Ways to improve staff morale

Do you know the way to improve staff morale? If an enterprise wants to develop well, its employees need cleanliness and morale. The morale of employees will be weak, so it is necessary for enterprise managers to find ways to improve the morale of employees. The following are the methods I collected for you to improve staff morale. Friends in need hurry to collect.

Methods to improve staff morale 1 Methods to improve staff morale

First, we should fully respect employees. This is also the most basic point. If you can't do this, let alone the following points. Work must be strict, but employees are also born by parents. Criticism belongs to criticism. Don't bring in some offensive language when criticizing, such as "you idiot", "do you have a brain" and "you useless guy" If you often scold your employee like this, unless he really can't leave your company, he will leave soon. Because there is no basic dignity, what reason is there to stay in this company?

Second, provide employees with opportunities for promotion. If your employees are hard-working, high-quality and excellent in all aspects, then don't just feel glad that you have found the right person. At this time, you should start to pay attention to his career and actively create some promotion opportunities for him. Just think about it, no matter how well you do, you will stay in your original position, and your promotion is in the foreseeable future. How much enthusiasm can the employee bear?

Third, give employees a raise. The salary increase is undoubtedly the most effective of all incentives. There are many ways to encourage salary increase, which can be more pay for more work, senior salary increase, or salary increase based on seniority.

Fourth, under the same budget conditions, reward employees in the most touching way. For example, employees of the company can receive 50 yuan's "holiday allowance" every month (male employees can get it for their wives or mothers) to buy sanitary napkins or physiological products such as brown sugar and ginger tea. This humanized management method will definitely leave a deep impression on your employees.

Fifth, pay attention to the needs of employees and help them as much as possible. For example, we all know that many employees work so hard to make money to buy a house. Although there are provident fund subsidies, there are still a large number of people who can't afford housing. As an enterprise, it may not be able to do much for employees in this respect, but some small measures, such as investigating the market, collecting house price information, applying for group purchase discounts, etc. It can still make employees feel that the company is actively seeking benefits for itself.

Sixth, we should establish prestige and learn to listen to employees' feedback. For problems that employees' feedback can't solve, we can't be shopkeepers and just kick them back like a ball. It is not necessary to help employees solve their own problems, but to let employees solve their own problems through guidance. After all, as a leader, you should at least know how to deal with these problems before employees can convince you.

Ways to improve the morale of employees 2. Ways to improve the morale of factory employees

1. Take the cash reward as a reassurance to relieve employees' doubts.

Before changing coaches, HR made a careful evaluation of all employees in the new factory, leaving behind people who are unified with the company's values, can develop together with the factory in an entrepreneurial environment, match the job requirements, and make achievements in the past year. HR took advantage of the successful trial production of new products and held a grand ceremony to reward all employees, with a maximum of 20,000 yuan and a minimum of 500 yuan. Through the awarding ceremony, the company conveyed the message: the company has given full trust and high hopes to the employees left behind, believing that they can create better performance, realize personal value and enhance the company's development level in the future.

2, change the salary, so that the remaining employees clearly know the return.

Take the salary of workshop staff as an example: when reducing staff, due to insufficient production tasks, we did not retain staff according to the quota, but cut some staff. However, the success of trial production of new products means the arrival of mass production, which means recruiting people.

However, the factory did not decide to recruit new people, but decided to adopt four people on the basis of scientific calculation of production capacity. The work is done by two people and the salary is the idea of three people. Team leaders can communicate as a team, so that team leaders can freely choose employees to form a team: all employees who are willing to make more efforts and get more will form a team; Employees who don't want to make more money form another B team. After Team A was formed freely, it signed an agreement with the company: it must complete the production tasks issued in the current month with good quality and quantity every month; If the production task is overfulfilled, each person will be rewarded with 500 yuan, which will be distributed by the workshop director in the form of performance appraisal, but egalitarianism is not allowed. Team B also signed an agreement with the company: the production tasks assigned in that month must be completed safely with good quality and quantity every month, and the company's rules and regulations must not be violated.

A month after the implementation, a dramatic scene happened: most people in team B would rather get lower wages than take the initiative to work overtime to get more money. When they saw that the salary of team A announced by HR was more than 1 times higher than theirs, the next day they clamored to be like team A, saying, "Although playing, playing is worthless, it is better to work more and make more money."

3. Split the departments and see who runs happily in the race.

Split the department, or split it in two, such as splitting the R&D department into several groups, merging the equipment department and the production department, splitting it into several workshops, and so on. At the same time, reduce management levels, take workshops and groups as units, and adopt the form of competition, and finally form a powerful department to eliminate and differentiate groups or workshops with unsatisfactory performance.

4. Increase the annual incentive bonus on the basis of node assessment.

HR suggested to the board of directors and was approved: take the date of 20 12 12 3 1 as the time node, the monthly production capacity will reach the minimum target, and the annual bonus of all employees will be based on the average monthly salary of the current year ×2, and the final bonus will be determined by the performance coefficient; The monthly production capacity reaches the benchmark target, and the annual bonus of all employees is based on the average monthly salary of the year ×4, and the final bonus is determined by the performance coefficient; The monthly production capacity reaches the ideal goal, and the annual bonus of all employees is based on the average monthly salary of the year ×6, and the final bonus is determined by the performance coefficient; The monthly production capacity reaches the best goal, and the annual bonus of all employees is based on the average monthly salary of the year ×8, and the final bonus is determined by the performance coefficient.

5. Pay attention to software construction and create a good atmosphere.

First, carry out more cultural activities and training activities to promote teamwork and mobilize enthusiasm; The second is to let employees find problems, solve problems and satisfy their sense of accomplishment; The third is to make employees feel that he is very important to the company; Fourth, the general manager of the factory sets an example to guide employees to be enthusiastic about their work; Fifth, write a letter to employees' families to help employees relieve their worries; Sixth, managers are forbidden to criticize and scold employees. Any manager who scolds or criticizes employees can apply for resignation if his salary is reduced by two grades and he can't adapt to such management style.

There are many ways to boost morale after layoffs, but the most important thing is to adhere to one principle: what suits your own enterprise is the most effective. Although many methods look good, copying them to your own enterprise may not produce the expected results, and you may even learn badly and get into trouble. Moreover, before formulating strategies and selecting methods, during the implementation process and during the inspection and promotion, we must grasp the key details, discard the false and retain the true, and ignore the key details, which means that even the best strategies and methods will fail.