How to solve the problem of teachers’ low salary, low work enthusiasm and inability to retain talents?

How to solve the problem of teachers’ low salary, low work enthusiasm and inability to retain talents

If you don’t want to increase your salary, try to find ways to increase some group activities, employee interaction, etc. In the end The purpose is to find ways to improve the happiness index of employees. More than 80% of employees' inability to retain employees is due to lack of recognition and low happiness. How to solve the problem of low work enthusiasm of old comrades in the office

Linked to interests Well, maybe you can usually talk about the newcomers, but in fact, you only talk to the old employees and make insinuations. How to mobilize teachers' work enthusiasm in school management

CLC classification number: C643 Document identification code: A Article number: 1672-691x(2010)03 The subject and object of school management work are people, how to mobilize teachers Positivity is a major issue in school work. The first thing here is how to treat and use people. Do a good job as teachers, correctly understand teachers, treat teachers, mobilize teachers, restrain teachers, organize teachers and use teachers, so that all teachers can clarify the overall goals of the school, their own responsibilities, the meaning of work, and mutual relationships, and actively and Active, conscientious, and creative work is the guarantee for improving leadership performance, achieving the goals of the school management system, and fully implementing the party's education policy. School management in primary and secondary schools must be subordinate to the center of education and teaching in order to have strong vitality. Only by establishing correct ideas for running schools and adopting different methods can teachers' enthusiasm for work be maximized. 1. Establishing the idea of ??people-oriented and relying on teachers is the core of school management. First of all, we must respect teachers, understand them, and listen to their opinions and suggestions. As a school manager, you must correctly establish the idea that management is service, and correct your relationship with teachers. You must not be superior to others in front of teachers, let alone be arrogant and domineering. There are many female teachers in our school, and they are the main force in education and teaching in our school. We should fully mobilize their enthusiasm for work, have heart-to-heart conversations with them frequently, and respect their opinions. Secondly, teachers should be mobilized to "democratize school management", participate in various school management activities, and stimulate their sense of ownership. Teachers' labor is manifested in the individualization of labor procedures and the collective ownership of labor results. To fully complete the education and teaching tasks, it is necessary to strengthen the cooperation of all faculty and staff, to give full play to the collective wisdom of faculty, especially teachers, to unblock information feedback channels, to promote collective efforts, and to encourage teachers to contribute ideas and suggestions. For example, the school's work plan requires that every semester, class teacher experience exchange meetings, topic seminars, key teacher symposiums, etc. be held. During this period, teachers can talk freely about teaching reforms, teaching materials and methods, learn from each other, learn from each other's strengths, and play their role of loving the school as their home. Spirit. Third, we must care about teachers and consciously serve teachers. As a school manager, you must always be a teacher, help them solve problems, and care about various practical difficulties in their study, work and life. Therefore, managers should often go deep into teachers to talk about work, life, daily family affairs, and current affairs; during holidays, when teachers' families are sick, or when there are weddings and important events, they should visit them in person to help solve urgent problems; they should hold meetings regularly and irregularly. Teachers hold symposiums to understand the situation and solicit opinions; when going deep into the masses, they understand the actual difficulties of individual teachers through the masses' reflections, etc. At the same time, administrators should reduce the burden on teachers and give teachers more free time. As we all know, the work of teachers is busy and hard, especially young and middle-aged teachers. They are the backbone of various tasks in schools and "take the lead". They have seniors and juniors at home, and they shoulder the heavy burden of family life. , many people live a life of "fighting mornings, tense noon, busy nights", day after day, year after year. Teachers' physical health and professional training improvement have become a prominent issue. Therefore, this has become an important part of school leaders' concern for teachers' work and life. On the one hand, principals must correctly understand the characteristics of teachers' work, understand teachers' difficulties, and believe that teachers are willing to work hard to do a good job. On the other hand, we should try our best to relieve teachers of extracurricular burdens, do not overload demands, and do not pass on to teachers things that should be done by the principal.

If the superiors want statistics, the principal, the teaching department, and the office will do it. There is no need to trouble the teachers; teachers are not allowed to hold unnecessary meetings, do not engage in surprise labor, and are not allowed to work late into the night to correct a large number of exercise books. This way, they can know Managers have no intention of forgetting them. The manager's own prestige is also established silently, and his enthusiasm can be mobilized silently. 2. Meeting the legitimate needs of teachers is the fundamental basis for teachers’ enthusiasm in running schools. Maslow’s hierarchy of needs theory holds that human beings have five levels of needs, which can be divided into five levels in order, namely physiological needs, safety needs, belonging and Love needs, self-esteem needs, self-actualization needs. The relationship between each level is as follows: these five needs go from low to high like a ladder. If the needs of one level are relatively satisfied, they will develop to a higher level. Needs are connected with people's activities. Needs are the source of individual enthusiasm and the basic motivation for people's activities. Once needs appear and drive people to act, they will appear in the form of motives and become a dominating behavior. In order to obtain the power of self-satisfaction; when a certain individual need is not satisfied, it will prompt people to engage in certain behavioral activities that satisfy the need, thus generating corresponding motivation. Teachers are an integral part of human society, and their work motivation still needs to be stimulated by driving forces outside themselves. This driving force mainly comes from the following three aspects: First, material driving force. As people in society, teachers are all imprinted on the lives of ordinary people in the development of social economy. Meeting the basic requirements for teachers to engage in education and teaching, such as clothing, food, housing, and transportation, is an unobjectionable and objective motivation to mobilize teachers' enthusiasm. As Comrade *** said: "Not paying attention to material interests is okay for a few advanced elements, but it is detrimental to the broad masses. It is okay for a period of time, but not for a long time. The revolutionary spirit is very valuable. Without the revolutionary spirit, there will be no revolutionary action, but revolution is On the basis of material interests, if we only talk about sacrifice and not material interests, it is idealism. "The material needs of teachers include life material needs and work material needs. As a school administrator, you should try your best to create conditions to ensure the timely payment of teachers' salaries and performance wages, and solve practical problems such as teachers' housing difficulties, children's placement, and family worries. In this regard, schools should establish a set of teacher work assessment mechanisms, such as service quantification management methods, teacher work quantification management methods, etc., to conduct quantitative assessments on teachers' teaching performance, attendance, lesson plans, homework, etc., and then make corresponding assessments based on the assessment results. material rewards. First of all, teachers should continue to strengthen their education, cultivate their professionalism and dedication, and help them establish lofty aspirations. At the same time, various effective spiritual rewards should be implemented within the school, such as selecting advanced people, commending, promoting, promotion, etc., and integrating them with teachers. linked to job performance. We advocate giving priority to praise when praising and criticizing, and giving priority to rewards when giving rewards and punishments. We should not only be good at cultivating an equal and fair competition mechanism, but also create a democratic, harmonious and friendly cultural atmosphere of humility, mutual respect, and candor. Secondly, improve the teacher appointment system. When recruiting teachers, we should not only pay attention to academic diplomas, professional and technical levels, job qualification certificates and other hardware, but also pay attention to the examination of teachers' love for teaching, love for students, and willingness to contribute, gradually forming a situation of competition for employment. The third is mission goal motivation. When formulating medium and long-term goals, the school should use some objective goals as specific indicators and assign them to each teacher, issue an annual task statement, assess their annual work completion, and commend them. The fourth is to entrust "heavy" responsibilities. The individualization of teachers' work determines the differences in teachers' work. When employing teachers, schools should avoid weaknesses and make use of their strengths. For individual naughty teachers, we must be good at discovering their strengths, praising them, entrusting them with "heavy" responsibilities, and mobilizing their enthusiasm. Third, information driving force. In today's society, information, as a resource, is also considered a productive force. Therefore, schools should provide teachers with opportunities to receive information in a planned manner, such as further study, inter-school exchanges, study tours, interpersonal interactions, visits and travel, to meet teachers' needs for information resources. 3. Creating a healthy, progressive and active campus culture is an external factor that motivates teachers. Schools are not only a place to impart scientific and cultural knowledge, but also a place to sow civilized and healthy ideas and noble moral sentiments to the new generation. This campus culture should have the following characteristics: (1) Efforts to cultivate a unique school-running characteristic.

In school management, we should be good at exploring the school's own advantages on the basis of summarizing the success and failure lessons, and gradually form a management style, method and teaching characteristics with the school's characteristics, giving full play to the school's individual characteristics, and then in Unique among brother schools. (2) Cultivate team spirit and exert the mass effect of relying on teachers to run schools. Our school advocates respecting teachers, understanding and caring for teachers, and giving full play to teachers' individual talents. At the same time, it pays attention to cultivating the team spirit of teachers' cooperation and enhancing group awareness so that every teacher can have a sense of identity and belonging. Every teacher has a sense of identity and belonging. Breathe with the school and control its destiny, thus creating an internal synergy and giving full play to the overall effect and function of management. (3) Build a good campus cultural atmosphere. The appearance of the school, the clothing of teachers and students, the polite language on campus, the working standards of faculty and staff, excellent facilities, and even the placement of desks and chairs in classrooms, the neatness of students’ homework books, the location of trash cans, etc. Every plant and tree constitutes the external material foundation of campus culture. Teachers are immersed and infected by being there. On the other hand, we should improve every rule and system, standardize students' daily behavior, and create a harmonious, equal, healthy and civilized campus cultural environment. The elegant teaching environment plays a silent role in boosting morale and motivating teachers to work. In short, mobilizing people's enthusiasm is a complex and ancient issue, which is related to the effectiveness of managers, the effectiveness of organizations, and more importantly, the effectiveness of individuals and society in today's educational field. In the new century, for a large number of illogical and irrational problems in school management, the previous management methods have shown limitations. Leaders need to establish scientific management ideas, master certain behavioral science theories, and give full play to teachers' Only in this way can the enthusiasm of teachers be fully mobilized and the level of school education and teaching be greatly improved. How to implement performance pay to improve teachers' work enthusiasm

Performance appraisal indicators must include the "desire matching index" index in order to improve teachers' enthusiasm. Corrective measures on how to improve personal work enthusiasm and resolve work fear

Since the launch of the theme education activity of "Grasping style, gripping discipline, gripping efficiency, and providing education that satisfies the people", effective measures have been taken to effectively integrate the school In fact, we closely combine the work style, discipline, and efficiency with improving the quality of education and teaching, and carry out various construction work in a solid manner, which effectively promotes the development of school education and teaching work. However, looking back on the work in the previous stage, there are still many deficiencies. According to the principle of finding gaps and setting measures for rectification, the work direction and educational goals of the leadership team, class teachers, and faculty should be clarified. The school will rectify existing problems during the rectification and improvement stage. This rectification implementation plan is now formulated based on the actual situation of the school and the spirit of superior archives.

1. Review of Opinions

The school convened a meeting of the leadership team and faculty and staff. Conscientiously implement the relevant regulations of the County Education Bureau and the Central School District. Based on the opinions and suggestions that the school has solicited from teachers, parents and students at this stage, it has been sorted and classified. After careful sorting and summary, the main problems are as follows:

(1) In terms of school-running behaviors

1. The school leadership team’s school-running ideas, educational ideas, and innovative management concepts cannot keep up with the requirements of new curriculum development.

2. The intensity of campus culture construction needs to be further increased.

3. Campus safety work must be carried out persistently and without any laxity.

(2) Teacher ethics and style

1. The execution and coordination abilities of school team members need to be further enhanced.

2. The work initiative and enthusiasm of some faculty and staff still need to be further enhanced.

3. Some teachers lack care for students, cannot take the initiative to understand students, and have little communication with students. There is too much supervision and supervision for students, but little care and service. It is not strong enough to solve students' difficult problems, and it does not well reflect the concept of everything for students, for all students, and for students.

4. Some class teachers do not do their job very well, with few home visits and insufficient implementation. Their educational methods for students are simple and lack of humanity.

(3) Education quality

1. Although the school’s education and teaching quality is generally on the rise, it is not stable enough.

2. The development of subjects is unbalanced, and the teaching quality of some subjects is still at the middle to lower level in the entire school district.

3. The professional level and ability of some teachers still need to be further improved. Mainly manifested in backward concepts and outdated methods; aging professional knowledge, weak theoretical foundation, and weak abilities.

4. Insufficient education in cultivating students’ study habits and interests.

2. Analysis of the reasons

From the perspective of school team members:

The first is that the initiative in learning is not enough, the learning is not deep enough, or just Studying without applying what you have learned results in a lack of openness in work ideas and a lack of pioneering and innovative spirit in work.

The second is the fear of difficulties in the mind and insufficient initiative and enthusiasm for work.

From the perspective of teachers:

First, some teachers have a hiring mentality, lack of ownership, and lack of initiative and enthusiasm for work.

Second, some teachers are affected by certain bad trends in society and have relaxed their efforts to transform their own outlook on life and worldview, and are not strict with themselves.

From the perspective of students:

Due to environmental factors, there are many left-behind children, resulting in unmanaged learning, coupled with the loss of a few good students, which directly affects students My enthusiasm for learning is low and I have no enthusiasm for learning.

3. Corrective measures

(1) Increase efforts in team building.

Insist on learning more and reading more, improve your professional level and management level, and learn more about teachers’ thoughts and students’ learning and living habits, education and other situations. Continue to adhere to the system of part-time lectures and strictly implement the regulations on the number of hours per week for part-time lectures. Be on the front line of teaching. Understand the latest trends in education and teaching. Be honest, diligent, democratic, pragmatic and efficient. Efforts should be made to advocate and practice "eight aspects of good atmosphere" to build a "six-type team" that is learning, innovative, service-oriented, harmonious, economical and honest, and cadres strive to be innovative models, moral models and work models. We should aim at the "six role models", service demonstration, compliance model and image representative, and firmly establish the "five consciousnesses": the sense of responsibility to innovate and overcome difficulties and bravely shoulder heavy responsibilities; the learning concept of lifelong learning and applying what is learned; coaching for the people , the sense of purpose of working hard to benefit the people; the sense of the overall situation of democratic unity and harmonious coexistence; the sense of moral character of living an upright life and noble sentiments. Realize that the leadership team has a new image and new actions, promotes development with new results, and improves efficiency.

(2) Strengthen the construction of teaching staff.

Continue to increase efforts to implement "help" pairing work and the Blue Project, and carry out one-on-one, one-on-two new teachers and old teachers to help each other, learn from each other, and grow together to promote our Comprehensively improve the quality of school education and teaching. Increase school-based training, use young teachers and key teachers’ research classes, observation classes, seminars, discussions and other forms to conduct interactive learning to improve teachers’ classroom teaching effectiveness; strengthen daily supervision and establish a reward mechanism; strengthen publicity and continue implementation Encourage the school-based training system for teachers, strengthen the collective lesson preparation system, and increase efforts to promote the growth of new teachers; continue to implement the school's famous teacher reward system and famous teacher training system, encourage school teachers to grow into district central schools and county-level famous teachers as soon as possible; constantly improve the school's annual The assessment system quantifies and refines the scoring standards, and comprehensively assesses faculty and staff from aspects such as morality, ability, diligence, and performance in a more scientific and reasonable manner, and urges faculty and staff to strengthen professional training, improve work ability and work level, and increase their enthusiasm and enthusiasm for participating in scientific research. initiative, thereby mobilizing teachers' work enthusiasm and initiative as a whole and promoting teachers' professional development. Strengthen the construction of teachers' ethics and ethics and implement a commitment system for teachers' ethics and ethics.

(3) Strengthen the construction of school culture and school system to enhance the connotation of the school. According to the school system construction implementation plan, it is implemented in a planned and step-by-step manner.

1. Update the concept of education, proactively and actively establish a democratic, equal and harmonious teacher-student relationship and colleague relationship, respect students' personality, love students, especially underachievers, and use emotions to educate people. Let students truly love learning and change from passive learning to active learning.

2. Establish several consciousnesses:

(1) Firmly establish the consciousness of "educate others first, be a good person first, and rectify yourself first". Ask others to do it, and you must do it yourself first. .

(2) Firmly establish the awareness that "there is no small thing in school, everything is education; teachers have no small details, but are always role models", take teaching and educating people as their own duty, and set an example for students and teachers.

(3) Firmly establish the awareness of "preferring to be poor rather than compromising teachers' ethics", carry forward the high-spirited spirit of teachers, run the school with integrity, teach with integrity, and maintain their "love of work, dedication, indifference to fame and fortune, and selfless dedication" , persistent pursuit, exploration and innovation” image.

(4) Firmly establish the awareness of "ruling the school with morality, governing education with morality, and convincing people with morality".

(5) Firmly establish a sense of service, a sense of urgency, a sense of competition, and enhance the sense of mission, urgency and crisis.

(6) Firmly establish the sense of "ownership", the overall concept of taking the school as the home and teaching as the profession, and I am honored when the school prospers and I feel ashamed when the school declines.

3. Correct students’ bad habits in study and life in a timely manner. Increase efforts to cultivate students' learning habits and students' special skills and skills. Stimulate students' enthusiasm for learning.

(4) Strengthen teaching management. It also formulated comprehensive evaluation management methods and evaluation rules for education and teaching quality, and established a responsibility letter with teachers for improving education and teaching quality. Continuously improve the school teaching survey system, conduct surveys every semester through regular or irregular student questionnaires, student discussions, etc., to learn from students about the work attitude and work quality of teachers and head teachers, especially the focus on understanding the extent to which teachers care about students. Provide timely feedback to the student on the problems reported by the students and provide them with admonitions.

We firmly believe that through the rectification of the school’s theme education activities of “focusing on style, focusing on discipline, focusing on efficiency, and providing education that satisfies the people”, our school will surely enhance its service awareness, change its work style, and improve the quality of education and teaching. , we will definitely be able to build a school where students are satisfied and parents are reassured, and the education and teaching landscape of our school will definitely change greatly.

How to mobilize teachers’ work enthusiasm and teaching performance

Introducing a reward mechanism + a policy of clear rewards and punishments = success. How to deal with the low motivation of old comrades in the office

Unless you can add new funds on the basis of normal income for ***.

There is a reason why old comrades are not very motivated. They retired after working for a few years. They don’t want to ruin their bodies and energy because of their work. Besides, they don’t feel like they have much to pursue. So, be more respectful. , It may be better to encourage more, create some opportunities for veteran comrades to display their experience and talents, and give praise. In addition, the personal influence of the leader of this unit is also very important. How to improve the work enthusiasm of kindergarten kitchen workers

How to improve the work enthusiasm of rural teachers in the context of performance-based pay by setting up floating bonuses

1: Performance performance: test type (monthly test, weekly test etc.)

2: Duration performance: work type (working hours, work efficiency, etc.)

3: Rating performance: growth type (promotion level or teacher evaluation, etc.)< /p>

I hope this helps you. How to carry out good training when colleagues are not very motivated

First: Understand the training needs through interviews and surveys. Learn from the leader about the theme, training objectives, training requirements, etc. of this training. Ask old colleagues in the unit for a basic overview of the unit's organizational structure, main administrative functions, etc., and learn from colleagues in the unit about the main content of their daily work, work characteristics, and doubts and problems they encounter at work through chatting, issuing questionnaires, etc. At the same time, a prize-winning solicitation activity for training content and training plans titled "My training, I decide" was launched to fully mobilize their training participation and enthusiasm. Then sort out and summarize the collected information to accurately grasp the expectations and needs of leaders and colleagues for this training.

Second: Invite experts and determine the training plan. Specifically, I will invite experts who have specialized research and rich practical experience in the business knowledge of my unit to serve as teachers for this training, and report my survey results to the experts so that they can have an understanding of the general situation of my unit and the training needs of my colleagues. Get the full picture. On this basis, a training plan is agreed upon with the experts. The training content not only includes business-related professional knowledge, but also intersperses some work case analysis, striving to restore the most realistic work scenarios to colleagues and help them solve work problems. In terms of training methods, there are both theoretical knowledge courses and practical hands-on operations.

Colleagues can not only improve their theoretical knowledge but also enhance their practical abilities.

Third: Propaganda and mobilization to mobilize the enthusiasm of colleagues. On the one hand, before the training, use the meeting of all employees of the unit to release the training notice to colleagues, explain to them the purpose of this training, the main content of the training, the organization and arrangement of the training, and the assessment and evaluation plan after the training. At the same time, the leaders are invited to present the training notice at the meeting. Emphasize the importance and necessity of this training. On the other hand, we create a good atmosphere by posting training notices in conspicuous places in the unit, releasing training notices and exciting activities in the training courses in internal QQ groups and WeChat groups of the unit, and hanging slogans related to learning and training in the unit office. learning atmosphere.

Fourth: Strengthen discipline and implement training. First of all, emphasize course discipline and punitive measures before the start of class and set up a class disciplinary committee. During class, colleagues who are late, leave early, and are absent from class must be punished strictly according to class discipline. Secondly, the course content is set up with ice-breaking games, group PK, inter-class games, case discussions, interactive Q&A and other links to make the course more interesting and attractive. Thirdly, in order to fully mobilize the enthusiasm of colleagues for training, training awards such as "Best Individual" and "Best Team" can be set in the training, and awards will be made based on the performance of individuals and groups in the training.

Fifth: Evaluation and assessment to strengthen the training effect. After the training, experts will be organized to assess theoretical knowledge, practical operations and other contents of all participants to test the effectiveness of this training. After the inspection, the training and assessment results will be made into a complete statistical report and submitted to the leader for review.