1. The work assigned by employees should be suitable for their own work ability and workload.

Person-post matching is the goal of staffing. In order to realize the correct positioning of people, it is necessary to analyze employees and positions. Everyone's ability and personality are different, and the requirements and environment of each position are also different. Only by analyzing in advance and matching reasonably can we give full play to the role of talents and ensure the smooth completion of the work.

There are four ways to promote job matching: first, many senior managers meet a new employee at the same time to learn more about his interest, work ability and work potential; Second, in addition to regularly evaluating work performance, the company also has corresponding job descriptions and requirements; Third, use the electronic database to store information about job requirements and employees' abilities, and update them in time; Fourth, through the "power of attorney", senior managers recommend candidates for important positions to the board of directors.

2. Reward according to merit

The contribution of employees to the company is influenced by many factors, such as work attitude, work experience, education level and external environment. Although some factors are uncontrollable, the most important factor is the personal performance of employees, which can be controlled and evaluated. One of the principles is that an employee's income must be determined according to his performance. Whether employees' past performance is recognized directly affects the future work results. Merit reward can not only let employees know which behaviors should be promoted and which behaviors should be avoided, but also encourage employees to repeat and strengthen those behaviors that are beneficial to the company's development. Therefore, reflecting the wage difference on the basis of work performance is an important content of establishing a high incentive mechanism. In addition, BASF also provides different benefits such as meal supplement, housing and company stock according to employees' performance.

3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company.

Provide employees with extensive training plans, which are planned and organized by special departments. The training plan includes some basic skills training, as well as senior management training and training courses developed according to the actual situation of the company, with the ultimate goal of helping employees grow. With a clear organizational structure, every employee knows the position and role of his position in the company, and can easily understand what promotion channels are available and obtain relevant information. BASF has obvious internal orientation in promotion and tends to promote managers from within, which provides promotion opportunities for those who are interested in development.

4. Continuously improve the working environment and safety conditions.

A suitable working environment can not only improve work efficiency, but also adjust employees' psychology. Designing working environment according to physiological needs can speed up, save physical strength and relieve fatigue; Designing a working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Humanize the working environment, set up various car facilities near the factory, open a number of canteens and restaurants in the company, add toilets for manual workers, and keep the workplace clean and tidy. ...

Safety is the most basic requirement for working conditions, but it is a hidden pain that many enterprises are difficult to achieve. A large number of standard facilities have been established to ensure safety, which are in the charge of specialized departments, such as medical department, fire brigade and senior factory guards. , and be responsible for the safety issues within their respective scope of work. Provide regular safety guidance and protective facilities for all workers. Various security systems can also be established. For example, each floor of the building must have a specially trained employee on duty in turn. In addition to the guarantee of facilities and systems, safety in production is encouraged through incentives, and those workshops with the lowest accident rate can get safety award.

5. Implement the leadership method in a cooperative manner.

In the relationship between the leader and the led, the emphasis is on the cooperative attitude.

Leaders in the process of leadership, just like being led by themselves, frankly cooperate in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect information, check work, resolve conflicts, evaluate subordinate employees and improve their work level. Among them, the most important task is to evaluate subordinates, give a fair evaluation according to their work tasks, work ability and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses in their work. The principle of evaluation is "praise more and blame less", respect employees and help employees complete their tasks in a cooperative way. After the task is assigned, leaders must personally check, and employees should also personally check the interim work and final work results to promote the smooth completion of the work.

How to improve staff morale

The factors that affect employee morale include at least three levels: company level, manager level and employee personal level. To improve staff morale, we should start from these three aspects:

1, company level

There are many influencing factors at the company level, such as salary and welfare system, reward and punishment system, performance management system, employee promotion system, training and development system, labor protection and safety, working environment and so on. All these will affect the morale of employees. Therefore, the company must take corresponding measures to change according to the actual situation of the company to meet the development requirements of the company. For example, in the salary and welfare system, we must conduct a detailed external investigation on the salary, comprehensively consider the salary level of the same industry, and also consider the local salary level to ensure the external fairness of the salary; On the other hand, it is necessary to carry out job evaluation, ensure the internal fairness of salary, set different salary levels according to the contribution value of the position, avoid chaos, and at the same time distance appropriately.

2. Manager level

In addition to promotion at the company level, as a middle-level manager of the company, it is more important to master some skills to improve employee morale. It is suggested that middle and junior supervisors should strengthen the following aspects when improving staff morale:

1) Deeply understand the needs of employees.

Understand the needs of employees through usual communication, meetings, employee complaints, questionnaires and other forms. Only by deeply understanding the needs of subordinates can we effectively motivate them and fully mobilize their work enthusiasm.

2) Create a good working atmosphere

No one wants to work in such a working atmosphere: making mistakes at work and being blamed when making mistakes; Ask for instructions on major issues and minor issues; The office/site environment is in a mess; Chatting, making personal phone calls, quarreling, not working, all around; Team members undermine each other and are irresponsible; Complex interpersonal relationships; The boss always keeps a straight face.

Everyone is willing to work in such a working atmosphere: a relaxed, harmonious and free atmosphere; The office/site is clean and warm; Team members help each other and cooperate sincerely; Interpersonal relationship is simple and clear; Dare to try, will not be accused; Small progress and achievements have been recognized and appreciated by superiors and colleagues.

Therefore, creating a good working atmosphere is one of the important tasks of our middle and grass-roots supervisors in daily management.

3) Recognition and praise

It is human nature to like being recognized and praised by others, and we should also give sincere recognition and praise to the slight progress of employees in time. When criticizing employees, we should also pay due attention to skills and not hurt employees' self-esteem. In general, criticism should be carried out in private as far as possible.

4) Promote the growth of employees

It is the expectation of most employees to grow constantly at work. As a supervisor, it is our important job responsibility to help employees grow continuously.

3. Personal level of employees

The final determinant of employee morale is the employees themselves, and only they can become the masters of their own morale. Morale determines behavior, behavior determines habits, and habits determine fate. So our own destiny depends on our own morale. Only when each of our employees always maintains a positive attitude and is the master of their own positive attitude can our employees' morale be higher and their lives be more brilliant.

The above three suggestions to improve staff morale need to be focused on the specific situation of the company. It's best for the company to investigate and understand the real needs of employees, and then take targeted measures according to the needs. Improving staff morale is a long-term task, and it is unrealistic to expect immediate results. The most important thing is to keep moving bit by bit.