With the continuous growth of enterprises, the pressure faced by employees is increasing. Giving more humanistic care to employees is a timely move to build a harmonious bank under the new situation.
On the one hand, through a good care mechanism, employees' work enthusiasm, sense of belonging and loyalty can be improved; On the other hand, by respecting employees and caring about their quality of work and life, employees' anxiety and helplessness caused by work pressure can be reduced, and the turnover rate can be greatly reduced. At the same time, avoid personal accidents.
What is "employee care"?
Employee care is often called EAP (Employee Assistance Program) abroad, and also translated as "Employee Assistance Program". This is a systematic and long-term employee welfare and support project.
Employee care can also be understood as an enterprise's positive response to employees' "legitimate needs" and "potential needs" in addition to paying employees regular wages and compulsory benefits, mainly to enhance employees' sense of belonging. Employee care mainly helps to solve social, psychological, management and health problems of employees. It mainly includes employees' self-realization care, respect care, safety care and sense of belonging care.
? But many enterprises' understanding of employee care is not accurate. Some business leaders think that employee care is employee training and employee welfare, but they do not fully understand the deep meaning of employee care, nor do they have a clear understanding of this systematic and long-term work.
? Even the managers of some enterprises think that they don't need to invest a lot in the construction of employee care in the initial stage and growth stage, but only stay at the level of employee welfare and salary incentive, which leads to a sharp increase in psychological and physical pressure when employees work overtime for the enterprise, which is counterproductive.
The importance of employee care:
The purpose of employee care is to enhance the enthusiasm and initiative of employees, improve their loyalty and sense of identity, improve their work performance, and strive to achieve harmony and long-term development between employees and enterprises.
Roger Eugene Kane (2009) pointed out that the higher the employee satisfaction, the better the enterprise development. Through statistical investigation, he found that if enterprises can increase investment and give full play to their advantages in employee relationship management, they will get unexpected and rich returns.
Employee care is an effective tool for the sustainable development of enterprises and the personal development of employees.
Suggestions on implementing employee care;
1. It should be advocated that "the more the economy is depressed, the more you should care about employees."
Start by improving employees' sense of belonging. Strive to build a "home" corporate culture so that employees can feel the warmth of "home" in the enterprise. Improve the trade union organization and establish a "home for workers". In addition to giving employees corresponding care and attention on holidays and birthdays, they should also care about their families and do a good job in their psychological construction. Organize employees' family activities and parent-child activities regularly. Enterprises should try their best to help families of employees who have difficulties. The support and understanding of family members is the guarantee of full motivation in work. Citibank in the United States has set up a "child care program", which has specially set up courses on children's medical care, intelligence, social and emotional entertainment in the child care center designated by Citigroup, benefiting employees of Citigroup in the United States.
Some enterprises establish employees' sense of belonging through employee stock ownership. As we all know, many well-known enterprises such as Ping An Insurance and Huawei have implemented employee stock ownership plans.
Pay more attention to new employees. When new employees enter the new working environment, the common problem is "acclimatization", which makes it difficult to adapt to the new environment and integrate into the new team quickly, resulting in poor working conditions, great psychological pressure and low work efficiency. Therefore, new employees are a group that needs special attention in employee care, especially to strengthen the transformation of new roles and the integration of different corporate cultures.
Every new employee who joins Tencent can get a "welfare poker" with 54 cards, each representing a kind of welfare, and the trump card is the legendary "1 100 million housing plan". In addition, there are family open days, 30 days of sick leave with full pay, 15 days of half-paid personal leave, Chinese medicine consultation, various insurances, Tencent Christmas party, and so on.
2. Create a good and safe working environment. Herzberg mentioned the "health factors" in the two-factor incentive theory: "health factors" include company policies and management, technical supervision, salary, working conditions and interpersonal relationships. These factors are related to the negative factors of work, as well as the atmosphere and environment of work. Therefore, in order to establish a safe and comfortable office environment, the number and area of green plants in the office area can be appropriately increased. Try to avoid letting employees work in the newly renovated office environment. During pregnancy, female workers should be transferred from jobs with high work intensity and occupational hazards as far as possible.
Build staff canteen, provide healthy diet and improve diet structure. Google's staff canteen is said to be an industry legend. There are about 30-40 restaurants in the park. The original concept was: "It is impossible for employees to walk more than 200 feet without food." In addition, the canteen also arranged senior chefs to provide delicious food for employees, "satisfying the stomachs of employees and winning the hearts of employees". Some enterprises provide drinks in the evening as well as dinner. It is hoped that employees can use the canteen as a place for free gathering, increase communication among employees and build a "home" corporate culture. Some enterprises have arranged special vegetarian areas in canteens to take care of vegetarians. In addition, some enterprises have specially set up "halal" dishes. Caring for employees with special needs from the details is also helpful for employees to care for their work.
3. Spiritual encouragement. Encourage more, praise more, praise more, scold less, condemn less and be indifferent less. Practice has proved that praise is the lubricant of workplace relations, and praise is more acceptable than criticism. Strengthen communication with employees, listen to employees' feedback, pay attention to solving problems encountered by employees, and attach importance to employees' opinions and suggestions. Fully tap employees' own advantages and potentials, so that employees can maintain a self-confident, self-reliant and self-disciplined work style.
4. Pay attention to employees' career planning. Enterprises should assist employees in planning their career development, provide them with necessary development opportunities such as education, training and job rotation, and promote the realization of their career goals.
To manage employees well, we should pay attention to arranging the right employees to the right positions according to their personal abilities, professional qualities and personality hobbies. , build a talent training system, formulate clear rules for post promotion, and realize the best use of talents. We should also actively encourage and help employees to carry out career design and planning, and open up a broader upward channel and development path for employees. The purpose is to let employees see their hopes and prospects from their career planning. From the perspective of human capital appreciation, realize the maximization of enterprise value.
5. Build a harmonious interpersonal relationship. Sun Tzu's Art of War mentioned that "those who share the same desire win", and managers should attach importance to the construction of interpersonal relationships with subordinates and guide employees to maintain harmonious interpersonal relationships. Whether interpersonal relationship is harmonious or not is the first condition for employee care. On the top floor of JD.COM headquarters, there is a room dedicated to the manager's banquet for employees of all departments. Choose a department at random every month to talk about work and life in the dinner with employees, so as to shorten the distance with employees.
6. Care about the physical and mental health of employees. The "Provisions on the Scope of Occupational Diseases and the Treatment Methods for Occupational Disease Patients" formulated and promulgated by the Ministry of Health of China has included occupational diseases in the scope of work-related injury insurance. With the constant change of working environment and labor intensity, not only front-line production employees have occupational diseases, but also white-collar workers and gold collars who sit in offices and lack exercise are high-risk groups of occupational diseases, such as dry eye, cervical spondylosis, scapulohumeral periarthritis and lumbar disc herniation, which not only affect work efficiency, but also have a great impact on the health of professional people. In addition, mental health problems caused by work stress are getting more and more serious, and depression is as frequent as a cold. In severe cases, Foxconn staged a "serial jump" accident.
If qualified enterprises can set up staff gyms, dance rooms, psychological consultation rooms, etc. In some enterprises, staff gyms include treadmills, carts, yoga classes and shower rooms.
If there is no condition to set up a special gym, employees can also be arranged to do office exercises.
Set up a psychological counseling room or organize various forms of psychological counseling for employees. For employees who are troubled by psychological problems, provide consultation hotlines, group consultations, personal interviews and other forms to solve employees' psychological problems. In addition, some enterprises will invite Chinese medicine practitioners to visit their employees from time to time, which will bring convenience to employees for medical treatment and physical conditioning.
Set up interest groups or associations, such as various ball games, swimming, jogging and other sports organizations, and carry out work competitions, fun sports competitions, calligraphy and painting competitions, etc., with the aim of regulating physical and mental state and creating a good working atmosphere.
At Goldman Sachs, there is a training program called Flexibility Week, which is a five-day health program on stress management, happiness and work-life balance. This is just one of the many unusual benefits of this luxurious office. Other benefits include Tai Chi Club, Pilates five times a week, bubble tea in cafes, dragon boat team with championship strength, speeches by derek jeter and other guests, and all-night charity treasure hunt.
7. Special care for employees. Communicate with the departing employees in good faith and make the final retention. If you really can't stay, give thanks and encouragement. Thank the resigned employees for their efforts and contributions during their tenure and encourage them to achieve better results in the future. Some enterprises hold farewell parties, where colleagues offer flowers and blessings first, so that employees who leave their jobs can start over with gratitude and warmth. The level of corporate culture and employee relationship management of an enterprise can be seen from the events of treating resigned employees.
To sum up, employee care is a multi-level and systematic management work. Enterprises should explore and implement the most suitable employee care strategy in combination with the changes in the external environment, employee needs and the actual situation of enterprises themselves. Only in this way can we better achieve the expected results, improve employees' sense of identity and loyalty to the enterprise, enhance employees' pride in the enterprise, and then form the cornerstone of corporate culture construction and promotion.