If the human resources manager recruits an unsuitable employee, even if the employee tries his best and is exhausted, he can't perform his duties well, which will inevitably lead to work or life imbalance; In addition, the distribution of time and energy is only a superficial problem of "work-life balance", and the deeper reason is that the interests and needs are not met. Therefore, when recruiting, the HR manager should fully communicate with the applicant to see if it meets his ambition and interest, otherwise it will cause regret to employees and enterprises.
(2) Carry out publicity and education for employees, guide employees to update old ideas, and earnestly accept the concept of "work-life balance".
China's traditional concept is that he only values work and ignores life. In the past, the role models set by society were all people who loved their jobs and had no personal life, such as Chen Jingrun, and even people who sacrificed their lives for their jobs, such as Jiao. Many ordinary people also hold the spirit of "sacrificing themselves for others". But it's not fun for me at all, and it will eventually affect the long-term results. There are still many people who sacrifice their youth and health for fame and money when they are young, but when they are old, they try their best to save their lives and health with fame and money. But now, we should dialectically look at the old adage that "loyalty and filial piety (generally referring to life) can't be both" and advocate the wisdom of "keeping and letting go" more.
The human resources department can hold some lectures, salons and other exchange activities to inspire and guide employees to accept some concepts step by step, such as:
(1) Work and life are two sides of the same coin, which complement each other and are mutually causal. Only those who live a happy and peaceful life can maintain their continuous enthusiasm for work and succeed in their careers, and then their families will be harmonious and form a virtuous circle.
(2) Don't be proud of being called a "workaholic". Due to long-term self-compulsion and overwork, such people have lost interest in life, and gradually become impetuous, indifferent, willful, self-centered, ignoring the feelings of their families and lacking the ability to give and get love.
In the process of training, HR managers can also share some vivid cases with employees, such as:
(1) Germans respect their personal life time very much, but they work very carefully. It is said that students studying in China are puzzled when they see that many Germans spend a lot of time "fishing and sunbathing": How did a lot of social wealth come about? In fact, it can be explained by an old saying of China, "The way of civil and military affairs is to relax once".
(2) When American President Ronald Reagan left office, his successor asked what was the most important thing to be president, and he solemnly warned that family life must be valued.
(3) Managers of American Starbucks, China Mutual Bank, Boeing, Amazon and other companies never work overtime on weekends. Their idea is that it is extremely impolite to disturb others at work.
(4) Wiegman Food Market (WFM), an American grocery chain, attaches great importance to the work-life balance of employees. The company is awarded the title of Best Employer almost every year, and the employee turnover rate is only 8%. They think that the replacement cost of employees is 0.5 times of the salary and welfare of 65438+ posts. If we can keep 20 employees who intend to leave every year, it will save 2.6 million dollars.
(5) Zhentang Wang, the chairman of Taiwan Province Acer Company, set an example by asking his subordinates to get off work at 7 o'clock every night and not to work overtime.
(6) The survey shows that the higher the position of manager, the more attention is paid to maintaining the balance between work and life. They try their best to have breakfast and dinner with their families. When they meet a day of special significance to their families, they will never give in to the work arrangement in the time conflict, keep their promises to their families, keep their trust in themselves, and do not disturb the rhythm of family life. Of course, this requires a lot of pressure from superiors, colleagues and even subordinates.
(7) Ms. A and her husband are both company executives. They go out early and come back late every day, so they have no time to eat on time. As a result, their daughter was diagnosed with a serious stomach trouble, and she felt guilty. Later, she changed to an ordinary job with a monthly salary of only 30%. But she can go to work on time every day and have enough time to take care of her daughter, which is very satisfying.
Mr. B's boss is going to send him to live abroad, but his son has just been born, and he doesn't want his wife to take care of the children alone, so he resolutely resigned, but his heart is calm.
(c) Conduct training activities to help employees learn the skills to achieve "work-life balance".
(1) Let employees learn to make career plans for themselves.
Generally speaking, the goals and interests of employees and enterprises are not consistent. It is necessary to guide employees to plan their career, and plan their goals in different stages of life, work and life in advance according to their wishes, abilities and family situation. Without such systematic thinking, it is difficult to grasp the overall situation and get lost when encountering specific problems; On the other hand, if you have firm principles, you will take your time and correctly measure whether your choice meets the ultimate goal at any time, so as to achieve a dynamic balance between work and life.
(2) Let employees realize the core work that really needs to be completed.
Tell employees that in fact, the superior only evaluates the performance of employees, and the length of working hours is not included in the evaluation index. If the performance is good enough, it can win the approval of superiors, and good performance can naturally "exchange" employees' free time; It takes a long time to finish the work, but it will lower the evaluation in the eyes of superiors.
(3) Let employees learn to dedicate special time to improve work efficiency.
Warn employees that they must put enough energy into the work process and cultivate the concept of timeliness in order to improve work efficiency and win the transition time from one task to another; At the same time, tell employees not to be proud of working overtime, but to work on time and only pay attention to life during business hours.
(4) Let managers learn to assign work correctly and delegate power to subordinates.
When assigning work and giving instructions to subordinates, training managers should be clear about their nature, person in charge, content, time limit, effect and assessment indicators, and it is best to fully quantify them. Tell them that all this is vague, and the result may not only fail to achieve the work effect, but also waste the time of yourself and your subordinates, resulting in inefficiency and unnecessary overtime; At the same time, managers should not do everything by themselves, but should trust their subordinates and learn to authorize them correctly, so that they can share the work tasks for themselves.
(5) Let employees learn to say "no" to unreasonable distribution.
It is very important for employees to distinguish which jobs are their own and which jobs are not included in the job description. In terms of organizational structure design and process management, this is to achieve a clear division of labor and clear responsibilities, and to prevent unclear powers and responsibilities among superiors, peers and subordinates; From the aspect of human resource management, this involves scientific calculation of post workload, reasonable setting of posts and quotas, and standardized performance management of work performance, which is an essential basic ability for employees to achieve "work-life balance".
(4) Care for and invest in the health of employees.
According to statistics, since the reform and opening up, 1200 famous entrepreneurs have died young, including Peng, president of Tsingtao Brewery, General Manager of Guizhou Xijiu, General Manager of Shanghai Volkswagen, Yang Mai, President of Ericsson (China) and Chairman of Shanghai Junyao Group. Some bosses of private enterprises are really "desperate" at work, and often let employees look after themselves.
But for ordinary employees, staying up late and working overtime will directly lead to lack of sleep, which is self-evident. The human resources department should encourage planned work, and do not advocate working continuously for more than ten hours or staying up late; Managers don't work hard themselves, and they don't encourage employees to work hard.
Tell employees that your work and life may be in an unbalanced state if the following situations occur: First, you dare not go to work every morning; Second, a lot of working hours are installed; Third, it is difficult to concentrate and there is no innovative idea at work; Third, the work pressure is too great and there is no time to relax; Fourth, I feel sick at the thought of the office; Fourth, I haven't been excited about my work for a long time, and so on.
In fact, employees are healthy, and enterprises can be safe and sound. However, the human resources department should not only stay in the traditional practices such as reimbursement of medical expenses and regular physical examination, but should take the initiative to make more extensive health investment for employees. In these respects, many well-known foreign enterprises are worth learning from:
(1) Johnson & Johnson Company uses material incentives to require employees to have physical examinations and questionnaires. Employees who are considered as high-risk groups will be persuaded to participate in diet and exercise programs to help them develop healthy eating habits and exercise methods. Wellton, the CEO of the company, also invited employees to go outdoors every week to carry out an hour-long activity of "walking with the CEO".
(2) Motorola often arranges some sports activities, organizes group tours and urges employees to exercise. Employees are required to stay in hotels with fitness facilities when traveling on business.
(3) SAS, a famous statistical software manufacturer, set up a massage room, lunch break room and swimming pool for employees in the office area.
(5) Flexible working hours are adopted to give employees the choice of time arrangement. Specific operation forms include working at home, job sharing, part-time working hours, flexible working hours, etc. You can also learn from the practices of some well-known enterprises:
(1)IBM has set three clock-in times at 8: 00 am, 8: 30 am and 9: 00 am, and the corresponding clock-out times are 5: 00 pm, 5: 30 pm and 6: 00 pm, so employees can choose freely according to their actual situation; 40% of IBM employees don't have to come to work.
(2) Ernst & Young has more than 2,300 employees in the United States, who are allowed to adopt flexible working hours.
(3) Peking University Zongheng, a well-known domestic consulting company, implements the system of consulting work for half a year (overtime is required during the project) and rest for half a year, which adapts to the demand for high-quality employees in the era of knowledge economy.
(6) Try to help employees solve their worries.
Many employees think they are "busy people", and often leave their family life and children to others to take care of, and spend money on issues that require time, energy and emotion, which is the so-called "socialized division of labor". For example, buy expensive gifts for family members and send them abroad for travel, thinking that this can make up for the usual neglect. However, in fact, this is not only useless, but also harmful, because these are irreparable, just formalizing and simplifying the relationship between yourself and your family.
However, it is really difficult for employees who are not busy to work and live on both shoulders. Then, the human resources department can properly help employees solve their worries. Learn from some well-known enterprises:
(1) Citigroup's Employee Assistance Program includes a child care program, which provides courses in children's intelligence, emotion and medical care, serving more than 1500 children every day.
(2) Microsoft has placed camera equipment in the kindergarten of employees' children, so employees can see their children online; Male employees also have a month of "maternity leave" to take care of their wives and babies.