Employee inspirational articles

Reading a good article is always rewarding. The following are the employee inspirational articles I compiled. Welcome to reading.

Employee Inspirations 1: The corporate culture wall expresses the image of the enterprise, conveys the connotation of the corporate culture, and shows the strength of the enterprise. Therefore, we should attach importance to the propaganda function of the corporate culture wall, so that the corporate culture can truly penetrate the hearts of the people. Corporate culture wall is a sharp weapon for corporate culture construction, and it will get unexpected results if used well.

Corporate culture is a value concept that enterprises believe in and put into practice. How to take root in the hearts of employees is the key to the implementation of corporate culture construction. The unique spiritual achievements and ideas gradually formed and established in the process of production and operation and deeply rooted in the minds of every member of the enterprise are the real corporate culture. Otherwise, corporate culture is just an empty slogan shouted by enterprises, like a flower in the mirror, which is worthless.

Corporate culture wall, including LOGO wall, logo wall, cultural slogan propaganda wall, etc. It is to express the company's corporate image, convey corporate culture, show the company's strength, impress customers and improve the company's visibility.

If the company is not very particular about the design of corporate culture wall or the design is not in place, it will lead to misunderstanding and distrust, which shows the importance of corporate culture wall.

Corporate culture wall plays a very important role in showing corporate image to customers and employees. When you enter the company, your understanding of the company begins with the corporate image wall and corporate environment.

On the other hand, vividly embedding various cultural ideas on the wall will get obvious results when employees learn corporate culture. Those catchy, simple and alarming cultural ideas have blossomed everywhere in the enterprise, making the flowers of culture full of flowers, not only making full use of various building walls in the enterprise, but also forming a unique "corporate culture wall". "Strictly control the quality", "plan, measure, check, implement and evaluate", "do practical things, build healthy atmosphere, stress democracy and seek development" ... The cultural concepts that can be seen everywhere always attract employees' attention and gradually take root in people's hearts.

Building a "corporate culture wall" can not only show the corporate culture to every employee in a flat, standardized and characteristic image, but also form a visual impact and produce a * * * sound in the mind. It can also subtly let the essence of corporate culture penetrate into the hearts of employees and truly realize the learning of corporate culture by all employees. The corporate culture wall has created a strong corporate culture atmosphere and promoted the process of corporate culture construction.

Employee Inspirations Part II: How to manage employees well and always adhere to high standards.

The highest principle of navigation is: trust the compass and follow its instructions. In real life, so do smart people. They always ask themselves to follow their own creed and moral standards and never return.

An upright person always pursues his highest ideals, not because of nature or social pressure, but because of his firm belief in these ideals. Honest people will never give up their principles when they encounter difficulties or strong temptations, and even the idea of "just this once" is not allowed.

2. Carefully weigh and make the best decision.

A good actor must be good at careful thinking. At the moment when they make important decisions, they will collect a lot of facts for analysis; In the process of analysis and weighing, they will try their best to get rid of their own prejudices to enhance the objectivity and accuracy of their decisions.

In fact, there are many good ways to help people make wise decisions. One of them is to list all the advantages and disadvantages of the real situation and then carefully evaluate the advantages and disadvantages. The purpose of doing this is to consider all factors from all aspects, including your personal feelings.

3, but seek Excellence, not the public.

In order to unite the members of a group and maintain a harmonious atmosphere, one of the most effective means is to use people's appreciation desire. However, if this desire to get praise and goodwill from others is too inflated, it will completely destroy your integrity and inner peace.

If we study the deeds of great men, we can find an important situation: they are more focused on achieving lofty goals than winning the appreciation of others. Because of this, they have made remarkable achievements, but at the same time they have gained excellent reputation.

Employee Inspirations Part III: Classical Management Theory 1, Peter Principle

Every organization is composed of different positions, levels or strata, and everyone belongs to a certain level. Peter's principle is the conclusion drawn by Lawrence Peter, an American scholar, after studying the related phenomena of personnel promotion in organizations: in various organizations, employees always tend to be promoted to positions that they are not qualified for. The Peter principle is sometimes called the upward principle. This phenomenon can be found everywhere in real life: a famous professor is incompetent after being promoted to the presidency of a university; An excellent athlete was promoted to be an official in charge of sports without doing anything. For an organization, once a considerable number of personnel are pushed to the point of incompetence, it will lead to overstaffing and inefficiency, leading to mediocrity and development stagnation. Therefore, it is necessary to change the promotion mechanism of enterprise employees who only decide the promotion according to the contribution. Just because someone has done a good job in a certain position, it cannot be inferred that this person will be qualified for a higher position. Promoting an employee to a position where he can't give full play to his talents is not only a reward for himself, but also a loss to the enterprise.

2, the law of wine and sewage

The law of wine sewage refers to pouring a spoonful of wine into a bucket of sewage to get a bucket of sewage; If you pour a spoonful of sewage into a barrel of wine, you will still get a barrel of sewage. In any organization, there are almost a few difficult people whose purpose seems to be to make things worse. Worst of all, they are like rotten apples in a fruit box. If not handled in time, they will spread rapidly and damage other apples in the fruit box. The terrible thing about rotten apples is their amazing destructive power. An honest and capable person may be swallowed up when he enters a chaotic department, while a person without virtue and talent can quickly make a mess of an efficient department. Organizational systems are often fragile, based on mutual understanding, compromise and tolerance, and are vulnerable to infringement and poisoning. Another important reason for the extraordinary ability of saboteurs is that destruction is always easier than construction. A skilled craftsman needs time to elaborate ceramics, and a donkey can destroy them in one second. If there are such donkeys in an organization, even if there are more skilled craftsmen, there will not be many decent work results. If there is such a donkey in your organization, you should get rid of it at once. If you can't do this, you should tie it up.

3. Barrel law

The bucket law states that how much water a bucket can hold depends entirely on the shortest board. In other words, any organization may face the same problem, that is, all parts of the organization are often uneven, and inferior parts often determine the level of the whole organization. The bucket law is different from the law of wine and sewage. The latter discusses the shortest destructive power in an organization. The plank is a useful part of the tissue, but it is worse than other parts. You can't throw them away as rotten apples. Strength is relative and cannot be eliminated. The question is how much you can tolerate this weakness. If it is serious enough to become a bottleneck that hinders your work, you will make a difference.

4. Matthew effect

There is a story in the gospel of Matthew in the New Testament: Before a king went away, he gave each of his three servants a piece of silver and told them, "Go into business and come and see me when I come back." . When the king came back, the first servant said, Master, I have earned the 10 silver you gave me. So the king gave him 10 city. The second servant reported, master, I earned the five dollars you gave me. So the king rewarded him with five cities. The third servant reported: Master, the 1 silver you gave me was always wrapped in a handkerchief, and I never took it out for fear of losing it. So, the king ordered that the third servant's 1 yuan be given to the first servant, saying, even what is less should be taken away. Give him whatever he has and tell him that the more the better. This is the Matthew effect, which reflects a common phenomenon in today's society, that is, the winner takes all. For the development of enterprises, Matthew effect tells us that if we want to maintain an advantage in a certain field, we must expand rapidly in this field. When you become a leader in a certain field, even if the return on investment is the same, you can get more benefits more easily than the disadvantaged peers. And if you don't have the strength to grow rapidly in a certain field, you must keep looking for new development fields to ensure better returns.

5. Zero-sum game principle

Zero-sum game refers to a game in which players lose and win, and one side wins just as the other side loses, and the total score of the game is always zero. The principle of zero-sum game is widely concerned, mainly because people can find similar situations to zero-sum game in all aspects of society, and the bitterness and bitterness of losers are often hidden behind the glory of winners. ? In the 20th century, mankind experienced two world wars, with rapid economic growth, scientific and technological progress, global integration and increasingly serious environmental pollution. The concept of zero-sum game was gradually replaced by the concept of win-win. People are beginning to realize that profit is not necessarily based on hurting others. Through effective cooperation, a happy ending is possible. However, from a zero-sum game to a win-win situation, all parties need to have the spirit and courage of sincere cooperation. Don't be clever in cooperation, don't always think about taking advantage of others, and abide by the rules of the game, otherwise there will be no win-win situation, and the partners themselves will eventually suffer.

Employee Inspirations 4: Lenovo's experience in human resource management, Lenovo chooses people to look at "three hearts"

Lenovo has a saying called "three hearts", namely "responsibility", "ambition" and "enterprise". For ordinary employees, we require them to have a sense of responsibility and be able to do their jobs in a down-to-earth manner; For middle and senior cadres, they are required to be self-motivated, have higher pursuits, and hope to have better material treatment and a bigger work stage; For the core layer, such as Lenovo's leading figures, they are required to be enterprising and take doing business as their lifelong career. They should not only consider how the enterprise survives and develops at present, but also consider how to make the enterprise develop for a long time and pass on the enterprising spirit from generation to generation.

With the development of the times, it is not enough to have this "three hearts", but also to look at people's potential-curiosity, empathy and determination.

Curiosity represents a kind of learning ability of people, which is the most needed ability of enterprises. By examining a person's curiosity, we can see whether he has the potential for growth.

Empathy, that is, whether you can empathize, is an important criterion to measure a person's emotional intelligence. The essence of Internet thinking is customer thinking. Employees with customer thinking must have empathy and be able to think from the customer's perspective.

Determination refers to whether you can persist in achieving your goals when you encounter challenges and pressures.

Two secrets of Lenovo's talent training

After Lenovo Group's internationalization, it used a set of tools HRP (namely human resource planning) to make an inventory of talents. Who is a newcomer, who is not, and who should be promoted.

This model divides talent training into three parts: 70% is on-the-job training, no entrepreneurs are classroom training, and they must be on-the-job training; Another 20% comes from interpersonal learning, such as the guidance of your superiors; Finally, about 10% comes from classroom learning.

Therefore, if you are the person in charge of the enterprise, then you are the first person in human resources, not HR.

There are two secret weapons for personnel training:

Secret 1: The first thing a CEO does when he takes office is to cultivate the best talents in the best environment.

Secret 2: There are many links in talent training, including selection, corporate culture, company mechanism and system. You should do every link well and teach others well.

If an enterprise manager is a person who doesn't attach importance to or trust talents, no matter how many methods are introduced or how many HR searches are made, it is useless.

"Re-examination" is a good way to improve your ability in on-the-job training. In Lenovo, no matter big or small, every time you finish something, you have to make a comeback, let employees grow and improve organizational ability. By reviewing objectives, evaluating results, analyzing reasons, summing up experience, drawing conclusions and making changes.

We tell many managers, first, to establish an open environment internally; Second, think about where your responsibility lies. If the top leader doesn't reflect deeply, when can you change?

In the past, Lenovo's managers always had meetings with employees. After internationalization, we require every manager to have one-on-one conversations with direct subordinates or even subordinates at different levels on a regular basis. Some words are inappropriate to say at the meeting. One-on-one conversation can make people open their hearts and show your respect for this person.

In an enterprise, everyone's problems are unique and important, so enterprise training must be personalized and movable. The mobility of training courses is the development trend.

Therefore, in Lenovo, we put forward an idea, that is, the basic needs are platformized, the personality issues are customized, and the key issues are refined.

Real people stay by their eyes.

Why are some enterprises always unable to recruit people and can't keep them? Before going to a company, people often inquire about the boss's style and the atmosphere of the company before making a decision. Therefore, corporate values and corporate culture are very important.

From the day the enterprise was founded, corporate culture began to exist. The founder's actions, words and deeds are all building his own culture. In a sense, corporate culture is the culture of the founders and the culture of the top leaders.

Corporate culture construction includes four levels, the core of which is values, and then slowly extends to the system level, behavior level and material level.

Many enterprises always find slogans to stick on elevators or walls. In fact, they only do the innermost conceptual layer and the outermost material layer, that is, "the culture on the wall." In fact, corporate culture must be implemented at the behavioral level, which is the real implementation of culture.

The implementation of corporate culture should start from these aspects, with leadership behavior to influence, with institutional processes to solidify, with assessment and training to strengthen, the most important thing is that managers should set an example.

Whether recruiting or training, the ultimate goal is to turn "talent" into "human wealth". If you spend a lot of money to recruit people, but you don't use and keep them well, it is to train talents for your competitors. If you have done a good job in selecting the candidate, you should consider whether he recognizes the corporate culture and whether your life values are consistent. The real talent is left by the vision. Do you have the same dream of creating the future?

Article 5: An excellent team needs these six kinds of people. 1, "Iger"

An agitator is someone who pushes you and makes you think. He will always inspire you to get up early to do things and try to make things possible. You will want this person to be full of energy and enthusiasm. This is the voice of inspiration.

2. Supporters

He is a huge fan, strong supporter and fanatic of you and your works. Reward him and get them involved. This is the voice of strength.

3. Skeptics

He is the devil's spokesman. He often points out some sharp problems and finds them in advance. You need his attitude. Because they can often see things beyond your perspective, I hope your success and safety go hand in hand. This is the voice of reason.

4. A strict person

He is a "loud voice" who likes to let you do things well, and he is also an impulsive housekeeper. He will ensure that the team goals are completed before the deadline. This is the sound of progress.

5. Connector

He will help you find new ways and new allies. This man will break the barricade and find a way to realize magic for you. You need him to help you get close to people and places you can't. This is the voice of cooperation.

6. Benchmarking management

He is your trusted advisor, your north star and the person you want to catch up with. He is your mentor, but as a constant reminder, you can also do amazing things. You need to make him proud. This is the voice of authority.

What kind of person are you? Are there these six kinds of people in your team?

Employee Inspirations Chapter VI: The Way to Long-term Development of Enterprises Let's first look at a philosophical story:

It's about a group of people making a fire in the cold winter. The fire raged and made people feel hot all over. Some people think: it's so cold, I must never leave the fire, or I'll freeze to death. Everyone else thought so, too, so the firewood was quickly put out and all the people froze to death.

Another group of people lit a fire, and one thought that if everyone just kept warm and didn't add firewood, the fire would go out sooner or later. Others thought so, too. Everyone went to collect firewood, but no one warmed the fire, but the fire soon went out, because everyone only cared about collecting firewood instead of heating it, and they all froze to death on the way to collect firewood. Finally, because there was no firewood, the fire was put out.

Another group of people lit a fire. This group of people didn't all gather around the fire to keep warm, and didn't all go to collect firewood. Instead, they made a system of taking turns heating and collecting firewood. Half heating, half collecting firewood, so everyone participated in collecting firewood, and everyone got warm. The fire kept burning because it got enough firewood, and the fire and life continued into the spring of the following year.

Selfless dedication and selfless dedication have always been the spirit of ownership advocated by China people, which is indeed a valuable and admirable spirit. "When people gather firewood, the flame is high" is also a thousand-year-old adage. But what is the real purpose of "Gao Yan"? Is it personal dedication or collective firewood collection? Not only enterprises, employees and even society can get greater benefits! These three aspects ignore the value, status and interests of any party. In the long run, there is only one result-three losses.

Therefore, as a modern enterprise and enterprise manager, the real connotation of employees as enterprise owners should be:

First of all, we should fully respect employees.

Fully realize the importance of meeting the five levels of human needs at the middle and high levels as the starting point and destination of developing and stimulating employees' potential. Employees and enterprises are mutual respect, mutual loyalty, mutual trust and win-win cooperation.

Secondly, both employees and enterprises should seek development.

No pains, no gains, but positive efforts can only last for a while, but can't guarantee a long time. An enterprise should be a high-precision machine with benign operation constructed by systems and regulations. Each component (i.e. employees) should have clear responsibilities, perform their respective duties, be as close as lips and teeth, and operate smoothly in accordance with the process. Through continuous learning and improvement, every employee can be fully recognized, affirmed, trusted and appreciated by the collective, proud of being a member of the enterprise where he works, and willing to work in the big family of the enterprise.