Three Simple Steps To Solve Employee'S Laziness

Everyone has inertia. From the bone, the boss is no more diligent than the employee.

Employees are lazy and naturally have to find ways to solve them. Countless facts tell us that it is impossible to rely on so-called self-awareness.

For instance, the role of assessment, performance or motivation is also limited. Of course, it is not a cold day.

There are also some simple and quick ways. Here, the author introduces a simple three step to friends of dealers, which can alleviate to a certain extent.

The first step is to pfer labor relations.

After the implementation of the new labor law, the labor contract must be signed and the social security should be purchased for employees. Whether the boss is willing to pay the money or not, it must be done. Otherwise, once the employee comes to the labor supervision department, it will be enough for you to drink a pot.

This is a small matter for the boss to spend money, the most troublesome resignation trouble, obviously inappropriate person, dismissal or to supplement the money to make up the money, and can not be casually dismissed, this is really angry.

In the view of some bosses, this labor law has even stimulated the laziness of employees.

　　人之所以存在懒惰情绪，必然是以安全感作为前提的，解决员工的懒惰情绪首先就得打破员工的安全感，人一旦失去安全感之后，必然会紧张起来，当然，这得有个尺度，一不能违法，二不能搞过了头，这有个很简单且又合法的办法，就是把员工的劳资关系转移出去，新劳动法实施后，各地都出现了许多人事外包公司，类似于以前的对外劳动服务公司，由这类公司和员工签定劳动合同，购买社保，再把员工派遣到各公司去上班，从劳资关系上看，员工是人事外包公司的人，当然，这仅仅只是关系上，该去那上班还是去那上班，对老板来说，省去了与员工签合同，跑劳动局办社保之类的杂事(这也是一笔不小的成本)，若是要辞退，直接通知人事公司即可，即便发生什么劳资纠纷，也是由人事公司出面来解决，当然，老板所要做的，就得要支付给人事公司一些服务

Fee (general market is around one hundred per person).

After the employer pferred the employee's labor relations to the personnel company, although it had no effect on the protection of personal rights and incomes of employees, but due to the change of affiliation and the possibility of being dismissed at any time (the key was to be dismissed after the employer was unable to find the boss to go to the theory), the sense of security was broken immediately, and no longer dared to be as lazy as before, and naturally became nervous in spirit, and immediately began to pay attention to what the boss was going to do next, whether it would affect himself or not, and whether he would be influenced by himself or even if he would be fired by the boss.

From the safety point of view, we should be honest and honest recently.

From the cost point of view, the boss needs to increase the service charge to the personnel company, but the cost of sending the personnel to run the labor bureau and dealing with labor disputes is still limited.

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The second step, new faces.

Another reason for laziness of old staff is to feel that they are valuable in the company, and that their jobs are not yet replaced. In other words, if they do not work, they can not be picked up in a short time. This also constitutes the capital of lazy employees. The solution is simple, that is, take certain actions to make the old employees understand that even if they are picking up their own products, they will not have any influence on the company's business, nor can they frighten the boss.

The specific way is to let new people show up. There are two ways for this new person to appear. One is to recruit new recruits. At the same time, in the existing business group, select a few people who have not been seriously polluted to form a new team. Of course, this must reflect the difference from the old team, for example, in the product division, market segmentation, business meetings must be individually opened, if there are conditions, even their office locations are separated.

The formation of this new team will have a direct oppressive feeling on the old employees. If the pfer of labor relations is just a prelude, then the formation of the new team can be a real pressure. Moreover, the product partition and market division of the new team have begun to show the replacement of self value. As business meetings are being opened alone, what they are discussing, what orders the boss has given them, and how they can not grasp all of them clearly will make them more anxious.

If you can't recruit a suitable new employee for the time being, then use second ways to get in touch with some new people from the standpoint of reserve, and temporarily recruit them. But they should start contacting companies, such as visiting companies, checking the current outlets, taking part in business meetings, consulting company information, and so on, preparing for entering the company's foundation. In the view of the old employees, this is no different from the newcomers directly into the company. Under such circumstances, it is easy for the old employees to have the idea of talking to the boss, and the purpose is to know the boss's views on himself and the next plan.

If the boss meets the old employee voluntarily to apply for a chat with himself, he will reply: "exactly, I will look for you in a few days".

Third, from head to writing

What is called "from head to writing" is to put things out of the head of employees in writing, such as customer information, operation process and experience, market rules, historical accidents, tactics and so on.

在前两步走完后，就开始做这一步，划分出若干个大类出来，把相关的空白表格做好，要求全员参与，能写多细写多细，硬性的要求员工把脑袋里存的这些东西都给我倒出来，这些资料和经验都属于公司，就应该都拿出来，进行汇总，从中整理出更加有效的工作流程，分析出客户和产品的价值贡献，这对老员工来说，等于就是把自己混饭吃的家伙全给交出来，那以后老板要把自己开掉，还不是分分种的事情，可要是抗拒不执行，或是敷衍了事，那就等于直接和老板激化矛盾，彻底向老板摊牌了，不过，考虑到劳资关系已经转移，新人逐渐在接手，即便自己提出不干，老板断然不会真正挽留的，也拿不到什么补偿，再说了，自己若是提出不做，新的工作又在哪里?在这种情况下，老员工往往会主动向老板申请一个单独沟通的机会，起码向老板诉诉苦，说说自己这些年

In the company's contribution, there is no credit for hard work. Besides, the burden is heavy, and it is eighty years old.

Of course, the boss has to explain to the employees why they need to do these jobs. The reason is very sufficient. The company should develop towards standardization, and management should be scientific and streamlined. We hope that you can adjust your status in time and keep pace with the development of the company.

The execution time of this method is about one month to two months, the operation steps are simple, the safety coefficient is high, and the input cost is limited, so it has strong controllability.