When it comes to how to improve the quality of employees, I think this problem is only the appearance for a long time. In our industry, it is very important to improve the quality of employees at this stage, but the deeper and more important feeling lies in the improvement of the quality of decision makers and managers themselves. Why do you say that? First of all, there is an unavoidable fact that our operators, especially entrepreneurs who have worked in this industry for many years and accumulated some experience, have also adapted to the survival of this industry in the past specific industry environment, and they also have some thinking habits and behavioral characteristics of the industry, which requires our understanding and attention. At the same time, we should strive to get rid of some negative habits in decision-making and management, and fully arm and enrich ourselves with modern enterprise management ideas. Because "now is not the time." Secondly, there is a saying in management theory that enterprises, like people, have the same personality, and personal personality is analogous to the corporate culture of enterprises. The thinking and behavior characteristics of an enterprise decision-maker will directly determine and influence the behavior impression of subordinates and enterprises in the public. For example, if the decision-maker or manager of an enterprise is usually impatient, can we imagine that the personality and behavior appearance of the management and executive layers at all levels of the enterprise will be relatively stable? Furthermore, we all know the meaning of "one tiger leads a flock of sheep" and "one sheep leads a flock of tigers". All these directly show that the premise of improving the quality of employees must be that our decision makers and managers first comprehensively improve their own quality.

While improving the quality of decision makers, I feel that improving the quality of employees is most closely related to the human resource management level of an enterprise. What we usually hear is how to improve customer satisfaction. However, one-sided pursuit of customer satisfaction can easily lead to neglect of employee satisfaction. We should know that the whole process of enterprise market behavior reflects the leading role of employee participation from beginning to end. Under the guidance of this idea, giving priority to inspiring employees' loyalty and enterprising spirit and creating a happy and comfortable working environment for everyone has become the primary factor for enterprises to gain advantages in the long-term competition. However, the reality is that in the eyes of some business decision makers, China is now a country with a serious surplus of human resources. They think that China lacks everything, that is, talents, because there are a large number of skilled employees in the market waiting for opportunities to choose from; On the other hand, if enterprises invest in employee training, employees will fly away when they grow up, and enterprises will not become training departments of other enterprises. As a result, many enterprises only want to dig talents from other places, but they are unwilling to cultivate their own pillars. Since talented people can be poached from other places, they are likely to be poached sooner or later. Corresponding to the lack of trust in talents in enterprises, it will inevitably lead to the lack of loyalty of talents to enterprises. In enterprises in high GDP countries in Europe and America, the focus of human resource management is how to retain talents, while enterprises in some low GDP countries in the Asia-Pacific region pay too much attention to how to recruit talents. Our enterprises pay too little attention to the training of employees and invest too little in retaining employees. For example, employees in many enterprises have no communication platform, and the information of enterprises lacks transparency. It is difficult for employees to participate in decision-making and it is difficult to combine their own destiny with the long-term development of enterprises.

According to the well-known principle that man is the most active factor in productivity. The human capital investment index of an enterprise is directly proportional to the enterprise's benefit, which shows that by increasing human capital investment, enterprises have finally contributed to a virtuous circle of "increasing human capital investment-improving the quality of employees-increasing loyalty and contribution rate to enterprises-improving enterprise's benefit-continuing to increase human capital investment". On the other hand, if enterprises are worried about becoming the training departments of other enterprises, eager to turn other enterprises into their own training departments, and only think about how to poach the talents trained by other colleagues all day, the result will inevitably be a vicious circle of "enterprises do not actively invest in human capital-the quality of employees is not improved quickly-they lack loyalty and contribution to employees-enterprises are inefficient-they are not attractive to employees-enterprises suffer from talent investment phobia".

Then, in the specific training of employees' quality, it is considered that it is necessary to carry out comprehensive and effective training from the aspects of employees' values, outlook on life, cultural quality, technical quality, ideological quality, innovative quality, moral level, communication ability, code of conduct, team spirit and the unique artistic quality of the industry, so as to create a positive corporate culture according to the characteristics of their own enterprises, form their own core competitiveness and maintain strong and lasting competitiveness in the fierce market competition.

We often say that whether a company has a future depends on three things: "first, whether it has a good product should be whether the final result of all its operations can be accepted by the market;" The second is whether there are good leaders, which means it is difficult for this company to maintain stable development in the future; The third is whether there are a group of good employees, which is an important basis for the company to take the initiative in the competition and develop successfully. "

Here is mainly about the role of employees in the development of the company.

In many people's minds, a so-called successful enterprise is mainly because the enterprise has a good leader, that is, now we often see big photos of people who turn to newspapers, and then these people should also talk about their experiences as "VIPs" on some occasions, but we should see that there are often a large number of people standing behind him, some of whom have made great strides and some are unknown, but it is undeniable that their.

Some of our managers and leaders are often confused by the morale of their subordinates. Let's discuss the morale of employees here.

Generally speaking, the lack of staff morale is related to low productivity, morbidity and rising turnover rate. Therefore, improving morale can improve employees' productivity and job satisfaction, reduce pressure and reduce turnover rate.

There are several ways:

A great fairy once said that the environment has an inestimable influence on people's psychology. The environment here not only refers to the natural office environment, but also includes the artificial "psychological environment".

It is suggested that the manager of each company should seek the opinions of interior decorators to see how the furniture should be arranged, what kind of furniture can create a suitable corporate image and a pleasing environment, what kind of floor or carpet should be used, and how to deal with the windows. And consider whether the color of wallpaper or paint is ideal. It is well known that color matching can affect mood.

The next thing to consider is how to solve the problem of "psychological environment".

The first is to reduce noise. In the change of natural environment, experts believe that noise can easily cause tension and reduce the ability of concentration.

The best way to reduce noise is to install sound insulation board. More and more attention will bring more creativity and more innovation.

Similarly, for the construction of "psychological environment", noise refers to different voices that are not conducive to internal unity and employee progress. For example, after frequent employee turnover for a period of time, there are rumors such as "whether to close down" and "change" within the company. What leaders should do is to clean up some noise and make some powerful explanations for the current phenomenon, that is, the so-called "reassuring person"

It is important to provide enough working space for every employee.

Narrow space makes people nervous, which leads to faster heart rate and higher blood pressure, and some people even have a heart attack. It is impossible to change the space around everyone, but at least try to keep some places spacious and quiet, and set up some public places for employees to catch their breath.

Note that it is very important to provide public space. These public places should at least have some small chairs for employees to strengthen communication during rest. The purpose of this setting is to prevent isolation and separation between colleagues and the whole company.

In the construction of "psychological environment", a good space can also make employees have a good change in their work. Some companies think that employees are just "working" unconsciously, so they behave arbitrarily in some companies' decision-making, especially in some events related to employees' interests. This is actually not a good practice, at least from the perspective of the impact on employee morale.

In a certain sense, the creation of space also includes giving employees a good working space: whether all necessary facilities are ready; Whether there is a good development space: whether there will be good opportunities and opportunities for progress in the process of everyone's development; Is there any room for good suggestions: will you adopt suggestions that are useful to the company?

Good space is easier said than done.

Sending a thank-you letter shows that you have noticed the contribution of employees to their work. This kind of investment is not expensive, so you can have loyal and productive employees. If you can't show it in material interests, at least in spirit, you can issue some achievement certificates to outstanding employees, which can be a source of pride for your employees. We see that the leaders of some companies are often reluctant to say something positive, because they don't know what they think. In fact, sometimes a word of praise can boost employees' morale more than dozens of awards.

At the same time, as a leader, remember: don't be a ruler. The image of a manager as a ruler will cause dissatisfaction among employees. A more effective way to delegate tasks is to create the image of "we work together". You can send an anonymous inquiry form at an appropriate time, asking for new ideas and current dissatisfaction. And get something useful from it. Being an active listener is the most important quality, which can prevent mistakes that lead to huge losses and help others know that you understand their concerns.