How to Enhance the Cohesion of Employees From the perspective of modern management, enhancing the cohesion of employees is an individual shaping process of corporate culture. The so-called corporate culture is the unique spiritual wealth created by enterprises, including ideas, morality, values, interpersonal relationships, traditional style, mental outlook, and corresponding organizational activities. We often think that a person, after a glance or a short contact, must be an employee of an enterprise, because his clothes, attitude, working methods, mental outlook and so on are all that kind of person! This is the embodiment of corporate culture in employees. On the contrary, from employees to reflect corporate culture to enhance employee cohesion, we should start with the following details:

First, a reasonable salary system.

The economic base determines the superstructure. Therefore, employee turnover must have a lot to do with economic factors. The amount of income can not only be materialized, but more importantly, it is the determination of personal value to some extent, so as to realize the self-satisfaction of employees. But many bosses also said that the teacher I invited was already the tallest in our city, but he still wanted to go. In fact, the real reason is that simple high income may temporarily attract talents, but it may not be able to retain talents for a long time. The key depends on fairness, rationality and incentive in the process of income distribution. When making salary system for employees, bosses should grasp the principle of widening income scale, measure the ability and value of employees with different positions and qualifications with quantitative economic indicators, and establish a capacity priority mechanism within enterprises. Moreover, bosses should also consider implementing the system of annual salary increase according to the number of years of work, so that employees can truly feel that the growth of qualifications is closely related to personal interests, which will certainly have a great incentive effect.

Second, increase employees' job satisfaction and create a beautiful and quiet office and operating environment for employees. Many employees of well-run baking enterprises are from other places, and the managers of the enterprises have independently established good staff dormitories and rest areas. A comfortable environment can not only improve employees' work efficiency, but also establish the company's own image and inspire employees' pride.

Form an atmosphere of respecting employees' labor in the company, especially leaders, and can't easily deny employees' labor achievements. It should be noted that cultivating employees' enthusiasm is like making a snowman. To destroy it, a pot of water is enough, but to restore it is not a day's work.

195 1 year, Toyota Yingzhi was the general manager of Toyota Motor Corporation. He implemented the suggestion system of "creative thinking", which greatly mobilized the enthusiasm of employees. He first set up a "creative Committee" and formulated specific regulations. There are suggestion boxes and "suggestion discussion rooms" everywhere in the workshop. The scope of suggestions includes the invention and manufacture of mechanical instruments, the improvement and perfection of operating procedures, the evaluation and saving of material consumption, etc. Leaders can not only hear the opinions of the factory site, but also know the technical ability of employees in time. Employees use this system to find the fun of innovation, not only give full play to their abilities, but also feel great satisfaction.

Implement employee participation system. The ancients thought: "man can make it, but not know it." But in modern society, people want to know what is happening around them. According to Maslow's demand theory, people have a sense of security and a need for self-realization. If employees are kept abreast of the implementation of the organization and encouraged to actively participate in management to meet the realization of self-worth, their sense of responsibility will be enhanced and their morale will be improved. Therefore, I think the old saying should be changed to: "The people know it and then do it."

Rationalize the work. The workload and workflow are objective and reasonable. No matter how long you work overtime for production reasons, there are overtime expenses, a regular and reasonable rotation system, and a sudden shift change system for employees in case of emergency at home.

Third, improve the affinity of the boss.

Improving affinity is essentially extending the tentacles of management to the private sphere of employees and enhancing cohesion through interpersonal communication.

For example, employee message boards and internal bulletin boards provide a garden for employees to express their opinions and exchange their voices. Sending a bunch of flowers or other material blessings to employees' birthdays will make employees deeply feel the warmth and harmony of the company's big family. This is more powerful than empty preaching. If the company is small, the birthday will be unforgettable for employees.

Implement a regular exchange system, so that leaders and employees can get together, sum up past experience and plan future development. Reduce their psychological burden, so as to speak their true thoughts frankly, and let the company leaders really grasp the psychological dynamics of employees, so as to find the management gap and strengthen the management of employees.

Try to enrich employees' spare time and organize some activities in a planned way, such as singing competitions, movie reservations, visits, tours, outdoor expansion, etc. And seriously do a good job of posting photos on the bulletin board of the enterprise, take a look after work, and smile without saying a word.

Fourth, a reasonable and fair assessment.

In the field of management, assessment is the most basic work. Interestingly, usually in our baking enterprise, the boss is responsible for production and sales, and the proprietress or relatives and friends are responsible for personnel management, which has a strong personal color, the assessment process is simplified, the assessment method is authoritarian, the assessment elements are random, and the assessment results are naturally distorted, and even there is a big deviation.

To enhance the cohesion of employees, we must establish a scientific and fair personnel assessment system. The assessment of institutional personnel will be based on different post standards of employees, which not only ensures the unity of assessment standards, but also takes into account the differences of assessment objects. Because of the relatively fair assessment, employees' complaints about their positions and treatment are minimized, which naturally can effectively eliminate internal friction and enhance the cohesion of employees.

Verb (abbreviation for verb) Long-term career planning

Bakery owners often make some VIP card points so that our customers can buy again. For the employees of the enterprise, this VIP card is a tailor-made long-term career plan. If your employees have been in the same position for a long time and have good performance but always lack opportunities for promotion, their job burnout will have a great negative impact on their work enthusiasm. The advantage of reasonable and personal career planning is that when people have obvious goals in their actions, they can constantly compare their actions with their goals, and then clearly know the distance between their speed of action and their goals, and people's motivation for action will be maintained and strengthened, and they will consciously overcome all difficulties and strive to achieve their goals!

Sixth, meet the future safety psychology of employees.

Providing substantial living security for employees and enhancing their psychological security will play a powerful and fundamental role in enhancing the cohesion of the company.

Provide medical and endowment insurance for employees. The role of social insurance is to relieve employees' worries and work actively.

Provide housing subsidies or provide interest-free housing loans as usual. In the concept of modern people, housing occupies a considerable proportion. Solving the housing problem is equivalent to unloading a big burden on employees and making them feel more at ease at work.

Many employees who have followed their boss for many years leave their jobs to open their own stores and develop their own careers, but in fact, the current savings can only open primary couples' stores. In this regard, smart bosses can join in the form of financing, providing some funds, corporate brands, management methods, staffing and so on. , not only expanded the influence of their own enterprises in the market, but also made their work performance and enthusiasm to a higher level.

Psychologist Herzberg put forward the "two-factor theory", which scientifically expounded two major factors to mobilize employees' enthusiasm and improve cohesion: health care factor is a preventive maintenance factor, which can eliminate employees' dissatisfaction and thus maintain employees' enthusiasm; Incentive factors can stimulate employees' spirit, guide them to make the best performance, and enhance their enterprising spirit, sense of responsibility and sense of accomplishment.

How to enhance the cohesion of enterprise employees? As we all know, if an enterprise is distracted, its development will not last long. President he zhiyi once pointed out in the preface of the Golden Rule that the rise and fall of an enterprise depends on culture! The ultimate goal of corporate culture construction, I think, is to enhance the cohesion of employees. So, how to enhance employee cohesion? I try to explain it from six aspects: income, job satisfaction, affinity, employees' sense of security, personal development and personnel assessment, and combine my experience in human resource management in the past two years to talk about my personal views.

How to enhance the cohesion of enterprise employees?

Point-to-point method. Some employees need to improve their abilities, especially those new employees. They have some lack of confidence in completing tasks independently, especially in the face of difficult tasks, and they are afraid to undertake them. Due to institutional reasons, some employees have the idea that "more work is better than less work, and less work is better than nothing". For such employees, managers should adopt a peer-to-peer approach when assigning tasks, that is, send an employee directly to complete the task. In the concrete implementation, we should fully affirm its ability, and even enlarge it to a certain extent, so that it can further enhance its self-confidence and accept the task happily. This can reduce the contradiction between the manager and the managed to a certain extent, and the manager's speech is more powerful.

The method of "challenge method" is suitable for employees who have certain abilities, especially those who have the idea of "failing to meet their talents". In this way, managers should pay attention to words. "Challenge method" is a kind of satire to a certain extent, which deliberately emphasizes the strengths, advantages and achievements of others, belittles his ability, exaggerates his weaknesses, stimulates his potential sense of honor and disgrace, and improves his work enthusiasm. In practice, one is direct provocation and the other is indirect provocation. If necessary, you can cooperate with other people, one is a good policeman and the other is a bad policeman.

Competition Law. Competition is the requirement of the times, the necessity of social development and the necessity between enterprises. As employees, without competition, they lose their upward motivation. As managers, we should constantly instill this idea into employees in practical work and often set up a competitive environment and atmosphere for them.

"reaching the standard" "Without goals, there is no motivation". One of the important responsibilities of managers is to cultivate a high-quality staff. If employees want to combine the goal of personal efforts with the development of enterprises, they must strengthen education. But empty preaching and theory will only backfire. According to the reality of enterprises and units, we can set goals for each employee and combine small goals to form a big goal. Evaluate the model at an appropriate time to stimulate their enthusiasm for work.

"Incentive method". People need constant encouragement to develop their greater potential, and once the potential is developed, it will produce unimaginable energy. As management workers, we should always find the advantages and highlights of employees, make them carry forward and become the mainstream, so as to overcome one kind or another of shortcomings. For new employees whose business ability needs to be improved urgently, we should fully affirm their advantages and strengths, strengthen their confidence, make them change from "asking me to learn" to "I want to learn", fully affirm their slight progress in practical work, thus strengthening their confidence and gradually establishing their self-confidence. At the same time, we should also point out its shortcomings in an appropriate form at an appropriate time to promote its progress.

"heuristic method" People are not vegetation, who are feelings. For employees, it is definitely not enough to rely solely on the management of high-pressure situation; As a manager, we should use our emotions to motivate employees, mobilize their enthusiasm for work, and constantly enhance their pursuit of work goals. Especially for those employees who need care because of family and illness, we should appeal to mobilize more people to give them care and help from reality.

Importance of enterprise cohesion

Cohesion is the soul of an enterprise.

Cohesion is the internal cause of an enterprise, and internal cause is the basis of the development of things.

How to enhance the cohesion of employees at work? Equal treatment, formulate a system that meets objective conditions, and improve the quality of employees through training, paying attention to both formal training and conceptual and psychological training. The shortage of technicians will improve the technical aspects. (If you are a leader) Managers should handle the personal relationship between employees and managers, don't think their own system is right, but listen to the opinions of employees. The unreasonable system should be corrected from that emergency. The fate of an enterprise is decided by employees and managers.

How to strengthen the cohesion of department employees (Mengniu) applying for the meeting (technical center): First, let employees know the long-term planning of the company, the target direction of the department and the positioning requirements of this position. When employees understand what they should do and why they should do it, they will actively integrate into the team, make suggestions for the team and safeguard the honor of the organization and the team; Secondly, by strengthening communication in daily work and carrying out collective extracurricular activities, the factors of * * * can be stimulated, thus enhancing the cohesion of employees. Zhang Xiaona (Production Department of Mengniu Allah Company): Let everyone know each other's work, strengthen internal communication, and then sort out employees' working ideas and improve team cohesion. Han Jianfeng (No.4 Workshop of Raw Milk, Normal Temperature Liquid Milk Headquarters): As a grass-roots manager, it is very important to straighten your position, treat people sincerely and convince others by reasoning, don't always blame employees, confuse work with life, leave room for employees and cultivate their enthusiasm for work, which is necessary to build a first-class team. Wang Zhiqing (Finance Department of Normal Temperature Liquid Milk Headquarters): The word "communication" plays a leading role in enhancing the cohesion of employees in the department, affirming their achievements in time and helping their work. Fu Mudan (Quality Assurance Department of Normal Temperature Liquid Milk Baotou Business Department): First, we should form an atmosphere of respecting employees' labor within the department, especially the leaders should not easily deny employees' labor results; Secondly, implement employee participation system, so that employees can keep abreast of the implementation of the organization and encourage employees to actively participate in management to meet their self-worth. Li Xinlei (No.3 Factory of Normal Temperature Liquid Milk Headquarters): I think a harmonious relationship is very important. We should unite sincerely, encourage more, criticize less, make more suggestions and talk less about right and wrong. The way to improve cohesion is actually to start from scratch. Long (Technology Center): In a team, everyone has different ideas, and some people will have negative emotions. At this time, we should use persuasion to teach him how to look at such problems and create a happy atmosphere. Many teams can't do well because there are too many "bitter faces" in this team. At first, they didn't study enough, didn't improve enough, and expected too much. After two or three months, if something goes wrong and you can't reach your goal, it's easy to lose confidence. There are more "bitter faces" in a team, and naturally there is no cohesion. Liang (No.4 Factory of Normal Temperature Liquid Milk Headquarters): Team cohesion is an invisible spiritual force, a conscious internal motivation of team members, a consensus value and the highest embodiment of team spirit. I think the following aspects must be done well: 1, enterprises provide employees with opportunities for further study; 2. Listen to the opinions of employees; 3. Encourage employees' creativity; 4. Give full play to the communication and coordination role of leaders. Liu ling (Technology Center): We should fully trust and supervise and be brave in innovation. Whoever made a mistake should admit and correct it in time. Calm down and think about how to correct it and not make the same mistake again. Such a team can grow and be independent. Liu (Technology Center): To make a group cohesive, everyone should have the spirit of ownership. Everyone should take care of it, everyone should take care of it. An important factor that can make employees cohesive is that their personal goals are consistent with the corporate goals. This consistency comes from the recognition of common goals and interests, forming common values and forming a community of interests with the same goals. Only when the goals of enterprises and employees are consistent can there be strong cohesion, the success of enterprises and the self-worth of employees. It is necessary to establish a new management system (circle organization form, that is, when the general manager makes decisions, let the department managers participate. Managers involve employees in decision-making. Establish a management team), cultivate people's awareness of investment in enterprises, actively participate in the reform of enterprises, and constantly cultivate the ability to learn, change, innovate and adapt. Through the leadership of the team, information can be shared and circulated, people can participate in higher management decisions, and personal market value can be enhanced in their own work. Advantages of circle mode: 1 When employees propose and implement partnerships, management will delegate power. Everyone feels capable of taking action. Everyone has a common understanding of values and prospects. 4. Teams can cooperate with each other and master their position. The information is widely circulated and the policy will be discussed. 6. Employees feel that they are respected.

How to stabilize the workforce and enhance the cohesion of employees? Excellent enterprises come from excellent employees, and shaping a high-quality workforce is the source of enterprise prosperity. This paper puts forward some views on how to rally people's hearts, boost morale, maintain the stability of the staff and promote the healthy and sustainable development of various businesses: First, analyze the reasons for employees' job-hopping. Some excellent employees, even those who are mainly trained, leave us endless sighs regardless of whether the enterprise retains them or not. It always seems that those who should go have not left, but those who shouldn't have left; The ordinary ones didn't go, but the excellent ones went. We know that there must be reasons for employees to leave their jobs, which may not be sufficient, but it is always enough for employees to leave their jobs and find another job. So, is every employee fidgeting and wanting to jump ship? The answer is no, of course. Therefore, as an enterprise with imperfect user mechanism, if you want to keep outstanding employees who want to quit, you must first find out the real reasons for their departure. (1) External factor: 1, digging holes in the same industry to induce employees to leave their jobs. Many enterprises began to tap the foundation of the same industry at the beginning of their establishment. Once more competitive enterprises throw olive branches at them, they will choose to quit without scruple. 2. External pressure forces employees to leave. At first, employees may not have the idea of leaving. However, when they see that other employees have succeeded in job-hopping, got higher salaries and better development, or people close to employees keep clamoring for pressure in their ears, they will unconsciously compare the two. If you feel that you are more capable and have better development opportunities than those who have successfully changed jobs, employees will involuntarily choose to change jobs. (2) Internal factors: There are many internal factors that affect employee turnover, and the key points can be summarized as follows. 1, corporate culture influence. Whether an enterprise has a good corporate culture and a good cultural atmosphere reflects its influence to some extent. It is difficult for enterprises without influence to have appeal, and enterprises without appeal will naturally not have strong cohesion. 2. The development prospect of the enterprise. An excellent or self-motivated employee is very concerned about the development prospects of the enterprise. Only when the enterprise develops, the employees will develop and the prospects of the enterprise will be dim. If employees can't see the way forward, they will lose confidence in the enterprise. However, it is only a matter of time before employees who have no confidence in the enterprise choose to leave. 3. Enterprise salary level. Salary level has become one of the important factors affecting job seekers' job selection. At the end of each year, enterprises should summarize and employees should also summarize; Enterprises should take stock of the harvest, and employees should also take stock of the harvest. From Marlowe's hierarchy of needs, survival needs also rank first. Therefore, enterprises can effectively retain employees only if they have competitive salary levels. In fact, there are many factors that affect employee turnover, and external factors are relatively minor, which can also be solved well. The key factor that really affects employee turnover is internal factors. Only by solving the internal causes can we effectively prevent and solve the problem of irregular employee flow. Second, the countermeasures to maintain the stability of the workforce Through the efforts of all employees, the business operation of the enterprise has risen to a benign development platform. (1) Strengthen the corporate culture construction of Dr. Jin and create a good cultural atmosphere. Excellent corporate culture cannot be built in a day or two. It needs to gather the strengths of many families, accumulate over time, and then extract from them to be unique. Only in this way can the constructed corporate culture stand the test and be valuable. Therefore, we should, as always, establish the business philosophy of "being an enterprise, a market and a brand", strive to create a "harmonious, relaxed, just, fair, enterprising and United" cultural atmosphere in China, give everyone a stage to realize their own values and show their talents, encourage employees to learn to be enterprising and innovative, build a dynamic mechanism, encourage the advanced, spur the backward, and realize "keeping people in business" Formulate development strategies and blueprints, so that employees can have a clear and beautiful expectation for the future of the enterprise, strive to cultivate the values that employees and enterprises share the same breath and destiny, temper team spirit, unite people's hearts, and truly build the enterprise into a community of employees' beliefs, values and development. Qixin will make joint efforts to promote enterprise development. Advocating corporate values, market-oriented, customer-centered, and serving the society as its own responsibility, showing its unique corporate image to the society. (2) Giving employees a space for development and a platform for promotion can give employees hope and motivation. An enterprise with no hope and no prospect can't arouse the enthusiasm of employees in any case, and such an enterprise can't let employees stay in the company with peace of mind. To provide employees with greater development space and promotion platform, we can start from the following aspects: 1, establish a perfect competition mechanism and encourage employees to take up their posts through fair competition. Through the perfect internal competition mechanism, all employees feel that there is great room for development in the company and enhance their upward motivation, which is not only conducive to motivating employees, but also conducive to creating a competitive atmosphere in the team. 2. For employees who have performed well in this position and their abilities have exceeded the requirements of this position, but there are no vacancies at a higher level for the time being, it is advisable to supplement employees by means of horizontal rotation, use new positions, new jobs and new challenges to arouse their enthusiasm for work, and at the same time let employees learn more knowledge and skills, effectively improve their comprehensive quality and lay a solid foundation for their competence at a higher level. 3. Provide sufficient training opportunities for employees. Zhang Ruimin of Haier once said to his manager: "It's not your fault that the quality of employees who just entered the company is not high, but after a while, the quality of employees is still not high, and that must be your fault." It can be seen how important it is to train employees. Panasonic attaches great importance to employee training, because Kōnosuke Matsushita knows that money invested in brains is much more profitable than money invested in machines. (3) Provide competitive salary level 1. Clarify the salary level of the financial industry. If the salary level given by the enterprise is too low, even if it has certain competitiveness in the financial industry, it is not enough to attract employees in this position. 2. For key employees or employees in important positions, they should be willing to pay a high salary. It doesn't matter if you are higher than other positions. You should raise the level of your position. Only in this way can you attract core employees. It can be said that the loss of ordinary employees can be easily obtained at any time, but once the important and core employees are lost, it will cause immeasurable losses to the enterprise. 3, rewards and punishments are clear, rewards and punishments are heavier. Employees who have made significant contributions to the enterprise may wish to be rewarded, such as Dr. Jin's outstanding contribution award, business innovation award, marketing award and other awards established by the enterprise. On the one hand, it can improve the income level of employees, on the other hand, it is also an effective incentive for employees, because employees know that as long as they make contributions, they will have good returns, so they will work harder in the future. (d) Strengthen the management of employees after leaving their jobs, and regard the employees after leaving their jobs as a kind of wealth and a kind of resource. Employees who leave the enterprise are another kind of wealth and a potential resource of the enterprise. If we make good use of it, it will have a great impact on enterprises. For example, his propaganda for enterprises is better than the propaganda made by enterprises themselves. 2. Employees who leave the company should not be disdainful or indifferent. It is necessary to strengthen emotional contact with resigned employees, so as not only to touch resigned employees, but also to touch existing employees with practical actions and affect potential resigned employees. 3. Don't say, "A good horse never turns back." . Gone are the days when a good horse never returns to the grass. Excellent employees are willing to return to the enterprise, which is their recognition of the enterprise and corporate culture. If they return to the company, they will not only come back alone, but also have a "halo effect", which will have a psychological impact on the employees, and it must be * * *. (5) Accelerating the pace of development is the eternal theme of enterprises. Only by speeding up the pace of development can we solve the historical problems left over by the development of enterprises, provide employees with higher salary levels and retain excellent employees, because excellent or eager employees are very concerned about the development prospects of enterprises, and only when enterprises develop can employees develop.

Training case: How Haier can enhance the cohesion of employees and do things fairly. Execution is not selfish.

How to enhance the cohesion of employee training in enterprises? Understand the organizational structure of the team. The team members come from different industries, and everyone's requirements, motivations and backgrounds are different, which is essentially different from traditional industries. The leadership position of this "loose" team is achieved by the strength and joint efforts of the team. So the position is determined by the market, there is no limit, and you won't just be a salesman instead of a leader because you are late. An excellent * * * can cultivate more excellent teams. The emergence of excellent teams is not to lose but to gain more, and the popularity of career development is full, forming a virtuous circle. ◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇◇967 Most team members are the most affected groups in social change. Everyone has a strong desire to change, gain and succeed. Therefore, * * * should take care of the overall situation of the whole team. Only when everyone's goals are achieved can the team's goals be achieved.

How to enhance the cohesion of employees in departments and enterprises 1: First of all, leaders should have unity and cohesion.

2. More emphasis on the importance of unity.

3: You can get a raise.