How to skillfully solve the problem of employee laziness

Everyone is lazy, and the boss is not more diligent than the employees in essence. However, bosses have more motivation or pressure to drive them to overcome their laziness. After overcoming their laziness, bosses will naturally pay close attention to the problem of employees' laziness. Almost all bosses in the world want their employees to be diligent and active. Unfortunately, there are not many bosses. Many times, they can always hear local bosses complain that their men are too lazy.

It is natural for employees to find ways to solve their laziness. Countless facts tell us that it is impossible to rely solely on the so-called consciousness. Such as assessment, performance or incentives are also limited. Of course, Rome was not built in a day. Fundamentally speaking, it must be solved from the overall management and structure of the company. But the time is long and the cost is high, and many bosses can't wait.

There are also some simple and quick ways. Here I introduce a simple method to managers, which can quickly alleviate the laziness of employees to a certain extent.

After the implementation of the new labor law, the labor relationship will be transferred. This employee must sign a labor contract and buy social security for the employee, regardless of whether the boss is reluctant to pay the money. Otherwise, once the employee reports to the labor inspection department, it will be enough for you to drink a pot. For the boss, spending some money is a trivial matter. The most troublesome thing is to resign. Obviously unsuitable people will be dismissed or given this money to make up that money, and they can't be dismissed casually. This is really annoying. In the eyes of some bosses, this labor law even gave birth to employees' lazy thoughts.

The reason why people are lazy must be based on a sense of security. To solve the laziness of employees, we must first break the sense of security of employees. Once people lose their sense of security, they are bound to be nervous.

Of course, there must be a scale. One can't break the law and the other can't go too far. There is a simple and legal way to transfer employees' labor relations. After the implementation of the new labor law, many personnel outsourcing companies have appeared in various places, similar to the previous foreign labor service companies. These companies sign labor contracts with employees, buy social security, and then send employees to work in various companies. From the perspective of labor relations, employees come from personnel outsourcing companies. Of course, it's just a matter of going there to work or going there to work.

For the boss, there is no need to sign contracts with employees and go to the labor bureau to do social security and other chores (this is also a big cost). If you want to dismiss, you can directly inform the personnel company. Even if there is any labor dispute, it will be solved by the personnel company. Of course, what the boss has to do is to pay some service fees to the personnel company (the general market price is about per person 100). After the boss handed over all the employee's labor relations to the personnel company, it did not affect the employee's personal rights protection and income.

However, due to the change of affiliation, the possibility of being dismissed at any time increases (the key point is that after being dismissed, there is no way to tell the boss), and this sense of security is immediately broken. I never dare to be lazy as before, and I am naturally nervous mentally. I will immediately start to pay attention to the boss's next plan, whether it will affect me or even be dismissed by the boss. From the perspective of safety, it is better to be honest and positive recently.

From the cost point of view, the boss needs to increase the service fee for the personnel company, but after deducting the cost of sending people to the labor bureau for formalities and handling labor disputes, the overall increased cost is still limited.

Another reason why newcomers appear and old employees are lazy is that they feel valuable in the company and their work is irreplaceable. In other words, no one can take the job in a short time, which also constitutes the lazy capital of employees. The solution is simple, that is, to take certain actions to make the old employees understand that even if they take the job, it will not affect the company's business and will not scare the boss.

The specific way is to let the newcomers show up. There are two ways for this new person to appear. One is to recruit new people to join the work. At the same time, in the existing business personnel group, select a few people who have not been seriously polluted to form a new team. Of course, this must reflect the difference from the old team. For example, in the product division and marketing division, business meetings should be held separately, and if possible, even their office locations should be separated.

The formation of this new team will directly oppress the old employees. If the transfer of labor relations is just a prelude, then the formation of this new team is a realistic pressure, and the product division and market division of the new team have begun to show the replacement of self-value. Because the business meeting was held separately, they were discussing what the boss gave them and what instructions they could not fully grasp, so they were inevitably more uneasy.

If you can't recruit suitable new employees for the time being, then use the second method, from the perspective of reserves, to contact some new people, not to formally recruit for the time being, but to let them start to contact the company, such as visiting the company, checking the current outlets, attending business meetings, consulting company information, etc. Prepare for entering the company.

From head to words What do you mean from head to words is to pour out the things in employees' minds and write them down in words, such as customer information, operation process and experience, market rules, historical accidents, strategies and skills, etc. After the first two steps, we began to do this step, divided into several categories, made relevant blank forms, asked all employees to participate, wrote as carefully as possible, and forced employees to pour out all these things stored in their minds. These materials and experiences belong to the company, so we should take them out and summarize them, sort out more effective workflow and analyze the value contribution of customers and products.

For the old employees, this is tantamount to handing over all the guys who work for a living. After that, the boss will fire himself. It's not a question of grading. But if he refuses to carry it out, or perfunctory, it is equivalent to directly intensifying the contradiction with the boss and completely showing his cards to the boss.

However, considering the transfer of labor relations, newcomers gradually took over. Even if they offer to resign, the boss will certainly not really keep them and they will not get any compensation. Besides, if they offer not to do it, where is the new job? In this case, old employees often take the initiative to apply to the boss for a chance to communicate alone, at least to complain to the boss, talk about their contributions to the company over the years, and talk about their heavy burden.