Dong Mingzhu said when attending Boao Forum on 20 19: Happiness is to let employees live with dignity, and the happiness of employees is their own happiness.
In the work report of the 2020 annual work conference, China Mobile will deploy the 2020 part, and clearly put forward that "the work of employees will be more dignified and valuable, and the sense of belonging, acquisition and accomplishment of employees will be continuously improved".
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In recent years, "making employees more dignified", as a distinct corporate culture concept orientation, has been accepted and recognized by more and more entrepreneurs, and has gradually become the trend and trend pursued by many well-known enterprises. "Let employees have more dignity" is undoubtedly in line with human needs and national mainstream values (as early as 20 10 government work report clearly put forward "Let people live a happier and more dignified life")! But it's easier said than done. How can our enterprise correctly understand the connotation of "making employees more dignified"? What specific strategies and methods should be adopted in daily work to truly "make employees more dignified"?
The author believes that "making employees more dignified" is the embodiment of the concept of "people-oriented". That is, we need to care for employees with goodwill, respect and strive to meet the dual needs of employees' material and spiritual needs, and make employees happier in work and life. As the saying goes, stones from other mountains can attack jade. The author has carefully selected several companies that actively explore "making employees more dignified", hoping to have some inspiration and reference for everyone.
JD。 The practice of "making employees more dignified" on COM
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The top leaders clearly put forward the concept of "making employees more dignified"
When Liu was interviewed by Weibo or the media, he repeatedly publicly stated that he wanted to "let employees live with dignity". At the same time, as the top leader, Liu often talks about "brothers" internally, so that some people joked that "there are only brothers, no sisters!" . This has a lot to do with Liu's growing background and personality. In fact, he clearly put forward the idea of making employees more dignified long ago, but everyone thought he was "bragging" at that time. Unexpectedly, with the increasing profitability of JD.COM, the cow boasted by Brother Qiang has gradually become a reality.
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Put yourself in the employee's shoes.
There are a large number of first-line couriers in JD.COM, and the overall remuneration package of Jingdong couriers is leading in the express delivery industry. Not only pay five insurances and one gold for each employee, but also strive to make employees live more dignified in welfare.
① Solve the employee housing problem.
For employees who want to buy a house, JD.COM has launched a "housing plan", in which employees can enjoy a maximum interest-free unsecured loan of 6,543,800 yuan, which greatly relieves the down payment pressure of employees in first-and second-tier cities.
For employees who have no plans to buy a house for the time being, JD.COM provides employees with high-standard hardcover apartments and dormitories. For employees who have worked for more than three years, each employee will have a separate room. If they are husband and wife, a single room is preferred. These apartments can be checked in directly with bags, and are also equipped with leisure service centers, gyms, libraries and other supporting facilities.
② Care and solve the problem of "seeing a doctor" for employees.
For fear that "one person is seriously ill and three generations are poor", JD.COM can enjoy "unlimited" reimbursement for old employees who have worked for five years in case of serious illness.
③ Solve the problem of employees' children going to school.
In order to solve the problem that employees' children are not transported to school, JD.COM officially opened JD.COM Kindergarten in the Beijing headquarters building. All children of JD.COM employees can go to school free of charge, and they can also get free maternity products and toys. JD's purpose In doing so, we let employees take their babies to work, which completely solves the problem of picking up and dropping off children from office workers. At the same time, let the children be taken care of by special people under the eyes of their parents, and meet at noon to completely reassure employees.
4 fun and interesting humanized welfare distribution.
In order to make JD.COM10.6 million employees enjoy "diverse, flexible, optional and people-oriented" employee benefits with high satisfaction, JD.COM has specially built a complete employee flexible welfare mechanism and intelligent welfare management platform for employees, and distributed employee benefits, behavioral incentives and other rewards to employees' personal accounts in the form of points (such as seniority points and values points). Employees can use the points to exchange their favorite things in the massive goods provided by the company's welfare platform!
Gree Electric's practice of "making employees more dignified"
Dong Mingzhu made it clear many times in front of the media that the future development of Gree will make everyone's life better, and the happiness of employees is the source of enterprise life. In Gree, every worker can work and live with dignity. In Gree, there is no distinction between high and low, every post is glorious, and every job deserves respect. Therefore, Gree strives to make every employee have a broad growth platform and room for improvement, and can enjoy thoughtful benefits.
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General salary increase twice in four years.
Regarding the salary increase, it is said that Dong Mingzhu, the helm of Gree, has a distinct view: "Don't wait for employees to ask for a salary increase, but take the initiative to raise the salary, which exceeds employees' expectations". Therefore, Gree Electric has always been so "bold" in terms of salary increase. Gree Electric 20 19 announcement, 20 19- 1, salary adjustment according to different positions, the total salary increase is within 65,438 billion yuan, and the average monthly salary increase per person is 1000 yuan; This is the second salary increase in Gree Electric since1October 1 165438.
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Free telephone bill benefits for all employees.
2065438+June, 2009, Gree informed: "Employees can use the designated number card, which can also be used for life telephone besides work telephone, and the expenses within 100 yuan per person per month shall be borne by the company, including: 800 minutes of voice call per month; Unlimited domestic traffic. At the same time, employees can also apply for no more than 4 family cards for family members to enjoy and save telephone bills for families. " This phone bill benefit has been implemented since July 1, 2065438.
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Solve the housing problem of employees
For fresh graduates, the company arranges all accommodation. For this reason, Gree began to invest 600 million yuan to build the first and second phases of Lekang Park in 2005, including library, basketball court, swimming pool and other facilities for employees to stay free of charge. A total of more than 65,438+0,000 employees have been helped to solve the housing problem.
For newly-married employees, they can apply for "family transition room", live for a long time and have no real estate.
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Solve the enrollment problem of employees' children.
In order to solve the problem of children of Gree employees going to school, Gree put forward the goal of further promoting the construction of "Gree College" as early as 20 17. By September 20 18, Gree School officially opened its enrollment, adjacent to Gree Electric Park, covering an area of about19,000 square meters, mainly enrolling children of Gree employees. The school has six grades, including one or six classes in senior high school, with about 50 students in each class.
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Solve the worries of employees suffering from major diseases and their families
Since 2009, Gree Group has invested 6,543,800 yuan as the start-up capital, and all employees have set up a "Sunshine Mutual Fund" to help employees and their families with sudden diseases and major accidents.
Practice of Xibeiyou Cotton "Giving Employees More Dignity"
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Wage income is higher than that of peers and tilted to the front line.
The income of front-line employees in Xibei is 50%- 100% higher than that of their peers, even higher than that of headquarters employees.
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Give employees full trust and authorization.
Jia explained the secret of 30 years of success: it is precisely because of decentralization and trust that everyone works according to Xibei culture and values. Employees make mistakes, and enterprises are at the bottom. Jia often said that "whoever makes a mistake will grow up". People learn the most from mistakes and grow the most. When Wang Xiaohua first became the store manager, the restaurant lost 1 cent and let the restaurant lose 1 10,000. However, despite this, Jia still allows employees to exercise their discretion. As a result, Jia was not disappointed. A few years later, Wang Xiaohua became the manager of Xibei Branch, opened four stores in Jinglu, and with a team of more than 100 people, a group of good young people who worked hard and could fight hard emerged.
Siebel has created a "referee" mechanism for authorization. Excellent employees can be referees and supervise and judge other employees absolutely fairly. The team with the best performance and the highest score will get Xibei's store license, and the team with the license can do it independently.
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Implement the "dream project" to help employees realize their dreams and stimulate their vitality from top to bottom.
Siebel is implementing the "dream project" among all employees from top to bottom-from top to bottom, let every partner (from vice president Siebel to every clerk) publicly express their dreams. This dream can be about money, family life (for example, I hope I can pick up my children to visit the West Lake in Hangzhou once a year, and I can climb the Great Wall in Beijing to eat Quanjude roast duck), or anything about your second life ... publicly express your deep desire. As a superior, he has the responsibility to help you realize this dream. Siebel encourages employees to openly express your inner desires and then organize to help you realize your dreams. The responsibility of every Xibei cadre is to inspire his subordinates to express their dreams and help them realize them.
In addition, many learning and training topics of Xibei people are closely related to the "dream project": Xibei University stimulates the dreams of grassroots employees; "Dream Sailing Special Training Camp" activates the dreams of store managers and middle and high-level backbones; Industry leadership training for the world continues to activate the dream of high-level teams.
To sum up, it is not difficult to find that whether JD.COM, Gree or Siebel, the management of the company, especially the top leaders, have clearly put forward the concept of "making employees have dignity". Secondly, around this concept, everything they do is actually to satisfy employees' pursuit in both material (salary and welfare) and spiritual (dream realization, trust and authorization). Of course, it is estimated that some business friends will retort that these head enterprises have deep pockets and can certainly do so, but our company is still developing. How can we do that? In this regard, the author believes that it is not difficult to "make employees have dignity", and the key point of the problem is not the problem of money. Drucker said that "the ultimate goodness of management is to change the lives of others". I quite agree with that. No matter whether an enterprise has money or not, first of all, the management of the enterprise should understand the concept of "making employees have dignity", and secondly, through the way of empathy, from the perspective of employees and from the perspective of being a person, it can also achieve "making employees have dignity".