Ordinary people change the results, excellent people change the reasons, and top experts change the models. Changing people's hearts is a heart operation. Its essence is not to change the heart, but to change the relationship between the heart and the surrounding organs. Its essence is also to change the mode.
To change the human heart model, the following three ways are the most basic: activating the positive reinforcement circuit, cutting off the negative reinforcement circuit and increasing the safety regulation circuit.
1, activate the positive reinforcement loop.
The key point is that the incentive system must give immediate feedback. Can't fall behind.
2, cut off the negative reinforcement circuit
Cut off the "negative reinforcement cycle" that lacks communication;
Announce the annual target and assessment method of each employee to the whole company;
The CEO sends emails to all employees every month to communicate the direction, strategy and organizational adjustment;
The weekly meeting must be held and the direction should be constantly revised;
Open a staff forum to let positive feedback spread and negative feedback dispel rumors;
Every manager and employee needs to communicate through 1: 1 ...
The purpose of communication is information transparency. Only by cutting off the negative reinforcement cycle of "the more opaque the information, the more suspicious and misunderstood the employees, and then the less willing to communicate and the less transparent the information" can employee morale and company performance return to the right track.
3. Add safety regulating circuit.
What kind of adjustment cycle can change employees' stressful hearts? Small companies can eat, drink and go to road trip; Medium-sized companies can make use of tourism, annual meeting and standardized vacation system; Large companies can even buy EAP (Psychological Counseling Service) for their employees.
It is very important to help an employee decompress, and it is more important to establish a systematic decompression adjustment loop. Now go back and check to see if your company has an adjustment loop to relieve stress and ensure employees' inner security.
Activate the positive reinforcement cycle, such as immediate reward feedback, and activate the motivation of efforts;
Cut off the negative reinforcement cycle of suspicion and misunderstanding caused by opacity and communication;
Increase the safety supervision cycle, such as eating, drinking and traveling at the annual meeting to relieve stress.
Thinking after class:
How much do the boss think the employees do and how much do I pay? I'll pay as much as the staff thinks you pay. How to change this "human heart"?
Thinking about solutions:
From the company's point of view, first of all, there must be a clear positive incentive system, and the rewards will not lag behind in time, and other causal chains will be added, such as the recognition of vision and mission, honor incentives and so on. , and increase the positive reinforcement loop; If employees fail to meet the standards, there must be corresponding punishment to cut off the negative reinforcement cycle; Encourage innovation, accept the mistakes made by employees and increase the safety supervision cycle.
From the employee's point of view, cut off the negative reinforcement cycle, don't doubt or misunderstand the company's opacity and lack of communication, concentrate on your own work and speak with your work achievements. Working for the boss is also working for yourself; If the boss turns a blind eye, he can resign and leave.