No one likes to be kept in the dark, and employees will have a lot of dissatisfaction and opinions, although some are correct and some are incorrect. Therefore, employees and employees, employees and leaders need to communicate frequently, consult employees' opinions on the company's development, listen to employees' problems, and talk about their own views on these opinions and problems-what is acceptable? What is unacceptable? Why? If the enterprise has difficulties, it should be made public and tell employees that the enterprise needs their help. Remember-paper can't wrap fire, and employees need to know the truth.

Guide employees to develop their personal careers.

Every employee will have ideas about personal development and think that his ideas are correct. It is wise to make a development plan suitable for each employee. We suggest that in daily conversation, when evaluating employees' performance, we should often ask employees what their career development goals are, help them understand their strengths and weaknesses, formulate practical goals and methods to achieve them to support employees' career planning, and then try our best to train and support employees. It is unwise to educate and train employees without paying attention to their specific ideas and needs.

Involve employees.

More and more, we find that in practical work, the people who have the most ideas are often those who are directly involved in task execution. Involve front-line employees and let them know that you value their opinions. Employees don't want to be given simple orders and instructions, they want to play a more important and meaningful role in their work, and they are eager to participate in decision-making. When employees want to participate, but you don't give them the opportunity, they will alienate management and the whole organization. If you can respect the opinions of employees, even if you don't adopt their suggestions in the end. You will find that they will be more willing to support your decision.

keep one's word/promise

Maybe you don't remember what promise you made to someone by accident, or you think that promise is not important at all. But remember, your employees will remember everything you promised them. As a leader, any seemingly insignificant behavior will have an impact on others in the organization at any time. You should be alert to these influences. If you make a promise, you should be responsible for it.

If you have to change your plan, you should explain the change to the staff. If you don't or don't clearly express the reason for the change, they will think that you have broken your word. If this happens frequently, employees will lose trust in you. Losing trust in employees usually leads to a loss of loyalty.

Praise employees more.

A sense of accomplishment can stimulate employees' enthusiasm for work and meet their internal needs. In the long-term work, we summarized the following rewards:

Open reward standard. Let employees understand the reward standards and the reasons why others get rewards.

Give praise and rewards in an open way. If praise and reward are not made public, it will not only lose its own effect, but also cause a lot of gossip.

Reward with sincerity, don't overdo it, and don't be glib.

The limit of reward is very important. Reward what just happened, not what has been forgotten, otherwise the influence of the reward will be greatly weakened.

Allow failure

We should trust and support employees' beneficial attempts, and they can help our enterprises to innovate. Don't punish employees for failure. The failed employees have felt very sad. We should emphasize more positive aspects and encourage them to continue their efforts. At the same time, help them learn to learn in failure, find the reasons for failure with them, and explore solutions.

A beneficial attempt to criticize or punish is to stifle innovation, and as a result, employees are unwilling to make new attempts.