Why is the treatment very generous, my employees still have to go?

The employees and the rich second generation, entertainment circle, and called Friends Circle Sambo, because they always said go away, the bosses cry to give them a raise, but also can only see their backs and raised dust.

　　

The employees and the rich second generation, entertainment circle, and called Friends Circle Sambo, because they always said go away, the bosses cry to give them a raise, but also can only see their backs and raised dust.

In fact, the money, the work environment these factors can only let them "not dissatisfied", and can not let them feel "satisfied". Satisfaction can only come from the work itself, and the needs that have been met. A person's needs are diverse, there are five levels, the degree of difficulty of satisfaction is different, and when each layer needs to be satisfied, it is difficult to play any role in the incentive. So for the super-diversified employees, bosses still have to use different incentives.

Not satisfied, does not mean that must like AH

Xiao Zhen is a friend of the minibus, a tail of Gen Y, after graduating from college in the first-tier city of an internet start-up company to work.

Three years after graduation, the first reunion, others found that his business card title has been with the "total" word. A classmate who is familiar with half jokingly said that he should take care of his brothers later.

At the end of last year, he announced that he had sold options and resigned from a company that had worked for five or six years. A while ago, he traveled by Hangzhou, stopped by to see me, then chatted about the situation. He has been in the first half of the renovation of the new house, his own design, buy their own materials, do their own supervision, now all finished after the tour to put a holiday.

Small Zhen suddenly quit, and not to be other dug away, but simply leave at home, always let people have some puzzled. I'll ask him why he's not doing it. I was impressed by his answer.

　　

| Why are employees so hard to stay? |

His parents did not agree with him to resign, asked him "such a good job and what is not satisfied", the small answer is "everything is very good, but no dissatisfaction is not equal to a certain satisfaction." ”

In the original company income is very rich, the post level is not low, management humanization, the overall office politics is also within the controllable range. But he gradually felt that these should be a necessary condition for a good company. To make him more motivated at work, he needed something else, and the year before his departure seemed to have not felt. Although the company's development is very fast, but he does not change the daily things, it seems that the overall situation of the company does not have much to do with, there is no decisive difference between him.

Xiao Zhen has always wanted a set of their own design of the house, just at the end of last year's low prices, in the city bought a large-type, resigned wholeheartedly into the house decoration design.

Talking about the house, he danced to give me the structure, seriously to me science: the home of the first important entrance to how to design, the living room big words ceiling lamp to choose what type, if at home to place a book wall should be put in where better, the balcony can actually pave part of the pebbles, He also took out his phone and kept showing the "product" he loved most. Throughout the renovation, he was fully engaged, sometimes more than 10 hours a day, even longer than the previous working hours.

See, this is his favorite thing, but also let him very satisfied, he said: "Decorate the house particularly fun, live their own design of the house this is particularly cool, in the future may be in this aspect of entrepreneurship, it as the future of the cause."

Remuneration treatment, supervisor's supervision, interpersonal relationship, work environment, these and the work content itself is not much related to material interests and working conditions, in the work belongs to "health factors." If these conditions are not met at work, the employee is prone to dissatisfaction. Any company that wants to appease its employees and maintain its level of work must keep these factors at the level of employee satisfaction. But these factors can only eliminate dissatisfaction, but can not motivate employees to love the cause.

and motivate employees to work, voluntary "like" the elements of a work, from the work of the content itself, belonging to the "incentive factors." These conditions include: sense of accomplishment, appreciation and praise, work content itself, responsibility, promotion and development.

In a fast-growing industry, motivational factors are clearly not scarce, but they can often be overlooked. Many times managers rely solely on health-care factors as incentives, and for the job itself does not provide incentives, will appear small screening this "money to enough, but the heart is still wronged" the resignation.

　　

| The need for "motivating factors" more than "health-care Factors" |

"Employees are God, and employees are God."

Lao Ye is a boutique hotel owner, is a 70后 old hotel people, in a number of five-star hotel for many years of management. He now leads a team of almost exclusively "kids", with a handful of Gen Y executives embedded in them.

On several travel sites, his hotel scores are the highest in the local, close to full score, see the reviews seem to have a lot of repeat customers, in addition to the hotel environment is very good, the main reason is "really good service", "hotel staff very thoughtful."

Lao Ye said that the service industry is still a person's industry, at first he felt that he has many years of hotel experience, from the "Customer is God" point of departure, the service is done, the back of everything has. But the young man's world is not quite the same, he took a detour. Finally, he had to wait for the staff to be served, and then the employees would treat the customer as God.

He told me that "it is not the same as the other." Different positions and types of employees also require different incentives.

The frontline staff of the service center, such as the front desk and the waiter, work itself as a process rather than an advanced professional skill. They don't have a high salary because the hotel can't afford to pay too much in this position. Therefore, they need to be given additional non-material incentives, giving them the feeling of being valued. Old leaves have taken some old-fashioned methods, such as the performance of the Hall of Fame to show the importance of quality staff, and often take a sincere verbal praise, the effect is good.

But the best way to do this is to empower frontline employees to have more autonomy when it comes to solving customers ' real problems. Service center is closest to the customer, so he set up the service center as a resource allocation center, has the power to transfer including rooms, kitchens and other departments of resources, and in the assessment for reference. In addition, the front desk staff can directly call a night fee within the cost of the post-mortem, such as a new occupancy of the customer, just birthday, a cake or flowers, entirely by the first-line staff decision.

　　

| Many companies let young employees design their own office space |

The hotel has a good subscription number, and is responsible for a compilation from the media industry, although young, but also senior professionals, loyal to their professional skills over employers. So he arranged for him a lot of challenging goals, but also let him decide how to deal with, and regular condolences to express support and encouragement, concerned about his work there is any problem, whether need support, to express his work is not only interested in and very valued.

There are also part-time interns and probation workers who have poor job security and stability, as well as welfare benefits. So the incentive is to provide positive opportunities, as well as provide some vocational skills training courses.

Abraham Maslow, a epoch-making psychologist in the behavioral sciences, divides human needs into five layers, namely:

1) Survival and physiological needs

2) Safety Requirements

3) Emotional and attribution needs

4) respect for the needs

5) Self-fulfilling needs

When each layer needs to be satisfied, it is difficult to play any role in the incentive.

Obviously, compared to the elders and predecessors, who grew up in a solid age, survival and physical and security of the two layers need to be easily satisfied, so based on the pay, stability and other factors have lapsed.

Social recognition, respect for others and self, and a sense of self-fulfillment are priorities. If a job can not be taken out in the circle of friends, if the results of the work can not be sincere praise of customers and bosses, if the company or the boss's support is not enough to do the best, then this job is not enough for their motivation.

The ultimate motivation must come from self-fulfillment and transcendence, and for this, Maslow wrote in his monograph, "Motivation and personality", that "true, self-fulfilling people, those who have reached a high level of maturity, health and self-satisfaction, have so many things to teach us, That sometimes they are almost like a different kind of human being. ”

The bosses of the employees are better able to understand and do this, and to provide all the help they can, otherwise they will punish you with their feet.

Why the treatment is very rich, my employees still have to go?