How to deal with employees' "post-holiday syndrome"?

First, "meeting for the first time in the New Year" is indispensable.

When employees have "post-holiday syndrome", HR should first take "stopping heart" measures to help employees get rid of this symptom as soon as possible and enter a tense and orderly working state. It is a good choice to hold a "heart-receiving meeting", sooner rather than later.

Then, how can the "heart-receiving club" ensure the "heart-receiving" effect?

First of all, look at the results to build confidence. A practical summary and proper commendation can enhance employees' sense of honor, stimulate self-confidence, and urge employees to further enhance their work consciousness and enthusiasm, so as to meet new tasks with persistent spirit.

Second, look at the gap and make up your mind. An important way to achieve "accepting the heart" is to create a tense and orderly working atmosphere. According to last year's set goals and achievement rate, industry share and competitiveness, it helps employees get rid of vague cognition and blind optimism, and it is easiest to look at problems with vigilance and find gaps. Therefore, to hold a "knot meeting", we must find out the gap and the crux, and solve and overcome it in the new year with the determination of "knowing enough".

Third, look at challenges and increase perseverance. Employees who have been engaged in repetitive or monotonous work for a long time are prone to carelessness or boredom. In view of these two situations, we can point out and prevent them in time at the "heart-to-heart meeting" to make employees realize that the work requirements are constantly improving and the work challenges are constantly increasing. In the face of the new situation and new tasks, we can't afford to slack off, and we must complete every established task or goal with the perseverance of "walking a hundred miles and a half".

Second, clarify the work tasks and processes.

Before the Spring Festival, especially at the "warm heart meeting" after the holiday, HR should focus on making the work plan for the new year and quantify the work indicators to departments and individuals. According to the work index, the workflow of business volume and service details is designed reasonably, and the work intensity is gradually enhanced. Starting from every link and every detail, there are clear and detailed regulations on the first step and the last step after the employee's entry, such as who should do what, when to finish it, and what is the standard of completion. , you can visualize a series of questions, list them in tables or documents, and send them to every employee. Such employees have rules to follow in their work and are naturally conscientious.

Third, diligent inspection and supervision.

With a detailed workflow, supervisors at all levels should also check and supervise frequently to ensure that employees can finish their work in time and accurately according to the workflow, especially in the period of "post-holiday syndrome", employees are not easy to concentrate, often absent-minded, delaying or avoiding rejection. As HR, we must first establish and improve the internal supervision system of enterprises, so that departments have special personnel to supervise each other; At the same time, as managers at all levels, we should closely track the work progress of employees in real time, strengthen interaction and guidance, put some pressure on employees, and help them return to normal working conditions. However, it should be noted that the frequency of inspection and supervision should not be too high, so as to avoid discomfort caused by employees being monitored and causing emotional rebound.

Fourth, play an exemplary role and create a tense working atmosphere.

The ancients said, "Correct yourself first". During the period of "post-holiday syndrome", employees' enthusiasm for work is low. HR and managers at all levels should set an example, put pressure on themselves from morning till night, and take the lead to work overtime consciously if a project needs to be completed because of time constraints; At the same time, work slogans and task billboards can be posted in the office area to visualize the work indicators, create a tense and orderly working atmosphere, and drive away the lazy and sloppy wind.

Five, grasp the typical, positive behavior.

In enterprise management, punishing employees is not the best policy. However, if you meet some "extremists" who are seriously slack, you should also be punished appropriately, such as criticizing education and informed criticism in public. However, you need to pay attention to the way and degree of punishment, especially economic punishment, which is easy to violate relevant laws and regulations. HR should be careful.

Six, to carry out Spring Festival travel rush system training.

Carrying out comprehensive and systematic intensive training during the Spring Festival is also one of the effective ways to eliminate "post-holiday syndrome". Through training, we can effectively concentrate employees' attention and help them master new knowledge and skills. Conditional enterprises can also carry out activities such as Spring Festival expansion and entertaining, which is more acceptable to employees.

Seven, warm reminder, humanized reminder.

"Post-holiday syndrome" is the normal mentality of most people in modern society, and it can be recovered in a week or so after the holiday. As HR and enterprise managers, in addition to giving attention and supervision at work, you can also add warm reminders to your daily life. For example, post or forward health tips on eliminating "post-holiday syndrome" on bulletin boards, encourage employees to take part in exercise, maintain normal work and rest hours in enterprises that provide accommodation, and provide more light vegetables and appropriate fruits. These humanized measures and knowledge popularization can effectively promote humanistic care and improve the happiness index of employees; On the other hand, it helps employees to face their psychological and physiological state correctly and take effective measures to get rid of these symptoms.

Through the above seven ways, the "post-holiday syndrome" can be effectively improved and eliminated within the adaptation period of 2-3 days. Here, the clothing manager reminds you that a year's plan lies in spring. As HR, while helping employees to return to their jobs, they should also pay attention to adjusting their mentality to adapt to the challenges of the new year.