How to make employees have financial awareness

How to make employees have financial awareness

How to make employees have financial awareness is a rare expression. Usually it means "crisis consciousness" and "thrift consciousness". Is it the responsibility of the employee to pay more wages to the employee?

Without the knowledge of the employee, there is no responsibility.

if the financial personnel are with the employees, it will be a big problem.

it is estimated that your problem is that employees don't refund extra wages. It is recommended to negotiate. As long as it is reasonably explained, the average employee can still understand.

I hope it helps you. How can we make employees have a conscious 5S awareness

China is not conscious. If you deal with the upper level, you have a ready-made system and recitation. If you really want to do it, you only have compulsory means and require execution. Of course, execution is also a spiritual shackle. Remember that if it is a state-owned enterprise, let nature take its course, pay attention to the surface, if it is a private enterprise, it is strict, honor and disgrace will be honored, regardless of any management mode, as long as, Do employees have the right to know about finance?

It depends on the specific personnel and information.

all employees have the right to know, such as whether they are paid or not.

but if it's the profit, it's the information, not the information that ordinary employees know. This kind of knowledge generally requires shareholders, managers and other personnel in certain positions to know. How does the finance department publicize financial knowledge to employees?

Autumn 216 Self-taught Class

National Key University

211'985 Engineering College

China Geo University, Hubei Institute of Economics

Specialty: Geological Engineering, Secretarial and Automation

Undergraduate: Visual Communication, Engineering Management, Human Resource Management, Accounting.

College graduated in June, 217, and undergraduate graduated in December, 217.

Studio management skills: How to make employees have a sense of ownership

More than ten years ago, "managers" often shouted, "Each of us should have a sense of ownership". And ask employees to have a sense of belonging to the enterprise and treat the enterprise as a home. In fact, what? Slogans, empty words, big words and slogans are mostly short-lived, and even quickly swallowed up by the big waves of the market economy. There are many reasons for this ending, and from the perspective of the main body of the enterprise, people are the most fundamental factor. Nowadays, the lack of people in wedding photography enterprises is the same problem faced by the industry. The result of the lack of people is: the basic work is not satisfactory, the service quality cannot be guaranteed, and the system cannot be implemented-employees dare not punish for violating discipline, and they will run as soon as they are punished! Labor costs have been artificially raised. Wedding photography has become a training and recruitment industry! People leave every month, but new people come every week. ) Digging people among peers, buying and selling service personnel-recruiting people for referral fees has become a hidden danger affecting enterprise management-you never know how many people will come to ask you to resign that day! In the past, employees were afraid of being fired, but now employees regard deliberate violation of discipline as a means of leaving! How many managers are puzzled by this? There are even managers who have resigned unjustly because of such "unruly" anti-high management misconduct! Bad style, who encouraged the confrontation between subordinates and leaders! What's more, some professional managers coerce their bosses to meet their unreasonable personal needs by taking their employees to resign collectively ... How can wedding photography companies retain their employees and cultivate their sense of belonging? Has become a top priority that all our professional managers and leaders of wedding photography enterprises must seriously consider? Watson, the former CEC of IBM, said this; As far as business performance is concerned, the business philosophy, spirit and goals of an enterprise are far more important than technical resources, enterprise structure, inventions and random decision-making. It can be imagined what the core strength of an enterprise comes from, and what kind of space can be given to employees to better solve their sense of belonging and cultivate their loyalty? We should start from the following aspects: First, describe a beautiful but achievable vision for employees from the career, and let employees understand their yearning. Of course, the soul of the enterprise-the boss and the senior management should be filled with * * * for the same vision of the enterprise, and lead the employees to work together. Some enterprises have poor benefits, and the boss can't see anyone all day long. Finally, he has come once and is still sad! Managers hide in the office to fill in lottery tickets during working hours, while employees gather in the lobby to chat and play mobile phones. Such enterprises and employees will not have the same vision (career), and employees will not have a sense of belonging and ownership. Most employees in adolescence have a beautiful vision for their future, which requires us to give them some necessary guidance, and even it is necessary to pour a little cold water, so that their fanatical hearts can calm down in time, understand their strengths and weaknesses, and avoid losing confidence in their work and enterprises because they aim too high. Many employees frequently change jobs, which is partly due to this. When we make a long-term life plan for our employees, we should pay attention to them in a timely manner to keep them motivated, which is conducive to their work and their own development. The word "guidance" of leaders means "guidance, guidance and teaching" and "supervision" when necessary. Professional managers should not forget it! Second, starting with welfare, material needs are the most basic needs of people, and any other needs are based on this. Welfare treatment should be stimulating internally and competitive externally. If this cannot be done, everything else is empty talk. We suggest that business owners and store managers take time to spend one night in the staff dormitory in turn every week to experience their rest environment. Is that where people live? The boss buys a big three-bedroom apartment and builds a luxury villa, and the manager lives in a single room or builds a warm nest by himself! Employees in the basement are like mouse nests! Some employees are lucky, and the boss rented several bungalows, which can be neglected in management, and it is also like a pigsty cowshed. We can say that the quality of employees is too poor! Don't pampered bosses and managers have any responsibility? Dining standards, accommodation conditions, working hours and rest should all be humanized. Food and accommodation do not solve the problem of rest, and it is natural to lose employees. Let's take a look at how some enterprises that shout empty slogans do it: the leaders are impassioned on the rostrum, stepping out of the venue with their feet, sitting on a BMW Nissan, full of pride, flying high, going in and out of dance halls, shopping in big shopping malls, spending money like water, and spending extra money, regardless of the hardships of employees and helping cabbage every day! How can employees feel that you are a "parent"? Are parents at home like this? Some bosses and managers always pretend to be "the boss" (Lao Tzu is the grandfather), and their employees are "small", just like the ups and downs, at their beck and call, even beating and cursing! Can employees' loyalty, sense of belonging and sense of ownership exist? Third, from the institutional environment, the enterprise system should let every employee understand his rights and obligations and know his possible responsibilities after problems arise. Establish a standardized management system to deal with the daily behavior of employees, take the system in the system as the criterion, talk about the facts, and don't pollute the whole body because of a little dirty, and deny the whole body because of a mistake. We appreciate collective rewards and oppose sitting together! So as not to let employees who violate discipline occasionally be excluded, divorced from the group and unable to work with peace of mind! Establishing team harmony and * * * glory, and eliminating various factors that affect stability and unity are the primary tasks entrusted to leaders at all levels by the times, otherwise, cadres will achieve much if they are exhausted! Because building excellent teams has become the basic task of professional managers in the 21st century! It is also a due contribution to the enterprise! Working and living in a United and harmonious environment is everyone's pursuit. Who can have a sense of belonging in a team with infighting and weak human feelings? But in our wedding photography company, how many teams have no cracks? Employees are unstable and unmanageable. Are professional managers and bosses not responsible? Some managers say that there are too many trivial things every day to spare time to do ideological work for employees, but the question is, what is important in our basic duties? Have you reflected? Of course, some bosses think that managers should be sweating every day, doing everything in a down-to-earth way to supervise, check and direct, and sitting there talking with people is simply a waste of the boss's salary! Let many managers set the wrong position! Therefore, it is unreasonable for some enterprises to regard the employee turnover rate as an evaluation index for managers! Fourth, from the emotional point of view, the employees are young people who came out in the late 198 s and 199 s. They came in a warm environment and were not prepared for hardship. What should our enterprise do once they leave their hometown and go to the enterprise? Care at ordinary times (greeting in time), care at critical times (solving the problems they are most concerned about), and worry when necessary (leaders asking themselves) are all necessary. Only such enterprise employees will have a sense of belonging. 5. It is very important to be honest, fair, broad and reasonable in the personal qualities and work styles of business owners and managers. Can those leaders and enterprises who fail to pay their salaries, cheat in business, treat people with suspicion, act unprincipled, promote cronyism, be dishonest, entrust people with heavy responsibilities and monopolize their own power make employees feel a sense of belonging? 6. Do a good job in employee turnover management and interview. Don't let them become enemies of the enterprise. Try to make them propagandists and customers of the enterprise. If these people return, they will further enhance the sense of belonging of employees. Some enterprises do everything they can to damage their employees when they leave their jobs, and all the deductions make them miserable. Those who leave their jobs hate them, and those who are on the job are chilling! Where are the boss and manager? Its joyful person! What are you doing in such an enterprise? Can you belong? What is financial awareness

Generally, ordinary people do not have a strong financial awareness, and some have a very low-level financial awareness. The goal pursued is safety at best. Generally speaking, people will have these four kinds of financial consciousness: 1. Insecurity; 2. Safety; 3. Comfort; 4. Richness.

1, unsafe. Such people generally have no financial awareness and financial plans, muddle along, eat and use up, and are healthy. People who hold this idea are generally young people or people who have no sense of family responsibility. When he eats all the food, he will find that he is not very healthy. Not only that, they are under pressure and even feel guilty when they consume. There are about 2% of such people.

2. Safety. This kind of people generally pursue stable jobs, try to be frugal, save hard and seek safety. Most people are like lions in cages, pacing back and forth for fear of changing their familiar lives. In the end, we only get financial security for pension, social insurance and medical insurance, but I don't know that this is only planned for the minimum survival guarantee. There are about 7% of such people.

3. Comfortable. Blindly pursuing a comfortable life, most high-ranking white-collar workers are often in this state. In order to pursue material comfort, they desperately overdraw their youth and body, always thinking that they will be smooth sailing in the future, never considering what they lost when they got high income. In the end, he did not feel comfortable. There are about 7% of such people.

4. Rich. Improve your wealth knowledge as early as possible and comprehensively, and make a reasonable financial plan (long-term or even boring), so that your capital can accumulate continuously while maintaining safety and generate compound interest. After a period of time, you can let money serve you and stop worrying about bonuses, wages and work. Such people generally do not exceed 3%. Do employees of financial consulting companies have double holidays?

Generally, regular enterprises have double holidays.

Not only refers to the accounting consulting company.

Which one do you want to see?

What you are talking about is whether there are double holidays, and others have no reference.