Before the implementation of the point system management, the enterprise system landed entirely on fines, and as employees, withholding money is the most unacceptable. Implementing the system of deducting money for assessment will only make it more difficult for the enterprise system to land.
After the implementation of point system management, employees' behavior can be judged by adding points or not. Because it is not to deduct money, employees will not be too resistant, and at the same time, they can receive punishment signals, and all kinds of violations can be dealt with, which greatly increases the execution of the system.
Second, meet the spiritual needs of employees.
Employees go to work not only for wages and bonuses, but also for higher spiritual pursuits. After the implementation of the point system management, the higher the employees' points, the greater their contribution to the company, the higher their status in the company and the stronger their sense of self-achievement. In particular, the integral is accumulated for life, and it will be valid forever if it is not cleared or invalidated. In the happiness integral software, enterprises and happiness will be ranked regularly, so that employees with high scores can get higher exposure and increase their popularity.
Third, it solved the disadvantages of egalitarianism in distribution.
The egalitarianism of interest distribution is a major drawback of small and medium-sized enterprises. Although everyone is happy, it doesn't really inspire them. After the implementation of the point system management, employees' points are ranked clearly, which is equivalent to evaluating advanced every day, and various benefits are tilted towards high-scoring people. In the past, some bosses secretly distributed red envelopes in order to arouse one person's enthusiasm. After the spread, it affected the enthusiasm of a large group of people and became public distribution at the meeting. A red envelope aroused the enthusiasm of a large group of people.
Fourth, it is conducive to retaining talents.
Small and medium-sized enterprises can't keep talents because they don't have chips to keep talents. The problem of retaining talent chips is solved by using the integral system management. The higher the employees' points, the more benefits they get. For example, the higher the score, the easier it is for the company to recognize. Companies can take the point system management as an important mechanism in job title evaluation, job transfer and salary increase and salary decrease. The higher the person, the easier it is to appreciate and raise salary. In addition, employees can also exchange points for items and give them to their families for their own use, thus gaining family recognition. Therefore, the higher the score, the less willing people are to leave the company, thus solving the long-standing problem that high wages and bonuses cannot retain talents.
Fifth, it is conducive to the rapid formation of a healthy corporate culture.
Corporate culture is corporate habit, and corporate habit is the integration of employee habits. Points system management uses rewards to cultivate employees' good habits, and uses points to restrain employees' bad habits. Employees' habits begin with bit by bit behavior. Through continuous bonus points, it will bring about changes in employees' behavior habits, and a healthy corporate culture will be rapidly formed.
Sixth, it is conducive to saving management costs.
Why does integral management save costs? Because the points do not need to be purchased and approved, they are Arabic numerals and inexhaustible; At the same time, points are not directly linked to money, everything is ranking (ranking). The treatment is inclined to the people with high scores, and the company always spends money on the cutting edge, saving a lot of incentive costs.
In addition, the integral system management can be infinitely extended and refined in enterprise management. For example, linking integral with quality management can solve various problems in quality management system and improve product quality quickly; Linked with service attitude and customer satisfaction, the parties win prizes, customers complain and the parties deduct points, which can quickly improve the service level of enterprises; Linked with health management, the health status of enterprises will be improved immediately; Associated with meeting discipline and positive speech, a healthy meeting culture will be established immediately; Linked with employees' overtime work, the problem that employees are unwilling to work overtime will be solved immediately.
How about the management of points system?
After reading the above, you must have understood the benefits of the point system management, but you may still be a little vague about how the point system management works. I'll share a list of happiness cases in our company and see if I can help you.
Just last month, our customer, a technology company in Chongqing, just finished a sales season. Traditionally, six value benchmarks will be selected at the end of each sales season. In the past, the client company reported its own events through 60 minutes of group discussion at the work season summary meeting, and selected the value benchmark figures through the deeds reported by each group.
This year, Enterprise Happiness cooperated with the client company, cited the way of deeds report+election speech, combined with happiness integral software, and achieved unexpected and remarkable results through online and offline activity selection.
This value selection activity further optimized and landed the enterprise culture through happiness points, and achieved a qualitative leap in mode and sense of participation.