Management is not only a science, but also an art. A history of management is actually a history in which people's understanding of human nature is constantly enriched, deepened and improved. In connection with the management of enterprises, managers are required to put people first in their work, stimulate the enthusiasm of employees by meeting their needs in different periods and at different levels, and formulate corresponding management strategies according to their different needs.
As a manager, first of all, we should start with investigation and study to understand the needs of employees. People's needs are complex and multifaceted, and they are also the basis of behavior. Therefore, solving the problems of employees' survival, mutual relationship and growth and development is an important way to motivate behavior, mobilize work enthusiasm and implement effective management. Therefore, on the basis of full investigation and study, managers should comprehensively analyze the needs of employees and combine their personality characteristics to solve problems reasonably. When some needs can't be met, or they can't be met for a while, we should also explain them clearly to employees and do a good job of ideological guidance to prevent the phenomenon of "frustration-retrogression".
Secondly, management should be "people-oriented". Really empower employees, support their self-management and self-control, let employees participate in the decision-making process, actively adopt the rationalization suggestions put forward by employees, enhance their self-confidence and sense of responsibility, and let employees feel their importance to others and enterprises. At this point, the good ideas and medicines actively promoted by our enterprise have been fully practiced. In management, put forward the work objectives of the company or department, and let employees make their own work plans and objectives, which will be implemented after full argumentation. In this way, because employees have greater decision-making power within their own work scope, they will have strong work initiative and be able to undertake corresponding work responsibilities. Employees' working ability is exercised, they feel the value and significance of their own existence, and realize that their own development is closely related to the development of enterprises, thus providing a steady stream of motivation for the development of enterprises.
Third, pay attention to the growth of employees and strengthen their vocational training and career planning. According to a survey in ChinaHR.com, in recent years, most employees in enterprises have been job-hopping for 3 months to 1 year. In view of this situation, managers should run through the management concept of "relying on people, cultivating people and developing people" throughout the growth of enterprises, and establish a talent training method with its own characteristics to form an incentive mechanism for employees' lifelong learning and growth. Another survey in ChinaHR.com shows that among the reasons for employees' job-hopping, the factors of training and development opportunities account for 58%, ranking first, while the factors of salary and welfare only account for 36%. It can be seen that growth and development factors have become the most important factors for modern employees. Enterprises should build a good platform for employees, improve their ability and quality through learning and communication, and let employees gradually realize their strengths and weaknesses, give play to their strengths, and realize the needs of self-growth.
In addition, managers should pay attention to the application of innovative management methods. The contents of innovation management mainly include: innovation idea, innovation culture, creation of innovation atmosphere, establishment of innovation mechanism, formation of innovation team and cultivation of innovative talents. Its purpose is to make enterprises change continuously, quickly and correctly, and produce more new technologies, new products and new management. Let employees' innovative potential and passion be brought into full play. The resulting innovation helps employees realize their own life value, bring peak experience and bring more promotion opportunities. A challenging and attractive job will make employees grow and satisfy, and salary will not be the only criterion for staying. Otherwise, employees may care more about material rewards to achieve a balance. Therefore, we must avoid the "frustration-regression" phenomenon and use flexible management methods to meet the needs of employees' growth and development.
Finally, managers should pay attention to the establishment of corporate culture to attract, retain and develop talents. If a person wants to express and develop his talents, he should not only rely on his own talents, but also benefit from his internal and external environment. Experiments have proved that people who stay in beautiful rooms are more energetic, lively and healthy than those who stay in simple rooms. A kind, sincere and beautiful person can appreciate the truth, goodness and beauty existing in the outside world better than others. Therefore, in the process of management, as far as possible to create an environment to stimulate and release the ability of employees, to support and motivate the growth of employees. The construction of corporate culture, more importantly, lies in the construction of the core level, that is, our vision, mission, values and business philosophy. Actively guide employees to do a good job in personal vision, plan their careers, have a sense of belonging, and grow together with the enterprise.
"How strong the talent team is, how big the enterprise is!" Pay retention, emotional retention, business retention, elite retention, so that ordinary people can make extraordinary achievements.