How to highlight the attitude towards users in corporate culture propaganda copy

All organizations should have culture. Good culture can create value for enterprises, and enterprises can develop healthily and go further. Whether it is a world-renowned multinational company such as Microsoft, Ford, General Electric and Coca-Cola, or a well-known domestic enterprise group such as Alibaba, Haier, Lenovo and New Oriental, it is unique.

So what is a good corporate culture?

A good corporate culture can guide the value and behavior orientation of the whole enterprise and its members. Once a good corporate culture is formed, it will establish its own systematic values and norms.

Good corporate culture has the function of restraining and regulating employees' thoughts, psychology and behavior, and it is a kind of soft constraint, which comes from the corporate culture atmosphere, group code of conduct and moral norms.

A good corporate culture is that when a value is recognized by employees, it will become a cohesive force, bringing its members together from all aspects, thus producing great centripetal force and cohesion.

A good corporate culture has the function of generating high spirits and enterprising spirit from the hearts of corporate members. Positive ideas and codes of conduct will form a strong sense of mission and lasting driving force, and become a yardstick for employees' self-motivation. Once employees accept the core concept of the enterprise, they will consciously and voluntarily exert their potential and work harder and more efficiently for the company under the drive of this concept.

The spread of good corporate culture will help to establish a good public image of the enterprise, enhance its social visibility and reputation, and at the same time, excellent corporate culture will also play a huge role in enhancing its brand image.

Almost every entrepreneur wants to do a good job in his corporate culture from the moment he starts his business. However, it is difficult to evaluate corporate culture and establish a benchmark. After so many years of contact with small and medium-sized enterprises, I found that most enterprises are building corporate culture in the following ways, but the effect is very poor.

1, recite the Disciple Rules at the morning meeting every morning, and give up in less than a few months. I found that the disciple's rules are gentlemen, not villains.

2. Spend money to send employees out to find training institutions for training. After the training, the effect is really good, but the time is only a few months, and there will be the risk of employees leaving their jobs.

Hang a few slogans, slogans and famous sayings on the wall, and post some photos of employees' travel, and you will think that you have corporate culture. In fact, these are not real corporate cultures. These are just the appearances of corporate culture. Real corporate culture must turn employees' good behaviors into habits, because more than 80% of a person's behaviors are habits.

Therefore, to be a corporate culture, we must solve the problem that behavior becomes a habit.

In People.com, our enterprise spirit is seven swords: "customer first, passion, dedication, gratitude, honesty, cooperation and embracing change". Before the implementation of refined integral management, we evaluated it like this:

1, employee self-evaluation or supervisor/manager evaluation must be based on facts and explain specific examples;

2. If the standard of 1 minute cannot be reached, 0 point is allowed;

3. Only after reaching the standard of lower score can we get higher score, and we must judge the expression of values item by item from low to high;

4, 0.5 points can appear after the decimal point; If the employee's score is 0, 0.5 or above, the manager must explain the reasons.

Evaluation cycle and procedures

1, monthly evaluation, in which the value evaluation part accounts for 30% of employees' comprehensive evaluation score;

2. Employees first conduct self-assessment according to the Detailed Rules for Value Assessment, and then the department head/manager conducts the assessment;

3. The department head/manager compares the employee's self-evaluation with the score, conducts performance interviews with the employees, affirms the good performance, points out the shortcomings and points out the improvement direction.

Assessment is troublesome, easy to be unfair, and can't arouse the enthusiasm of employees.

After using employee's refined integral management, employees' major events and minor matters can be linked with integral. Customer first: As long as employees serve customers well and get praise from customers, they will be given 5 points. Nowadays, it is difficult for enterprises to satisfy customers, but it is really easy to impress customers. If employees want to get praise from customers and fill out satisfaction cards for themselves, they must serve customers well. Employees with the strongest sense of service every day, such as those who can ask customers questions in customer service software such as QQ and WeChat, can reply immediately and deal with the day's affairs on the same day. When the supervisor evaluates, the first place will get 5 points, the second place will get 3 points, and the third place will get 2 points. Other customer personnel will not get extra points.

Passion: Every day, one or two people in the team are at their best. We only reward the top two, with 5 points for the first place and 2 points for the second place, and other customers will not get extra points.

The complainant deducted 2 points for the first time, 4 points for the second time and 8 points for the third time … ..

Cooperation: Take the initiative to help others, score points according to the severity of the matter, score 2 points for sharing experience or knowledge, and score 2-5 points for participating in team discussions and putting forward opinions.

The incentive of integral can quickly generate a strong internal driving force in the depths of employees' souls, guide employees to form good behavior habits and establish correct values. In this process, employees will understand and identify with the company more, integrate with the company and have a strong sense of belonging to the company, thus accelerating the formation of a healthy corporate culture.

Data integral management can help enterprises to form a healthy corporate culture, refine the essence of corporate culture, improve the quality of corporate culture, form positive corporate values and unite the ideal will of all employees. Forming a healthy corporate culture is the lofty spiritual pursuit of employees. The high salary of an enterprise does not mean that the corporate culture is well built. The formation of * * consistent behaviors, * * consistent beliefs and values of enterprise members requires a process. To form a good corporate culture, it is necessary to advocate employees' good behavior and healthy value orientation and overcome many bad behaviors. However, it is impossible for enterprises to link all this with bonuses and wages deduction, but it can be linked with points. Employees are the main body of enterprise culture construction, and there are rich materials for enterprise culture construction among them, especially the ideas, concepts and ways of thinking of advanced and model figures in the practice of enterprise production and operation, which are advanced enterprise values. These advanced ideas and subjective consciousness can be fully displayed under the incentive of integral and become the source of enterprise culture. And the longer the time, the greater the accumulated points, the more obvious the linkage will be, the more we can give full play to the enthusiasm and creativity of all employees, so that the goals and beliefs of the enterprise can penetrate into the minds of each employee, form their * * * knowledge and become their * * * beliefs, which will make them have a strong sense of mission, honor and responsibility, so as to consciously combine their own interests, job responsibilities and the overall interests of the enterprise. While doing my job wholeheartedly, my personal specialty and noble sentiment have been developed and recognized by the company (enterprise). If I persist in this way, my excellent corporate culture will definitely stand out.