Give some young people or employees who like stability more tailor-made training opportunities. Through training, we can let them see that they have mastered the training knowledge, and they may become scarce talents in the enterprise and have a great career. Room for upside. Everyone has different potentials. Perhaps an employee who is not enterprising cannot fully utilize his abilities in his current position. Therefore, job rotation is adopted to allow employees to experience different jobs and have the opportunity to encounter positions that can unleash their interests and potential. . This enables employees to more fully and proactively choose challenging jobs, thus enriching work content horizontally and expanding vertically. In this way, the fun and challenge generated by the work become the rewards of the work itself for employees. Employees have been familiar with the workplace for many years and have underestimated the ups and downs of the workplace, so they appear to be unprogressive in their career and the company.
To solve their motivation problem, we need to look at their inner potential needs, see whether they have significant needs in terms of income, development, or personal social status, and then designate an incentive plan that suits them. To stimulate his output and change his state of not making progress. This is a common problem in many companies. After all, the room for promotion is limited. When an employee stays in a company for two, three or even more years without a chance for promotion, he will begin to lose his enthusiasm for work and no longer thinks about it. Aggressive, in addition to creating technology on the channel and managing dual channel routes.
It is also necessary to create more difficult tasks at work, entrust them with important responsibilities and fully authorize them, and add more professional title systems that respect the ancients in the professional system. For example, Ali often uses "expert", and also There are some commonly used consultants in enterprises, etc. Managers should give employees positive feedback rather than blame. Generally, company management likes to use punishment. Employees often only experience "management due to mistakes (negative management)". If we change this management method, give more rewards for work performance, and give appropriate punishment when employees make mistakes. With guidance, they will be more proactive and confident, and willing to take on responsibilities and make decisions.