How to relieve employees' psychological pressure during the enterprise transformation period

First, the necessity and urgency of releasing employees' psychological pressure in the transition period of enterprises In recent years, the rapid transformation of telecommunications enterprises has made employees face fierce market competition and directly feel multiple pressures from the market, users and job responsibilities. The sense of urgency brought about by reform and development, the sense of crisis brought about by institutional adjustment and restructuring, and the sense of anxiety brought about by interest adjustment are increasing. A survey of 20 1 1 employees' stress perception in a company of China Telecom shows that 25% employees feel extremely stressed and exhausted. 50% employees feel "stressed but basically within the tolerable range"; 25% employees feel "stressed but can feel the sense of accomplishment brought by work challenges". In the survey of the main sources of stress, 62% of the respondents' stress mainly comes from work and 38% from life. 66.67% people think that the current work pressure is relatively high, but it can still bear it; Nearly a quarter of people feel tired at work. It can be seen that it is extremely urgent to attach importance to and effectively alleviate the psychological pressure of employees. Second, adjust the psychological mode of employees, solve the countermeasures of employees' psychological pressure transformation, and further improve and strengthen ideological and political education. Continue to carry out in-depth activities of striving for Excellence, inspire employees to forge ahead, selfless dedication and good professional ethics, and cultivate employees' dedication to their posts. Strengthen situation education and objectively analyze the current telecom market situation. We should not only let employees see the severe challenges they face, but also let employees see the competitive advantages and development opportunities, overcome temporary difficulties, adjust their mentality, update their concepts and enhance their confidence. Improve employees' mental model through various learning and training. That is to guide employees to change their specific mentality of looking at old things, re-understand the world, and change their thinking and behavior patterns. Education of new ideas should be carried out: in view of the latest theories such as the establishment of learning organization, corporate culture, marketing and management, especially the philosophical counseling education on how employees can obtain success and happiness under realistic conditions, experts should be invited to teach, experiential training should be conducted, and special discussions should be held. Impact some inappropriate old ideas of employees and guide employees to change their thinking mode. Build a smooth communication platform between departments and between departments and employees. Strengthening communication between departments and increasing communication meetings or telephone calls between departments are conducive to reducing the friction between departments under the internal competition mechanism and strengthening the coordination ability between departments. The communication platform and appeal channels between employees and departments can also be diversified, such as online employee forum, general manager's mailbox, suggestion report mailbox, rights protection mailbox, etc. Establish regular or irregular policy briefings and communication forums. Conduct face-to-face dialogue and in-depth communication with employees, build a bridge between hearts, do a good job in solving problems, resolving contradictions, adjusting psychology, etc., and appease employees. Create a good psychological and working environment for employees. To relieve the pressure on employees, we must first respect employees, get in touch with reality, resolve contradictions, and create a fair, equal and positive psychological environment and a tense, orderly and United working environment for employees. Strengthen the corporate culture construction of China Telecom. If telecom enterprises want to gain a firm foothold in the competition and make a difference, they must start with corporate culture, take all kinds of positive and healthy activities as the carrier, integrate theoretical education and skills training into a strong corporate culture, and turn it into a realistic driving force. Emancipate and motivate telecom employees ideologically and spiritually, and form clear goals, common ideals and unified actions among all employees. (Author: China Telecom Shantou Branch)