I am engaged in departmental management personnel of a line board factory. At present, personnel work is not active and unwilling to do things. Low per capita efficiency. The pressure is great, and there is no line board predecessor to give employees to actively improve the efficiency solution.
3 thoughts on “Factory incentive measures”
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Reprinted the following information for reference
The method of motivating employees
"common advance and retreat" at work
Let employees speculate that the company's development prospects are better to let employees put their minds on work. The supervisor should "advance and retreat" with the employees in the work to provide employees with more information and content required in the work, such as the overall goal of the company, the future development plan of the department, the problems that employees must focus on, and assist them to complete the work. Let them understand the company's operating strategy more, and complete work tasks effectively, clearly, and actively.
"Listen" employees' opinions, and jointly participate in decision -making
Listening is as persuasive as speeches. The supervisor should listen to employees' ideas and let employees participate in the formulation of work decisions. When the supervisor and employees have established a frank communication and two -way information sharing mechanism, the incentive effect of this co -participation in decision -making will be more significant.
respects employees 'suggestions and create a "communication" bridge
only in charge of successful instrument can only be taken out of the employees' minds to make the department's management targeted in order to avoid subjective arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrary arbitrage The decision error caused. There are many methods for employees to encourage employees, such as opening employee hotline, setting up opinion boxes, conducting group discussions, and departmental dinner. However, the forestory experts believe that no matter what method of the supervisor, employees must allow employees to use these unblocked channels to put forward their questions and suggestions, or to get effective responses in time.
The supervisor of "good investment employee"
as the core supervisor of the team, it must be "voted for their good" for the different characteristics of employees in the department, seeking to stimulate them power. Everyone needs to be motivated to be motivated. Therefore, the method of rewarding outstanding work performance should also vary from person to person.
Fifth
The interest as a teacher, give employees more job opportunities
The interest is the best teacher. Employees have their own preference work content. Favorite work content is also an effective way to motivate employees. New challenges at work will make employees inspire more potential. If the employee itself is interested in the work content, coupled with the challenges brought by the work content, the employees will be fascinated by doing it and exert more potential.
"Appreciation" is the best incentive
Plash can make employees more confident in themselves, love work more, and encourage employees to improve their work efficiency. The praise to the employees must also be timely and effective. When the employee's work performs well, the supervisor should immediately give praise to make the employees feel that they are appreciated and recognized by their bosses. In addition to verbal appreciation, the supervisor can also use written praise, one -to -one appreciation of employees, public praise, and other forms to inspire employees.
starting from small things, understanding the needs of employees
1 Each employee will have different needs. The supervisor wants to motivate employees to understand the needs of employees and try to try to try to try to try to try to try to try to try to try up as much as possible. Methods to satisfy and improve the enthusiasm of employees. Satisfying employees should start with small things and start from details.
The promotion of "performance" to the promotion of employees
At present, there are countless companies to promote employees according to "qualifications". Experts believe that promoting employees by "qualifications" cannot encourage employees Create performance and make employees lazy. On the contrary, when the supervisor uses "performance" and promotes employees with excellent performance according to performance, it can better achieve the purpose of inspiring employees to pursue outstanding performance.
The ninth
This is more capable. Instead of salary to the core employees
In the special economic situation, material incentives are still the most important form of motivating employees. Salary not only ensures the survival of employees, but also has an incentive effect because of the effect of their ability. However, in the case of significantly reduced expenses, the supervisor is more cautious about the practice of stimulating employees with salary increases. Experts believe that the economic crisis does not mean that no salary increase is increased, but the requirements for salary increase are higher. The key is how much value employees can bring to the company. It is essential for the company's core talents to create high profits and develop new profits projects.
Let's talk about QA
QA first should have deep production knowledge, especially the knowledge of production technology, and considerable practical experience. This is necessary.
Secondly, QA must also work for QC's work. Also familiar with it, this is also necessary as a qualified QA personnel.
third, GMP and related quality management knowledge. This is the basic work of QA and the core content. To understand it thoroughly.
mades the relationship between QA and production:
QA and production are not contradictory, the two should be promoted. It should be said that on the basis of ensuring quality, reduce costs. This should be the common goals of the two departments.
M n The production department cannot care about quality because of QA. On the contrary, the production department should pay more attention to quality. One of the words that everyone knows in GMP is: quality is produced.
, but QA can not be said to only care about quality and not consider production. The production of the production department assisted in management. The quality is not dead, and the quality is constantly developing. QA cannot always limit the quality management in the existing rules and regulations. Reasonable, adding new high -efficiency things.
In fact, as long as both departments set their positions, they are used as a direct part of the enterprise. Good right.
. Finally talk about workshop management:
flat organization. This is a new concept that has risen in recent years, but for various enterprise workshops, it is still necessary to follow the actual actual situation. In the case of the situation, the flat organization must have corresponding corporate culture as a support. There is no good corporate culture. Even if the organizational structure is flat, the actual effect cannot be achieved.
The author authorization. The director of the workshop is the highest leader in the workshop, and the wealth is attributed to one, and even the recruitment and job mobilization have considerable influence. To put it bluntly, it is the CEO.
After asking, solving it in person, at best, it can only be said to be a manager who just passed. It is impossible to develop. As a manager, the most critical quality is to authorize. (Actually, it is not a mission. Sometimes many things are in their own affairs, but some workshop director's power is often unwilling to let go. Everything must be finalized. Do not do it). To authorize, you must have requirements for the quality and ability of the authorized person. You need to train them so that they can grow quickly and share your burden.
but the authorization should pay attention. The allocation one by one is good, and the final result must be known (it is best to let them inform you in advance, wait for your hands to mature, then You can report it to you after the process of handling it).
In the benefit of the staff of the workshop. Many companies are often not important for workshop workers. It attaches great importance to it, but as the director of the workshop, you ca n’t think of it like this. His employees are their own employees and should communicate with the enterprise. To the greatest extent, fight for welfare for the workshop workers. This is also one of the most effective ways to consolidate the people's hearts. R n For the company as a whole. Think about it, the workshop is good, the company must be good as a whole. The director of this company's workshop.
The relationship between the departments. This is inevitable for all enterprises. Enterprises are different, the relationship is good, and there are bad ones. As the director of the workshop, we must also sort out and maintain these relationships. This is also an important part of the work of the workshop director.
Implement fixed management to encourage more and more obtain