Manage | How to improve employees' work happiness

In the human resource management of modern enterprises, the happiness of employees at work is gradually becoming the core and foundation of management. Combined with the survey results of the Chinese Resource Development Network, the factors that lead to the low happiness of employees at work are analyzed, and several countermeasures are proposed from the perspective of humanistic management on how enterprises can improve the happiness of employees at work:

01

The impact of employees' work happiness on job performance

The main composition of an enterprise is people, how to make the best use of people is the key to employing people, and the happiness of work is a very important indicator that determines the best of people's talents. In the human resource management of modern enterprises, the happiness of employees at work is gradually becoming the core and foundation of management.

Organizational behaviorists, sociologists, and business management scientists all believe that improving the happiness of employees at work can increase their motivation for work, which in turn improves their work performance. Happy employees are employees with high productivity, and the degree of employees' work happiness will directly affect the employee's work performance and work behavior, and there is a clear relationship between it and the employee's turnover rate and work enthusiasm. The study also found that employees with high levels of well-being are more willing to make greater contributions to the business; Employees who lack happiness are more likely to leave when they think they might work for other organizations or when they encounter setbacks. Many studies have also confirmed that job happiness directly affects employee absenteeism and turnover, and that improving employee happiness at work can reduce employee turnover and also reduce absenteeism.

It can be seen that by studying the influencing factors of work happiness and exploring the corresponding human resource management countermeasures of enterprises, we can provide new ways and methods for enterprises to improve organizational performance and achieve a win-win situation between enterprises and employees.

02

Analysis of the factors that lead to low employee happiness at work

Chinese Resource Development Network has conducted a nationwide "Work Happiness Index Survey" with many human resource management and psychology experts and strong media in the United Nations.

Data from the "Work Happiness Index Survey" shows that 19.6% of respondents believe that their job responsibilities are not accurate, 26.3% of respondents believe that their work and life conflicts often occur, 33.6 respondents believe that their workload is unreasonable, 116% of respondents report that their work is not supported by family and friends, 16.4% of respondents are not satisfied with the working environment and working conditions, 47.5% Respondents lack sufficient confidence in the future development prospects of their units, 34.2% of respondents do not like their work, 52.1% of respondents believe that their work treatment is not proportional to their contribution to the unit, 52% of the respondents are not satisfied with the management style and style of their direct superiors, 62.2% of the respondents feel that the management system and process of their units are unreasonable, and 11.5% of the respondents feel that their current work is not complacent.

From the survey results, it can be seen that the need for employees' self-realization, salary satisfaction, family happiness, interpersonal relations, etc., are important factors affecting the happiness of employees in China's enterprises.

03

Human resource management measures to improve employees' sense of well-being at work

Based on the analysis of the results of the survey on the happiness of employees at work in China, we propose the following countermeasures from the perspective of people-oriented management on the topic of how enterprises can improve the happiness of employees at work

First, pay attention to the career development plan of employees

The sense of achievement and ability of work have a greater impact on the work happiness of employees in China' enterprises. The "hierarchy of needs theory" proposed by american psychologist Maslow summarizes the various needs of people into five levels of needs: physiology, safety, socialization, respect and self-realization, of which physiological, safety and social needs are low-level needs, and respect and self-realization are high-level needs.

While taking measures such as the salary system to meet the low-level needs of employees, enterprises should also meet the needs of employees for other levels through other measures, and the specific measures can be as follows:

First, meet the needs of employees for self-realization by helping them develop career plans. For excellent employees, enterprises should pay attention to their investment investment, on the one hand, enterprises can help them develop a set of career planning, so that they can grow with the enterprise; On the other hand, key training can be carried out to provide employees with a better foundation for development and learning opportunities. This not only helps to increase employees' loyalty and sense of belonging, but also helps companies retain good employees and motivates them to serve the business more efficiently. In addition, companies can have more stable and lasting results by setting challenging goals for their employees.

Second, in the work, enterprises can give employees more responsibilities by appointing employees and giving them more power to improve their sense of achievement and subjective enthusiasm. Of course, for the distribution of responsibility and power to fully consider the ability and willingness of employees, if employees do not have the ability to assume the responsibility given, not only can not complete the goal, but also will cause employees to feel the sense of crisis, their work happiness has a negative effect.

Second, build a scientific salary system

Salary satisfaction has a great impact on the work happiness of employees in Chinese enterprises. Reasonable salary is the basis for enhancing the happiness of employees at work. The salary system of the enterprise needs to motivate the employees, compared with other similar enterprises, it is necessary to have market competitiveness, but also to be able to reflect the fairness within the enterprise, so the enterprise should formulate a scientific and comprehensive salary management system in combination with its own situation, speak with data as much as possible, adhere to the principle of more work and more gain, and provide alternative salary contents for different situations of employees within the enterprise, such as housing subsidies, communication subsidies, transportation subsidies, etc. This requires enterprises to quantify the indicators in the salary system, motivate employees to continuously improve themselves, so as to improve performance and assume responsibilities, so as to achieve the best effect of motivating employees and stabilizing the work team. When employees get the most reward for their efforts, they naturally feel a sense of happiness at work.

For the formulation of the remuneration system, it is not only necessary to consider the competitiveness, incentive and fairness, but also to formulate different remuneration policies based on factors such as the characteristics of the enterprise and the nature of the employee's work.

For example, if the employee's work is project-based, then relatively stable compensation measures should be used in the early stage of the project, and some incentive measures should be used in the later stages of the project to encourage employees to complete their goals After the completion of the project, measures such as bonuses should be used to motivate employees to maintain high efficiency and high performance.

In addition, the formulation of the compensation system can not only consider bonuses and material incentives According to Maslow's theory of demand layer arrears, enterprises should consider both material factors and the deeper pursuit of employees when formulating a reasonable and effective compensation system.

Third, build a good interactive atmosphere for enterprise and family work

Our country is a collectivist country, and the emphasis on the family is an important manifestation of the culture of the collectivist country. Family happiness has a very important impact on the subjective happiness of employees in Chinese enterprises. Therefore, companies can take measures to influence the happiness of employees' families, affect their work happiness, and then improve their work performance. Working for a long time reduces the contact and interaction between employees and families, affects the feelings between employees and families to a certain extent, reduces family happiness, and then affects employees' work happiness. Therefore, enterprises can reasonably arrange work plans and working hours, improve the work efficiency of employees at work, minimize employee overtime and reduce the tasks of employees' non-working hours, and increase the interaction time between employees and families, which will help communication and exchange between employees and family members and increase the happiness of employees' families.

Enterprises should care about employees, care about their family situation, and care about their family needs. For example, on the birthday of an employee's spouse or children, a blessing or gift can be sent. This can also help employees improve family happiness and increase employees' corporate loyalty. In addition, enterprises can organize some activities that allow employees' family members to participate together, which can enhance employees' family happiness on the one hand, and increase employees' sense of belonging to the company on the other hand.

Fourth, create a communicative corporate culture

Interpersonal relationships are also an important factor affecting the happiness of employees in Chinese enterprises. My country is a collectivist country, and people pay special attention to harmonious social relations. Therefore, enterprises can promote communication between employees by creating a communicative corporate culture, so that employees have a more harmonious colleague relationship, helping employees to solve work problems faster, while increasing employees' work happiness.

In addition, establishing an effective communication mechanism can not only improve the relationship between superiors and subordinates, but also understand the needs of employees and make employees work harder. Only good communication can ensure the sense of identity and loyalty of employees to the enterprise, so that employees feel that they are the hospital of the enterprise family, feel their value in the enterprise, and not just work according to the instructions, which is conducive to improving the happiness of employees and motivating them to better serve the enterprise.