If a human resource manager recruits an unsuitable employee, even if the employee tries his best and is exhausted, he will not be able to perform his duties well, which will inevitably lead to work or life imbalance; In addition, the distribution of time and energy is only a superficial problem of "work-life balance", and the unsatisfied interest demand is a deeper reason. Therefore, when recruiting, the HR manager should fully communicate with the applicant to see if it meets his ambition and interest, otherwise it will cause regret to employees and enterprises.
■ Carry out publicity and education for employees, guide them to update their old ideas, and earnestly accept the concept of "work-life balance".
China's traditional concept is to only emphasize work and ignore life. In the past, the role models set by the society were all people who loved their work and had no personal life, such as Chen Jingrun, or even people who sacrificed their lives for work, such as Jiao Yulu. Many ordinary people also hold the spirit of "sacrificing themselves for everyone else". But this is no fun for me, and it will eventually affect the long-term results. There are still many people who, when they are young, sacrifice their youth and health for fame and money, but when they are old, they try to keep their lives and health with fame and money. But now, we should dialectically treat the old adage that "loyalty and filial piety (which can generally refer to life) can't be satisfactory", and advocate the wisdom of "being able to afford and let go" more.
the human resources department can hold some lectures, salons and other exchange activities to enlighten and guide employees step by step and accept some concepts.
■ Conduct training activities to help employees learn the skills to achieve "work-life balance"
(1) Let employees learn to make career plans for themselves
Generally speaking, the goals and interests of employees and enterprises are not consistent. Employees should be instructed to plan their career, and plan their own goals in different stages of their lives, work and life in advance according to their wishes, abilities and family situation. If there is no such systematic thinking, it will be difficult to grasp the overall situation and get lost when encountering specific problems; On the other hand, if you have a firm principle, you will take your time and correctly measure whether your choice meets the ultimate goal at any time, so as to achieve a dynamic balance between work and life.
(2) Let employees clearly understand the core work that really needs to be completed
Tell employees that in fact, the superior only evaluates the performance of employees, and the length of working hours is not included in the assessment indicators. If the performance is good enough, it can win the approval of the superior, and good performance can naturally "exchange" the free time of employees; It takes a long time to finish the work, but it will lower the evaluation in the minds of superiors.
(3) Let employees learn to specialize in time and improve work efficiency
Warn employees that they must devote enough time in the work process and cultivate the concept of prescription to improve work efficiency and win the transition time from one task to another; At the same time, tell employees not to be proud of working overtime, to work exclusively on time, and to focus only on life in business time.
(4) Let managers learn how to assign work correctly, and authorize subordinates to train managers.
When assigning work and explaining tasks to subordinates, the nature, responsible person, content, duration, effect and assessment indicators should be clearly defined, and it is best to fully quantify them. Tell them that all this is relatively vague, and the result is likely to not only fail to achieve the work effect, but also waste the time of themselves and their subordinates, resulting in inefficiency and unnecessary overtime; At the same time, managers should not do everything themselves, but should trust their subordinates and learn to authorize them correctly, so that they can share the work tasks for themselves.
(5) Let employees learn to say "no" to unreasonable assignments
It is very important to let employees know clearly which jobs are their own duties and which jobs are not included in their job descriptions. In terms of organizational structure design and process management, this is to achieve a clear division of labor and clear responsibilities, and to prevent unclear responsibilities and responsibilities among superiors, peers and subordinates; From the aspect of human resource management, this involves scientifically measuring the workload of posts, rationally setting posts and quotas, and standardizing the performance management of work performance, and this is an essential basic ability for employees to achieve "work-life balance".
■ Care for employees' health and invest in their health
According to statistics, since the reform and opening up, 1,2 famous entrepreneurs have died young, including Peng Zuoyi, president of Tsingtao Brewery, Chen Xingguo, general manager of Guizhou Xijiu, Fang Hong, general manager of Shanghai Volkswagen, Yang Mai, president of Ericsson (China), and Wang Junyao, chairman of Shanghai Junyao Group. The bosses of some private enterprises are really "desperate saburo" at work, and they often ask their employees to look at themselves.
however, for ordinary employees, staying up late and working overtime will directly lead to lack of sleep, which is self-evident. The human resources department should encourage planned work, and do not advocate working continuously for more than ten hours or staying up all night; Managers don't work hard themselves, and they don't encourage employees to do so.
If the following situations occur, your work and life may already be in an unbalanced state: you are afraid of going to work every morning; A lot of working hours are posturing; It is difficult to concentrate, and there are no innovative ideas at work; Too much work pressure, no time to relax; I feel disgusted at the thought of the office; I haven't been excited about my work for a long time and so on.
in fact, only when employees are healthy can enterprises be safe. However, the human resources department can't just stay in the traditional practices such as reimbursement of medical expenses and regular physical examination, but should take the initiative to make more extensive health investment for employees.
■ Try to help employees solve their worries
Many employees consider themselves "busy people" and often entrust their family life and children to others, and spend money on problems that take time, energy and emotion, also known as "socialized division of labor". For example, buying expensive gifts for family members and sending them abroad for travel, thinking that this can make up for the usual neglect. However, in fact, this is not only unhelpful, but also harmful, because these are irreparable, just formalizing and simplifying the relationship between yourself and your family.
However, it is really difficult to make the employees who are not very busy work and live on both shoulders. Then, the human resources department can properly help employees solve their worries. Learn from the practices of some well-known enterprises:
(1) Citigroup's "employee assistance program" includes a child care program, which provides courses on children's intelligence, emotion and medical care, providing services to more than 1,5 children every day.
(2) Microsoft has installed camera equipment in the kindergarten for employees' children, so employees can see their children online; Male employees also have a month of "maternity leave" to take care of their wives and babies.
To sum up, a balanced life and work can bring a win-win situation for employers and employees. Because in order to truly realize the "external customer satisfaction" of the enterprise, we must first satisfy the "internal customer" of the enterprise-employees. Enterprises pay attention to work-life balance, which can improve employee satisfaction, reduce employee turnover and absenteeism, attract high-quality talents, and ultimately make enterprises improve efficiency and expand output. Research shows that companies that are willing to invest in maintaining the work-life balance of employees generally have more returns. Because doing so can bring employees a more focused attitude, higher work enthusiasm and higher loyalty.