How bosses can improve employee loyalty

How can bosses improve employee loyalty

Whether it is a manufacturing company or a distribution company, only by gathering the strength of everyone can we create a highly stable workforce. , this company can develop sustainably and rapidly, so how to enhance or enhance employee loyalty? The author believes that the improvement of employee loyalty can be divided into three progressive levels and corresponding measures must be taken:

1. Substance. According to Maslow's Five Hierarchy of Needs, a person can only develop to a higher level of needs if he or she satisfies his or her most basic living conditions. If dealer owners want their employees to work with peace of mind, they must first ensure that they have no worries materially. Therefore, they need to start from the following aspects:

1. Provide a challenging salary assessment system . People go to higher places, and water flows to lower places. Good birds choose high branches to perch. Man dies for wealth, and bird dies for food. These old sayings all illustrate one truth: people are material first. Whether we admit it or not, if we want employees to be loyal, we must meet their material conditions, build a salary platform that is no lower than that of competitors, and meet their needs for a higher quality of life.

2. Salary assessment must be fair, impartial and open. We should allow everyone to calculate their own salary levels based on their work performance. At the same time, the company's performance management must be able to reflect more reward for more work and allow some people with good performance to get rich first. The kind of boss who lets employees eat from the "big pot" cannot retain excellent professional managers, let alone Not as much as employees' loyalty to the company.

3. Act according to the rules and reflect clear rewards and punishments. The ancients said: If you don't worry about scarcity, you will worry about inequality. Only when rewards and punishments are clear can a company have credibility and the boss can establish prestige. As a dealer boss, you must be consistent in your words and deeds. You must not be a boss who says what you say and forgets what you say. Only by paying rewards and penalties in a timely manner can everyone consciously abide by the company's rules and regulations and safeguard the core interests of the company.

In fact, the first important thing as a boss is to copy people who worry as much as you do. How to replicate it? Under the premise of material conditions, let the company and employees have the same interests, and meet their basic needs in terms of wages and benefits.

Here is a case: There is a Fat Donglai Supermarket in Xuchang, Henan. Its cleaners are all kneeling on the ground with towels to wipe the floor, while another one is drying it with a fan. They are talking and laughing. I am very happy. No one forces them to do this here. They do it spontaneously and consciously. In fact, customers who have been to Fat Dong Lai can feel that not only these cleaners, but almost all employees are like this. kind of working status. How can Fat Donglai reach this level, not only ranking first in the region but also rapidly replicating and developing? We will know if we look at the salary package of this company: the annual salary of the store manager is 1 million, and the annual salary of vice president and director is 500,000 to 800,000. , director of the Department Store and Purchasing Department, 300,000 to 500,000 yuan, section chief, 100,000 to 300,000 yuan, security guard and cleaner, 2,200 yuan a month, and three insurances and one fund, which is very good in a prefecture-level city in Henan. Yes. This is the most fundamental factor why Fat Donglai can defeat its opponents and maintain strong performance growth.

Jack Welch said that costs are lowest when wages are highest. Why do we say that? Because we only consider accounting costs, but not opportunity costs or human costs. Therefore, in order to keep employees loyal, material benefits are the first priority.

2. Sense of belonging. Many dealer owners always complain that their employees are not working hard, and even have serious thoughts, slacking off, arriving late and leaving early, etc. However, they may not know that it may be because they lack measures to increase their sense of belonging. There are many ways to enhance employees' sense of belonging:

1. Aim high. Dealership bosses should set three-year, five-year, ten-year or even longer-term strategic goals for their companies, and use their lofty ideals and lofty goals to attract better employees to join and follow the boss wholeheartedly. It is hard to imagine that an Adou-style boss can retain core employees and make everyone move forward?

2. Establish a smooth communication mechanism.

Dealers must regularly communicate with employees, not only with work reports and inspections, but also with employees. This does not cost a lot, but it can be very useful to employees. In reality, some dealer bosses always shirk that they are too busy with business and refuse to take time to communicate effectively with employees. As a result, employees do not understand or do not fully understand the company's strategies and tactics, and the bosses always complain about their employees' poor execution. The boss always thinks about changing jobs and so on. Even if the dealer boss only spares a little time every day, for example, ten or twenty minutes, the employees can feel the boss's care and love for them, which makes them deeply moved.

3. Increase wages to employees regularly. The author has been in contact with some dealer employees, including those who have resigned. They complained about the lack of salary increases for many years, but they kept it in their hearts out of embarrassment or did not dare to challenge the boss's majesty. But once there is a better situation externally, If there is a chance, they will soon "defect". Therefore, if you want to better enhance their loyalty, you can follow different positions every year, based on the principle of low range for high positions and medium range for low positions, that is, those with high positions can , the increase should be low, and for those with low positions, the increase should be medium. The interests of the company and employees should be taken into consideration, and a system should be formed to attract employees.

4. Give employees more protection. Many dealer owners, due to various considerations, such as worrying about employees changing jobs or reducing their own labor costs, do not pay their employees' pension insurance, medical insurance, unemployment insurance, maternity insurance, and work-related injury insurance. Insurance, housing provident funds, etc., have caused everyone to have a weak sense of security. When an employee is always uneasy and worried, can he devote himself to his work? Therefore, in the long run, dealer bosses must give Employees gradually handle these social security issues so that they can work with peace of mind.

5. Consider some special factors that enhance loyalty. For example, special remuneration for special positions, such as seniority wages. Dealers can't retain people, including old employees. In fact, it's not that these employees like to change their minds. Maybe it's because our dealer boss lacks a reason for them to stay and be loyal to the company. When designing salary plans, some dealer owners do not fully consider new and old employees and their contributions to the company. Regardless of new or old employees, their treatment is the same. They even have different pay for equal work and the same position. If they contribute a lot, their income will be the same. Less, thus making older employees or outstanding employees feel unfair. In view of this, it is recommended that dealer owners set seniority wages or special subsidies, even if they are paid an extra thirty or fifty a month, these can make employees feel that the company recognizes their past or excellent performance, allowing them to work harder. Do your job well.

3. Honor. Enhancing employee loyalty through honor stimulation is the highest level. During the Chinese Revolutionary War or after liberation, many heroic organizations or groups were born, such as the familiar Red Second Division, Ye Ting Independent Regiment, Lei Feng Class, etc., which made everyone feel proud to fight or live here. The ground formed a kind of cohesion, centripetal force and combat effectiveness. As a dealer boss, you should also use honor incentives to make everyone feel the charm and tension of the organization. How to do it?

1. Create an inspiring organization. The so-called motivational organization means that not only the boss must be good at motivating employees, but also everyone in the management must become a motivation master, stimulating everyone's sense of personal honor, professional honor, and collective honor, so that the organization has a positive motivational atmosphere. Motivate each other, make the team full of energy, and make everyone more willing to contribute to the team. For example, you can hold various forms such as sales competitions, department or regional competitions, sports competitions, etc. to enhance everyone's collective sense of honor.

2. More positive incentives will create stars. More positive incentives and less negative incentives can be achieved by setting advanced models or role models, awarding departments, regions or employees with outstanding work and outstanding performance the title of advanced group or individual, issuing mobile red flags, or through internal publications, blackboards, and exceptional promotions Wait, inspire everyone to work hard to catch up with each other, cherish hard-won personal and organizational honors, enhance everyone's collective consciousness, and actively safeguard honor and fight for honor.

3. Employees are divided into stars to stimulate their ambition.

Dealers can classify employees into stars, such as five stars, four stars, three stars, two stars, and one star. According to the standards set by the company, outstanding ones will be promoted to stars and wear corresponding star badges to promote Advance, urge those who are behind to make progress, and inspire everyone's sense of pride, achievement, and value.

4. The company is demutualized and shared with employees. As a dealer owner, if you want to develop your company into a big company, you must first make it a company for everyone, not just one person's company. Only in this way can you have the foundation to become stronger and bigger. To this end, the dealer boss must have a big picture and a big vision. He can demutualize the company, allocate shares to employees, or reward, sell shares, etc., so that everyone can participate and have a sense of ownership. Wal-Mart, the world's largest enterprise, encourages everyone to participate jointly through all-employee shareholding.

In short, if the boss wants to enhance the loyalty of employees, he must first solve the employee's survival problem. Only when this problem is solved can they be fully integrated into the company through incentives such as a sense of belonging and a sense of honor. Only by joining this big family can they exert their subjective initiative and make the enterprise develop healthily, soundly and sustainably. ;