Serving employees and achieving others

On September 14, 2020, at the operation analysis meeting in August, Mr. Wang Fenghua, general manager, expounded that management cadres should enhance service awareness, pay attention to the growth of employees and achieve others. In recent years, the company has strengthened the construction of process, rules and system, and introduced a lot of scientific management mechanism in the aspect of material management, but there are still some deficiencies in improving staff skills, stimulating employee potential and paying attention to employee growth

Enhance service consciousness and improve service quality

Why did Communists use the position of "secretary" at the lowest level of the old society to call the person in charge of the Communist Party? It is said that Marx called the person in charge of the Communist Party organization as the Secretary, hoping that the person holding the post can work diligently, be a good servant of the people, serve the people completely, thoroughly and wholeheartedly, and be willing to be the public servant of the people. The original intention of self-management circle is similar to using "secretary" to call the person in charge of the Communist Party. The self-management circle is an inverted triangle organizational structure. The department heads are at the bottom of the organizational structure. The bottom second level is grass-roots cadres, and ordinary employees are at the top. The purpose of this organizational structure design is to let the management cadres play the role of service providers, that is, through the communication, guidance and service of the circle owners, the grass-roots employees, especially the new employees, can quickly adapt to the enterprise environment, integrate themselves into the collective, and feel the help and warmth brought by the team. At the same time, through the self-management circle to carry out a variety of activities to improve the self-management ability of employees. In order to improve the service quality of employees, the company also introduced the "one help one" activity and tutorial system. However, with the passage of time, these mechanisms have gradually deviated from the original intention of the top-level designers in the actual implementation process. Our management cadres mostly adopt the command and coercion style to treat their subordinates, rather than communication and guidance. Many middle and high-level cadres are trained from the grass-roots level. They have more or less experienced some lack of humanized management methods when they are at the grass-roots level. However, once they are on the management post, they forget their grievance experience and use their power to implement tough and rigid management methods for employees. They did not seriously understand the real reasons for the staff not completing the task, did not consider the problems from the perspective of the employees, did not help the employees solve the problems and get rid of the difficulties, which led to the high turnover rate of employees in some departments. For management cadres, we should carry forward the spirit of "serving the people" of the Communist Party. To be a good orderly, we should not only pay attention to the working state of the staff, but also pay attention to the daily life of the staff. For example, we should visit the dormitory regularly, pay attention to the food condition of the staff, and talk with the staff one-to-one in a planned way. We should not only apply the service concept of "let people feel amazing through service" to customers, but also implement it to the management level of employees. The general manager's office should play a good role as a political commissar in dealing with some bad management phenomena that have just gone too far. They should learn to adjust and rub the relationship between cadres and the masses.

Pay attention to the growth of employees and achieve others

In recent years, our management cadres have not done enough to pay attention to the growth of employees. For example, the efficiency of grass-roots employees has not improved, but has a downward trend. The reasons are: on the one hand, we mainly consider the balanced production and overall output when we implement the production line mode, which objectively inhibits the potential of individual employees. On the other hand, our management cadres did not keep pace with the times, lacked the innovative spirit of continuous improvement, could not make intensive efforts on the basis of the assembly line production mode, did not pass the resource allocation and staff efficiency evaluation, integrated the quick and efficient employees into the same production line to operate, and there was no salary distribution and incentive mechanism for the convection water line production mode To improve. In addition, the traction power of self-motivated employees is not as good as before. As early as 2000, the company established the workers' Union. The purpose of the workers' Union is "autonomy, self-reliance, independence and self-improvement". Its original intention is to let some self-motivated employees join the trade union organization. Through them, they can influence and drive the surrounding employees to participate in the internal management of the company, so as to stimulate the employees' self-management ability and enthusiasm, so as to bridge the gap between the workers and the company The role of beams and ties. Under the guidance of the company's top management, the early workers' Union played a positive role and provided some management talents for the company. Some of the current middle and high-level management cadres of the company have served in the Federation of trade unions. With the continuous development of the enterprise and the continuous improvement of the organizational structure, the company has established the QIHANG college, which is specially responsible for the staff training and growth, and the workers' Federation has gradually weakened its function in personnel training. The company hopes that QIHANG college and human resources department will carry on the work of training talents and achieving others, so as to provide more high-quality talents for the company. We should let the "people-oriented, education first" employment concept really find a foothold. For the leaders of other departments, efforts should also be made to train, guide and achieve others. We should regard the number of reserve forces trained for the team and the number of talents delivered to the company as one of the conditions for the promotion of management cadres. Whether a management cadre is excellent or not depends not only on how many achievements he can create in a certain position, but also on what systems he has established or improved for the organization, how many talents he has cultivated, and how much spiritual wealth he has left for the team after he has been transferred or promoted

To improve the service awareness and quality of management cadres to employees, pay attention to the growth of employees, create a growth platform for employees, and achieve others, not only can reduce the mobility of employees, but also can improve the sense of belonging and happiness index of employees. It is hoped that the management cadres at all levels will conscientiously implement the self-management circle, the "one help one" activity and the tutorial system, and implement the concept of "making people feel amazing through service" to the level of managing and serving employees.