The second is to establish and improve the management system. No rules, no Fiona Fang. Scientific enterprise management is the long-term effective implementation of humanistic care for employees by leaders, and open, fair and just system management is the most effective way to reduce employees' psychological consultation. Give full play to the role of mass organizations and the functions of workers' congresses, so that workers can have the right to speak, participate in understanding the size of enterprises, and participate in management and supervision. As an outsider who doesn't do the rise and fall of enterprises, we must first establish and improve a sound enterprise management system. Open and standardized enterprise management can reduce the ignition sources that employees need to divert.
The third is to publicize the core culture of the enterprise. Employees are the foundation of an enterprise, and it is an important content that cannot be ignored to increase the education and publicity of employees' corporate values, outlook on life and professional ethics. Employees should be "responsible in heart and responsible in behavior" to the enterprise, and always remember that "I am proud of the enterprise, and I am ashamed of the enterprise", so as to truly share the weal and woe of the enterprise. By organizing various collective activities of employees, enterprises create a harmonious environment atmosphere, unite people's hearts, unite strength and release the maximum positive energy of employees. Organize research, hold various symposiums, and actively listen to the voices of employees. Enterprise managers know what employees are thinking, demanding and doing, and allow employees to talk psychologically and even complain about problems. If there is a problem, correct it, if there is no problem, encourage it, and carry out humanistic care and psychological counseling in depth. If you are not clear about the enterprise system and policy, you should explain it patiently and carefully. It is necessary to vigorously publicize the responsibility that employees dare to undertake to the enterprise. "Responsibility" is the foundation of starting a career, the spirit of creating value and being willing to contribute, and the scientific concept of closely combining enterprise development with fulfilling social responsibility. Let every employee think that "responsibility" is a quality, a pursuit and a spiritual realm; It is a kind of post-based and conscientious quality; It is also a pursuit of wanting to do things, being able to do things and achieving great things. Only when employees keep in mind the "responsibility" and everyone does their duty, can the enterprise last forever and develop healthily.
The fourth is to innovate working methods. Humanistic care for employees is to really put employees in their hearts, put themselves in their shoes, and care for employees from work, life and treatment. Only by improving working conditions and working environment can we achieve a beautiful working environment and a harmonious atmosphere. In life, do a good job of dining in the staff canteen, truly make the canteen into the canteen of the general staff, not the canteen of a few leaders, and make the management open and the staff satisfied; In spare time, we should conscientiously do a good job in the activity center of the "Enterprise House", set up various interest groups, regularly carry out healthy activities, entertain the body and mind, and provide services for efficient work. In the selection and appointment of cadres, we should use talents openly, fairly and justly, make capable people better than mediocre people, make energetic and willing young people become the top strength of enterprises, enhance the vitality of enterprises, strive to create a harmonious and comfortable working environment, and create a positive, energetic and healthy atmosphere for enterprise development. When employees need psychological counseling, they should "keep up with the three knowledge", face it positively and conduct humanistic counseling. In other words, business leaders and management should know what their employees are thinking, doing and demanding. When problems and contradictions and disputes are found, we should actively follow up and do a good job in ideological work, do a good job in ideological interpretation, individually solve individual problems, collectively resolve contradictions, turn bad things into good things, turn pressure into motivation, improve management systems and rules and regulations through humanistic care, and adopt an open, fair, just and transparent scientific management model, so as to turn negative energy into positive energy and make enterprises prosperous and harmonious.