe deposit box was daoqie one night, he fought hard with the gangsters. Afterwards, the company asked him for help and asked him why he was so desperate to protect the company's property. The Cleaner's answer surprised everyone. He said: "whenever the general manager of the company passes by me, he will praise me from time to time, 'Your sweep is really clean '. In this simple sentence, I decided to work hard for the company ." This also confirms the old saying "the dead man is the enemy ".
 
How to use emotional incentives

As a grass-roots organization of an enterprise, emotional incentives are applied to management work, which is an important sign of improving the art and level of leadership. However, the premise is to adhere to the people-oriented principle and view employees with appreciation. The ultimate goal is to promote all-round development of people. The morale of employees needs encouragement, and appreciation and praise are the best emotional encouragement. When a person has made outstanding achievements in his usual good performance and work, he will deeply feel the realization of his own value when he can be appreciated and praised by the leaders. At the same time, there will also be a kind of pleasure and happiness, to obtain the greatest spiritual satisfaction.
 
To apply emotional incentives to management, you must always respect, care, and understand employees. See the truth with the nuances. When an employee makes some progress or improvement at work, the leaders should give affirmation and encouragement in a timely manner, so that the employee can experience the joy of success in the small progress. At the same time, you must always pay attention to the bright spots on your employees so that they can stay motivated.
 
Managers improve management art,Specifically, you need to have a sweet mouth, speak art, and act faster. Sweet mouth is not a blow, but an appreciation of the eyes of the staff, while paying attention to include the shortcomings of the staff, praise the advantages and strengths of the staff. The praise process is realistic, exaggerated, and elegant, so that employees can be encouraged and enlightened. The so-called speech art refers to the ability to have a sense of humor and appeal when praising employees, so that employees can remember it. When criticizing employees, we should analyze the subjective and objective reasons and adopt a human-oriented attitude. We should not use bitter words or excessively aggressive words, so we must master the proper measurement.
 
When we see the advantages and outstanding performance of our employees, we should not wait until half a year or a long time before praising them. We 'd better say that we encouraged them at the time, even if it is inconvenient to praise the site for some reason, it cannot be delayed for a long time to avoid losing the original value of appreciation.
 

Experience Sharing: how to use emotional incentives (from: "zero-cost incentives" author Zheng yueling)

1. Make emotional investments to employees
It is impossible for employees to make full use of their abilities at once. Instead, they need a gradual process. Whether this process can happen depends on whether the leaders make effective emotional investments to them, A person not only lives around material interests, but also employees not only work for money. People have spiritual needs and need to communicate with each other. This is especially evident in Chinese people. The leaders said that to give full play to the capabilities and functions of subordinates, it is essential for them to perform their due diligence and make emotional investment in their subordinates.
1. Respect employees from the heart
2. Take some time to sit and chat with employees to establish a good relationship with them.
3. give employees the opportunity to do their best and strive for the upstream
4. Discuss their training or promotion plans with employees. More importantly, you should give them the opportunity with all your heart to meet their expectations.
5. encourage employees to discuss their career or life goals with you and encourage them to work hard for them.
6. Praise your employees in writing or orally on different occasions
7. Earnestly experience and care about employees' feelings and their aspirations for their careers

2. Tolerance can play a good incentive effect
Tolerance is a good way of employing people. When used properly, it can provide a good incentive effect. As a manager of an enterprise, you must be able to stand tall, stand far away, and think ahead. You must consider the problem from the perspective of the overall situation and development. You must treat subordinates with a tolerant mind, to give subordinates more praise and encouragement, only tolerating can make employees more informative.
1. Leaders cannot pick bones in the eggs of employees
2. Praise your subordinates and blame them softly
3. leaders should not expect your subordinates to be the same as you
4. Learn to think differently
5. Do not "hate yourself"

Philosophical stories and management approaches (20)-use crisis to motivate subordinates

Philosophical stories and management approaches (19)-rational pressure on subordinates to motivate their work

Philosophical stories and Management paths (18)-jump up to a desired goal is perfect

Philosophical stories and management approaches (17)-refine the objective

Philosophical stories and management approaches (16)-confidence is sufficient only when the objectives are clear

Philosophical stories and management approaches (15)-capabilities and benefits in the eyes of managers

Philosophical stories and management approaches (14)-How to retain employees

Philosophical stories and management approaches (13)-meeting different subordinate needs

Philosophical stories and management approaches (12)-Give employees a view of work results at any time

Philosophical stories and management approaches (11)-making yourself a leader and an example

Philosophical stories and management approaches (10)-making good use of employee Defects

Philosophical stories and management approaches (9)-making good use of employee Defects

Philosophical stories and Management path (8)-dig a self-owned well

Philosophical stories and management approaches (7)-do not reward employees for wrong behaviors
Philosophical stories and management approaches (6)-more competence
Philosophical stories and management approaches (5)-authorization and control management skills
Philosophical stories and management approaches (4)-leverage the advantages of employees
Philosophical stories and management approaches (3)-do not cherish praise
Philosophical stories and management approaches (2)-leaving a gap for subordinates
Philosophical stories and management approaches (1)-communication starts from listening

Column <philosophical story and Management path> by dylove98

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