How to prevent employees from having opinions on salary reduction?

Being in the workplace, I can't help myself. The damn economic crisis suddenly struck, and it was a bottomless pit. This crisis has also made busy people in the workplace feel the cold in winter, and the business of enterprises has declined and profits have plummeted. Everyone is trying to keep their jobs, but the company's endless layoffs and pay cuts also make employees feel nervous and insecure. Carefree future survey shows that 33% of workers in the workplace choose to resign because the company is about to lay off employees or has already laid off employees, and passive job-hopping is very common.

In such a special period, how to restore the confidence of employees and tide over the difficulties with the company? Worry-free future experts believe that supervisors should start from their motivation if they want to motivate employees, and only the motivation they think is the real motivation. On the basis of understanding employees, we can formulate "nine coup" to motivate employees and gather the strength of the team, and we can do well in the financial crisis!

The first trick: "* * * advance and retreat together" at work, exchange information.

The economic crisis brought panic. How do we motivate employees in our daily work? Amy, as the head of a Fortune 500 department, has been thinking about this problem recently. The measures of meeting to arouse enthusiasm have been done, and cheering for employees has become a "compulsory course", but many of her employees are still unemployed. In fact, work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work.

Worry-free future experts believe that in the context of the economic crisis, supervisors should "advance and retreat together" with employees in their work, provide employees with more information and content they need in their work, and help them complete their work. This information and content can be about the overall goal of the company, the future development plan of the department and the problems that employees must focus on ... Communicate this information honestly with employees, so that they can feel that they are also part of the business decision, and have a better understanding of the company's business strategy, so as to complete their tasks effectively, clearly and actively. Supervisors should not only provide information to employees when formulating work tasks, but also "exchange information" with employees in the process of work and feedback their opinions in time. Employees' opinions can help supervisors set better work goals!

The second trick: "listen" to employees' opinions and participate in decision-making.

Listening is as persuasive as speaking. Many supervisors maintain their authority in their work and seldom listen to the opinions of employees. As we all know, listening can bring more benefits to their work. Qiqi, who works in a private company, has a more serious style. When departments meet, most of them are arranging their own tasks, and employees are immersed in rote learning. Under the crisis, employees' psychological endurance is more fragile, especially when they leave the department, the atmosphere is more dignified, and the task arrangement can not get good results, which makes Qiqi very upset.

Worry-free future experts believe that supervisors like Qiqi should listen to employees' ideas and let employees participate in making work decisions. There is no doubt that few people participate in discussing their behavior without motivation. When supervisors and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect of this participation in decision-making will be more significant.

The third measure: respect employees' suggestions and build a "communication" bridge.

Is the employee's advice important? Many supervisors will think this is very important, but in many cases, employees' suggestions can't be heard by supervisors. Xiao Yong, an employee of a company, said, "Our employees work in the front line. We will find many problems first, but it is difficult to reflect them to the supervisor. " Therefore, a successful supervisor can only try his best to get the employees' minds out, so that the management of the department can be targeted and the decision-making mistakes caused by subjective arbitrariness can be avoided. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions and departmental dinners.

However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their questions and suggestions through these unimpeded channels of opinion, or get effective answers in time.

The fourth measure: be a supervisor of "investing for the benefit of employees"

"There are a thousand Hamlets in the hearts of a thousand people." The same job, different employees, also have different motives and goals. As the core of the team, the supervisor must "do what he likes" according to the different characteristics of the employees in the department and seek the motivation to motivate them.

Worry-free future experts believe that everyone's intrinsic motivation to be motivated is different, so the method of rewarding outstanding work performance should also vary from person to person. As the sales director of a well-known foreign company, Leo has a deep understanding: "For my employees, I will give different rewards according to their needs. For those employees who work hard and serve customers silently, I will give more public praise to improve his sense of accomplishment; I will give more appreciation and spiritual encouragement to those employees who are determined to forge ahead and dare to open up new projects; For those core backbones with extensive contacts and excellent performance, I will provide them with good working conditions and challenging work content. " Leo admits that even in the current financial crisis, his team's sales performance is still among the best in the company.

The fifth measure: take interest as a teacher and give employees more job opportunities.

Interest is the best teacher, and employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work, which is also an effective way to motivate employees. For example, a salesman likes to visit potential big customers, so let him take over the work projects related to big customers.

Worry-free future experts believe that new challenges at work will enable employees to stimulate more potential. If employees are interested in the work content, coupled with the challenges brought by the work content, employees will be fascinated and play more potential. Ada, the supervisor, was surprised by the effect of this incentive. She assigns tasks in the department to different categories of interested employees and makes the work more challenging. "I thought they wouldn't finish the task, but I was still a little nervous. Unexpectedly, in the case of economic crisis, the performance of employees is very good! " Ada's words were full of surprises.

The sixth trick: "appreciation" is the best incentive.

Everyone is eager for applause and praise, even a simple compliment will bring unparalleled warmth and excitement. A famous person once said, "Everyone lives in applause. When subordinates are affirmed and rewarded by superiors, they will work harder. " Since praise can make employees have more confidence in themselves and love their work more, it can encourage employees to improve their work efficiency. As a supervisor, why not use this effective "weapon" when there is no cost incentive, especially in the environment of economic crisis?

Praise for employees should also be timely and effective. When employees perform well in their work, the supervisor should praise them immediately, so that employees can feel that they are appreciated and recognized by their superiors. In addition to verbal praise, experts believe that supervisors can also praise employees in different ways, such as written praise, so that employees can feel the joy and encouragement brought by praise for a long time; Appreciating employees one-on-one can improve their work mood; Public praise can accelerate employees' desire for success; You can even hold a small celebration for the team to improve the morale of the team.

The seventh trick: start with small things and understand the needs of employees.

Every employee has different needs. If the supervisor wants to motivate employees, he must know their needs deeply and try his best to satisfy them and improve their enthusiasm. Worry-free future experts believe that in the economic crisis environment, to satisfy employees should start from small things and start from details. Ava, a director who works in a listed company, did a good job. "The crisis is coming, and everyone is under great physical and mental pressure. There are many young people in the department, so I often organize some relaxation activities that they like. For colleagues who are in poor health, arrange flexible working hours for them to recuperate. " Eva's atmosphere is very good now. Although the work was very tiring, everyone was United and the performance was wonderful.

The eighth trick: let "performance" speak for the promotion of employees.

At present, there are countless companies that promote employees according to their qualifications. As the head of the marketing department of state-owned enterprises, Lina is deeply touched. "The promotion of state-owned enterprises is mostly based on qualifications, which has little to do with the performance of employees, and the enthusiasm of employees is naturally not high." However, the adverse impact of the economic crisis on state-owned enterprises also made Lena very anxious. Worry-free career experts believe that promoting employees through "qualifications" does not encourage employees to create performance, and it will make employees feel lazy. On the contrary, when the supervisor speaks with "performance" and promotes the employees with excellent performance according to the performance, the purpose of encouraging employees to pursue excellent performance can be achieved.

The ninth trick: those who have the ability get more, and give the core employees a raise.

"Encouraging employees not to spend money" has become a buzzword under the economic crisis, but material incentives are still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies cut their expenses drastically, managers are more cautious about encouraging employees with salary increases.

Worry-free experts believe that the economic crisis does not mean that there is no salary increase, but the voice for a salary increase is higher. The key depends on how much value employees can bring to the company. For the core talents who create high profits for the company and develop profitable new projects, it is very important to motivate them through salary increase.