The key to motivating employees - respect

The key to motivating employees - respect

When it comes to incentives, using materials and money as rewards is one of the common incentives for enterprises. This is undoubtedly necessary, but it is not effective for a long time. It is because enterprises cannot increase the cost of material rewards without limit. Furthermore, people's desire for demand is endless. As time and environment change, when old needs are met or not fully met, new demands will emerge. As the famous American psychologist Maslow discusses in the "Human Needs Hierarchy", when people's needs for physiology, safety and belonging are met, the need for respect will produce and dominate human life. Obviously, if the company can basically provide a fairly or even higher than the average social compensation level, it can continue to meet the employee's need for respect. This kind of spiritual incentive is even more durable and effective than the material incentive.

The word "respect" is mostly mentioned in the discussion of the moral category. When discussing the issue of business management, it is relatively rare, let alone rise to an important position. The so-called respect includes respecting oneself and respecting others, or calling it self-respect and respecting people. What is self-esteem? Self-esteem is self-respect. It is a subjective requirement that people's value and ability to self-behavior are recognized or recognized by others and society. It is the individual's pursuit of self-worth and dignity. Self-esteem includes both the desire to gain confidence, ability, skill, achievement, independence, and freedom, as well as respect from others, such as prestige, recognition, acceptance, concern, reputation, and appreciation. Respecting people means respecting others, society and nature. Here, the duality of respect is manifested, that is, people cannot exist independently of society, thus determining the unity of the individual and the society, that is, reflecting the interaction between self-esteem and respect. If people want to be respected and develop, they must constantly adjust their relationship with society, such as social understanding and social practice, and its essence is value relationship. In a nutshell, if you don't respect others, you can't be respected by others.

In the management of human nature, to meet the needs of employees for respect, it is to make the work performed by employees reflect their personal values ​​and satisfy their concept of “being born to be useful”, so that they can be appreciated by colleagues and supervisors, even The social identity is to make it enjoy the spiritual satisfaction and achieve the purpose of motivation. This is an incentive for making good use of resources, increasing profits, and reducing costs.

In management practice, how do we use the incentives of “meeting the needs of employees for respect” to enhance the subjective initiative of employees? First of all, companies must have a "respect" atmosphere, that is, to establish a corporate culture that respects the value of each employee's existence. Corporate culture is a reflection of the personal qualities of business leaders, that is, the need for business owners or their trustees to have a higher moral cultivation. Combine this culture into the behavior of management practices.

Talent development is an indispensable resource for business development. During the Eastern Han Dynasty, when Liu Bang was trapped in the Bab, he built a Taiwanese worship, which greatly satisfied Han Xin’s self-respect. Finally, with the help of Han Xin, he broke out of the middle and gained the world. Corporate Recruitment is like Liu Bangbai, respect is the best way to get the sages. In the recruitment behavior of the company, a good recruitment environment, serious and professional assessment program, equal and friendly exchange, no discrimination, no questioning The full courtesy and respect of the job seekers who come here will affect the understanding of the talents and the choices. Or the company can not hire all the candidates, but the reputation of the company's Corporal Li Xian will be spread to the industry with job seekers, which is an important measure for the establishment of corporate image. People-oriented management is to start from recruitment.

If the boss understands the talents of the employees and makes the appointments as much as possible, that is the recognition of the ability and value of the employees, and the great respect for the employees. And the employees’ springs are not reported by the boss. During the Three Kingdoms period, Zhuge Kongming was able to do his best for Liu Bei and Adou. After the death, it was reported that Liu Bei was condescending to drive and pay attention to the enlightenment of Mao. This illustrates the duality and interactivity of respect. The boss respects the value of the employee and reflects the company's mission and contributes to the company's own value.

The boss or business executive already has the rights and status of the company's facts and will also get the actual benefits of the company. Therefore, in the humanistic management thinking, it is necessary to regard employees as partners rather than subordinates, giving them enough space to freely play, face challenges and realize the value of employees themselves. Especially for knowledge workers, believe that they are not only hired to work from 9:00 am to 5:00 pm, but to achieve results. Boss who understand this truth can attract, retain, and motivate them to become the best employees. In order to achieve this goal, companies should clear the obstacles for employees on the way forward. On the contrary, if managers lack the inclusiveness and moral cultivation they deserve, it is difficult to obtain the respect of employees and even face the back of the people. Recently, the “mail door” incident that had been raging in the IT industry was precisely because the Chinese-born general manager of a foreign company severely rebuked his secretary for e-mails due to some trivial matters, which caused the secretary’s self-esteem to be greatly harmed. The over-excited reaction caused the corporate image to be greatly damaged, and the general manager himself lost his job. It can be seen that respect is the magic weapon to motivate employees, while disrespect goes to the other extreme.

Most American companies advocate a culture of individual heroism, respecting the contribution of each individual in the enterprise, treating it as the “hero” of the enterprise, while the numbers balance the relationship between people, departments and departments. . They can more easily leverage the effectiveness of teamwork and maximize the performance of the company. Unlike American companies, Chinese companies are growing on land with a cultural heritage of 5,000 years, and will benefit more or less from the culture of "the prince of the monarch and the loyalty of the middle," so if the boss can "jun" If the court is ceremonial, then the employee will be loyal to the minister. Here, the bosses are advised to also cultivate self-cultivation, make great efforts, and create a corporate culture based on respect, guiding and running through corporate behaviors such as corporate recruitment, salary evaluation, job appointment, authorization supervision and performance appraisal. In this way, build a key competitive advantage for the company. Respect as an incentive, its low cost and excellent results are the foundation of human management.