When it comes to the importance of being friendly to employees, many enterprises seem to be still in the third stage of knowledge. They don't know that colleagues are the foundation of success. On the contrary, they regard their colleagues as an expense, especially when they are doing pension funds, just like airlines.
Recently, a senior flight attendant told me, "I used to feel like an asset, but now I feel like a liability."
However, organizations like Starbucks are in a completely different situation. They have been providing health benefits to part-time employees since they were very young! Once, I heard a bus attendant say, "They not only provide flexible working hours, but also have medical insurance!" " "
Other enterprises stay in the second stage of knowledge. They know the value of their colleagues, but they don't know how to express their appreciation. In our enterprise, we know that employees are our most important assets, and we also strive to embody employees through friendly culture in our daily work.
Just a few days later, in Richard's clothing store, I stood at the bottom of what I called "the ladder to heaven". In front of me is the women's wear sales counter. I shouted at Rob. Rob Rich, a sales colleague who has worked in a clothing store for many years, made a great breakthrough in sales performance that year. I shook his hand and said, "Well done, Rob! You are really outstanding. Thank you so much! " These words seem to come from the heart and blurt out naturally, because he did a beautiful job, and I also know that these two words of praise will make him feel great. His sales performance has been rising.
We always do things like this. I saw debra. Gampel did this, and so did many others, because they fully understood the power of simple and direct praise. We all try to be friendly.
Nowadays, I know that no enterprise will deliberately make itself cold to colleagues, even to the point of chilling. However, how many enterprises can really regard colleagues who are friendly to themselves and often admire them as corporate strategies? Not much. Therefore, only a few enterprises have really created a friendly culture. You need to encourage top management to take the lead and convey friendship through thoughtful and positive expressions and actions until the enterprise creates an environment where people can truly and consistently understand each other.
Many people learn about friendly culture from their parents, or kindergarten teachers and doting nannies. They admit that many enterprises lack this culture and are full of yearning for it. A few years later, we were told that our environment is very friendly and our colleagues often feel more comfortable than at home. This shows that your family environment may be a little abnormal, so you regard the clothing store as the normal family environment you have been longing for. If your family is normal, you will regard the clothing store as an extension of your family.
Of course, if you are used to being severely criticized when you make mistakes, or always being bossed around, you should take some time to adjust. You always think that if you admit that your goal is difficult to achieve, you will be fired one day, or what you are worried about will happen one day. This is because in your very abnormal family environment, whenever you do something inappropriate, you will be slapped or laughed at.
However, once you get used to the friendly culture, you will feel energetic, "flattering" rather than "mocking". Trust me, you won't want to leave again, ever.
So, what is a friendly culture? Only when the following three conditions are met can a friendly culture be established.
(1) has a "please" mentality.
(2) establish personalized interpersonal relationships.
(3) remain humble.
Having a "happy" mentality means that people want to express a friendly feeling because they want to do friendly things. This way of thinking is that everyone in the organization has always maintained good manners, and they are used to pleasing others. When they communicate with each other, managers and colleagues will use words such as "Excuse me", "Please" and "What can I do for you?" Positive words like this mean that we try our best to please others.
Employees always have a cheerful attitude and want to lend a helping hand to their colleagues. Fabio would say to Stephen, "Go home early. I know today is your son's birthday. I'm happy to look after the shop for you. " Next month, Stephen will say to Fabio, "I know you want to go to the softball game today." I'll send that urgent order to California by UPS so that it can arrive tonight. You go ahead. "So, a pleasant move will often hug you in turn when you just need it.
It is very important for employees to always be polite to others, not only when it is sunny outside, but also when it rains or there is a snowstorm. In the past, my mother raised her manners to a new level. When she receives it, she will reply with a thank-you letter. We often tease her and say, "Mom, they thank you. Why thank them? " She said, "I'm glad to do so."
Another point is that no one wants to hurt others with ulterior motives. For example, a friendly person will never use the word "hate". One day, when I was describing my hatred of eating fish, my youngest grandson Lyle said to me, "Grandpa,' hatred' is a dirty word." I totally agree. It is impolite to say this word. But I really don't like fish. I prefer chicken. Actually, I like chicken.
The most likable person I know should be my grandmother. She always gives generously, whether it's playing tower cards or badly needed loans, and never expects anything in return, except that she is glad to hear how we share her endless gifts. She gave me, my wife and Bill a "gift", and we tried to pass it on from generation to generation. Nowadays, we play Gin Rummy cards, poker or bridge with our families. My grandmother lived to be 89 years old and always had a bright smile on her face, even when she was in a wheelchair in her later years. Bill affectionately called her "sunflower".
Establishing personalized interpersonal relationships means that when people communicate with each other, they treat each other as real people, not according to their job responsibilities. People know Ralph not because he buys shoes, but because he likes boating and has a pair of eight-year-old twin daughters. Michael is not an accountant in charge of accounts receivable, but a marathon runner who likes mango pudding. We don't regard these relationships as partial, but as a whole. In the whole relationship, people have formed personal relationships. This is very important, because we believe that if we can't establish personalized working relationship, we can't communicate effectively. Without communication, the organization will be like a stagnant pool.
If you are the head of the marketing department and I am the head of the sales department, we only come together when we have good ideas to share, then can we push the enterprise forward? Or do we need to personalize our relationship in some way? I can't imagine what it's like to be with a complete person that I didn't take the time to get to know and understand.
To a large extent, it comes down to * * *. Early in my career, I thought you should understand a person. However, I gradually realized that singing is more extensive and far-reaching than understanding. This feeling led to what I called the five C's:
Helpful; Caring for others
Compassion (sympathy)
Cooperation (cooperation)
Consistency (consistency)
Cash (just kidding! I just want to see if you and I are consistent in singing.
Establishing personalized interpersonal relationships means that you try to find out what is most important to everyone and how they feel, and find a unique way to "hug" them and make them feel, "Wow, they care about me, they really care about me, what a friendly working environment".
In order to be friendly to the person sitting next to you, you can change into a suit jacket with a dark blue badge, or remove the aluminum wallboard in many places. However, you need to understand their inner wishes and the hardships they have paid for it, and express your real concern to them.
How much do you know about your colleagues? How much do you know?
Humility is a very neglected value. Everyone has heard of companies where heavyweights fly in business class and first class, and subordinates fly in economy class. Or some arrogant, self-centered leaders and managers keep asking employees to do this and that, but never take the time to agree with their efforts. Under this strict leadership, work is just a job, not a profession, and employees have little or no loyalty to colleagues or enterprises.
Our definition of "humility" is that people in this environment, especially leaders and managers, think that they don't know everything, and all employees are not only willing but also really encourage others to succeed. People no longer say that they or their enterprises are "the best", but try their best to plan new ideas. The leader will calmly say "I don't know" or "since you pointed it out, I changed my mind." This means that you are not robbing others of the glory that should belong to you, but standing behind someone, not always making yourself the focus of public attention, but letting others shine in front of the camera. We should have the spirit of unity and friendship, and put our ancestors before ourselves. This spirit means the courage to admit mistakes and apologize.
It's not so easy to do these things now, and we can't always be perfect. In fact, many times, it is quite difficult to remember to do so unless you remember it from the heart and instinct. But these things are really important.
With humility, everyone feels an encouragement and makes them feel equal. This means that no matter how high your position is, you should think of others first, or both yourself and others. We don't like titles. My brother Bill likes to print the word "coach" on his business card. When introducing himself to others, he calls himself "your favorite sock salesman". For us, addressing our surnames is a humble way. Sometimes, employees call me Mr. Mitchell, and I ask them to call me Jack. Calling the boss "sir" feels a little uncomfortable and humiliating. In our opinion, it is very important to do everything possible to provide a fair stage for bosses and employees.
We are friends.
Finally, when the three elements of a happy attitude, personalized interpersonal relationship and humility are all available, employees often become sincere and interdependent friends with colleagues or friends. So when debbie. Massa found Angie so busy that she came home late, or sometimes missed dinner at home. One night, she called Angie and said, "Listen, I brought you some meat rolls by the way so that your husband could eat something for dinner." Debbie is worried about her and her husband's food. Angie is very moved. Of course, there are mouthwatering meatloaf!
I won't treat my colleagues as friends for a day or even an hour. In a truly friendly cultural environment, such feelings pour in from all directions. Top-down (from leader to team), horizontal (among colleagues) and bottom-up (from team to leader). Friendly culture must spread in the whole "bandwidth" of the enterprise.
The role of leadership is to manage this culture. For example, if someone crosses the line and does badly or is "ugly" (I understand that most of the time, people don't know that their performance is poor), we need to talk to them calmly in private.
When you create a friendly culture, you will attract first-class and active employees who never want to leave you again. At the same time, because employees feel comfortable, they will do their best for their work and their productivity will be improved. When employees are grateful for this pleasant environment, they will repay them. Then, they will hug your customers, suppliers, postmen, etc. In Richard, we have a great postman named Glenn, an equally great UPS driver named Kurt, and a great FedEx driver named Gary. Because of our friendship, they all feel that they are part of a team. You can't believe the hugs they gave us when we were in an emergency. Somehow, they can always find us lost packages or letters that make us anxious.
When customers comment on our clothing store, they always say happily and positively, "You have a group of the friendliest employees, and each of them can get along well with others." We agreed and said, "There are many hugs here! Thank you for your attention! "
Because of this, my parents. Mitchell and Norma. When Mitchell talks about our first small clothing store, he will say, "This is a place where people can shop happily." And why did I say, "This is a place where people can work happily!" " "
When we grow up, we will change the word in the logo to "a customer for one day, a friend for life." I like to say, "once a colleague, always a friend!" " " ;