How do insurance companies motivate employees?

Enterprises are getting bigger and bigger, and the situation is getting more and more chaotic; Marketing is getting hotter and hotter, and profits are getting less and less; Management is getting finer and finer, and implementation is getting worse and worse; There are more and more employees, and people's hearts are getting more and more scattered. Why is the Long March Road, which is short of material resources, so effective? Why is nobody king in scattered base areas? Why can't rebel Zhang even take his personal bodyguard with him? What is the great power of the Red Army? Why is the morale of an enterprise that wants everything so low? Why do tightly controlled branches repeatedly command? Why can resigned managers easily take away a group of people? What is really missing in the enterprise? The key to all the above problems lies in: cohesion! Cohesion-the driving force of enterprise's everlasting foundation! The core competitiveness of enterprise survival! The first combat power of enterprise development! Napoleon once said that three quarters of the army's combat effectiveness is composed of morale. Tan Xiaofang, a famous enterprise management expert, said that any modern war needs people to complete-any good competitive concept and strategy also needs employees to realize, and the attitude and morale of employees determine the execution and competitiveness of enterprises. No matter how well your employees perform, they can do better. Whether you are managing a large multinational company, a small department or a micro enterprise, whether you are concerned about profit or pursuing social benefits, the principle of encouraging and rewarding outstanding performance is universally applicable. What puzzles me deeply is that most enterprises do not manage their employees in a way that can make them perform best. If you think employees can do better, then the problem of most organizations is that they don't motivate employees or lack incentive mechanisms. The morale of employees is directly related to the fate of enterprises. Whether employees can be effectively motivated depends on the boss. But for a long time, most managers only rely on material incentives to improve staff morale, and this single incentive method has ended in failure. Teacher Tan Xiaofang believes that the common interests of enterprises unite people's hearts and stimulate the will to compete-countless practices have proved that high team morale is directly proportional to high performance, and vice versa. In practice, Mr. Tan Xiaofang suggested that middle and grass-roots supervisors should strengthen the following aspects when improving staff morale: 1. Deeply understand the needs of employees. People's actions are often carried out because of needs, and enterprises can only ask employees to act if they meet their needs. In order to promote the actions of employees and achieve what kind of effect, enterprise cadres must first understand what the relevant needs of employees are and to what extent they need to be met. Teacher Tan Xiaofang suggested that enterprise managers can understand employees' needs through usual communication, meetings, employee complaints, questionnaires and other forms. Only by deeply understanding the needs of subordinates can we effectively motivate them and fully mobilize their work enthusiasm. If the cadres of enterprises can take corresponding measures according to the individual needs of employees and meet the reasonable needs of employees, they can guide the behavior of employees towards the goals that enterprises need to achieve. In this regard, Wal-Mart has done a good job. Wal-Mart is very concerned about employees, and almost all the cadres in the company use buttons engraved with the words "We care about employees". They call employees "partners" and pay attention to their opinions. Sam walton once said to the cadres: "The key is to go deep into the store and listen to what the partners have to say. Those brilliant ideas are all the brainchild of the shop assistants and the guys. " 2. Create a good working atmosphere. No one wants to work in such a working atmosphere: if you make mistakes at work, you will be accused of making mistakes; Ask for instructions on major issues and minor issues; The office/site environment is in a mess; Chatting, making personal phone calls, quarreling, not working, all around; Team members undermine each other and are irresponsible; Complex interpersonal relationships; The boss always keeps a straight face. Everyone is willing to work in such a working atmosphere: a relaxed, harmonious and free atmosphere; The office/site is clean and warm; Team members help each other and cooperate sincerely; Interpersonal relationship is simple and clear; Dare to try, will not be accused; Small progress and achievements have been recognized and appreciated by superiors and colleagues. Therefore, creating a good working atmosphere is one of the important tasks of our middle and grass-roots supervisors in daily management. 3. Recognition and praise It is human nature to like to be recognized and praised by others. For the slight progress of employees, we should give sincere recognition and praise in time. When criticizing employees, we should also pay due attention to skills and not hurt employees' self-esteem. In general, criticism should be carried out in private as far as possible. We in China are not used to praising others, and we bury our praise in our hearts. We always criticize others for "helping others grow". In fact, this idea is wrong. Praise can bring progress to others more than criticism. If "praise" is applied to enterprise management, it is what people often call "zero-cost incentive". As a leader, we must first understand the psychology of employees, and then learn to praise subordinates. It is not easy to do this. Regarding praise, Mr. Tan Xiaofang will share with you a management story of a company-a cleaner of a big Korean company, who might have been ignored and looked down upon, is such a person, but one night, the company's safe was stolen and he fought to the death with the thief. He was asked about his motives afterwards, and his answer was unexpected. He told everyone that the general manager of the company always praised him from time to time when he passed by: "The floor you swept is really clean." Such a simple sentence touched the employees and stepped forward at the critical moment. 4. Promoting the growth of employees is the expectation of most employees. As a supervisor, it is our important job responsibility to help employees grow. The interests of employees are central, but in fact they can complement each other. Caring for employees' interests can motivate employees, and high employee morale can reduce turnover rate and promote production efficiency. No problem is the biggest problem; Only by embracing growth can we shake hands successfully. An employee who does not refuse to grow will not waste enterprise resources and social wealth, and will not find a step for himself. But the courage to take responsibility, high degree of professionalism, strong execution, in the continuous growth of enterprises to contribute their own strength, to achieve their own value. Teacher Tan Xiaofang suggested that in terms of specific measures, the first is the salary and treatment of enterprises. Although it can't consume too much labor costs, the basic industry salary competitiveness should be there. Enterprises should not regard human resources as a cost center, but as a value creation center to promote employees to actively improve productivity. The second is to strengthen employee training, which is a kind of welfare for employees, which can help employees improve their ability and contribute to career development. At the same time, training can enhance their sense of belonging and cohesion on the one hand, and improve their work skills on the other, both of which are effective ways to improve productivity; Third, in the reform of enterprise workflow and system, managers should reform the rigid bureaucratic administrative system, increase the flexibility of task objectives and assessment, and at the same time ensure efficiency, don't give employees too much pressure to lose confidence or reduce morale; Fourth, when shaping corporate culture, top managers should pay more attention to the life of employees and the development of informal organizations, and grass-roots managers should actively listen to the voices of employees, so that employees feel valued, thus shaping the team spirit of the whole enterprise. 5. At the personal level, the final determinant of employee morale is the employee himself, and only he can be the master of his own morale. Morale determines behavior, behavior determines habits, and habits determine fate. So our own destiny depends on our own morale. Only when each of our employees always maintains a positive attitude and is the master of their own positive attitude can our employees' morale be higher and their lives be more brilliant!

Further reading: How to buy insurance, which is good, and teach you how to avoid these "pits" of insurance.