Management Solutions

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Management Solutions

Brief Solution for Risk Management of Employees’ Work Atmosphere

» Applicable Scope

The Solution is recommended for HR management to identify employees’ work style and help managerial personnel eliminate the employees’ negative work mood, lift employees' morale standards and enhance enterprises' coherence, thereby improving their work efficiency and preventing risks resulted from employees’ mood, quality and morality.

» Frequently Asked Questions

"O ur enterprise specializes in vehicle maintenance and repair. Over the past several months, our employees’ work enthusiasm had been low and some employees’ mood even affected others’ normal work. How to find the reason for this problem and raise the employees’ enthusiasm?”

“Our company engages in machinery manufacturing. Our employees are poor in professional quality and work efficiency but very proud. They always gather to complain about salary, which results in the adverse influence on the whole staff. How to change the current situation?”

“In our enterprise, some of the employees form their own communities. These employees disobey their leaders and play against the supervisor, which ruins the coherence in the intermediate managing class and affects the enterprise’s daily operation. How to solve this problem effectively and swiftly?”

» Brief Solution (Sample)

I. Representations of Negative Work Atmosphere

Negative work atmosphere is a common problem in every industry, especially popular in labor-intensive enterprises such as manufacturing and distribution enterprises. The typical representations of the problem include:

Some employees’ depressed moods affect work enthusiasm and efficiency of themselves and others..

Part of employees form the “interest community”, scattering adverse messages and destroying relationship among employees or between employees and managerial personnel, which leads to the incoherence of the enterprises and fickleness of employees.

A portion of employees intend to leave the jobs. They are slothful in their work, and even persuade others to quit.

Some employees muddle with their work, escaping from their responsibilities and affecting others’ work emotions.

II. Roots of Negative Work Atmosphere and Risk Factors

Negative work atmosphere among employees is one kind of the risks resulted from post-employees. Besides the problem in HR management, it also involves many other complicated factors, which can be generally collated into the following aspects.

The enterprise is lack of core corporate culture or the existing corporate culture isn’t accepted by employees.

The enterprise is lack of performance evaluation system or the existing one is defective and could not be fully carried out.

Specific employee or even a portion of employees have intentions to quit.

The managerial personnel lack management abilities, or the management is not effective and sufficient.

III. Solutions

Due to the complex roots of negative work atmosphere, it will lead to many other risks if not solved in time,. For example, the growth of negative emotions among employees may develop to moral risks, will result in financial disasters or other serious consequences. Therefore, how to eliminate negative work atmosphere deserves the attention of managerial personnel of every enterprise.

A. Basic Countermeasures and Methods

Enhance communication with employees, understand their feelings, so that to help them eliminate negative mood and adjust working state.

Foster corporate culture via training, conveying the values the enterprise which are advocated to employees via various forms to enhance employees’ acknowledge about corporate culture.

Perfect the performance evaluation system, strengthen executive force and raise employees’ work initiative through promotions.

Integrate the criterion on employees’ behaviors and reinforce the guidance and instruction towards them. Shift the post or lay off those who have seriously destroyed the work atmosphere of enterprises.

Pay attention to the selection and cultivation of mid-level managerial personnel, improve their management level and intensify the coherence of the management team.

B. Other Complement Schemes

Introduction of Risk Prevention Mechanism

Adopt strict human resource recruitment system and methods. Verify the background of the candidates, esp. their job performance on the previous posts; eliminate those who are not in accordance with the corporate culture and those with moral risks; this is especially important for candidates of mid-level managers.

Consolidation of Information Management over Present Employees

Timely record the employees’ job performance and achievements, quantize and analyze the employees’ job performance through the recorded information, so that enterprises can find their employees’ abnormality in mood and behavior at the earliest possible time. At the same time, to consolidate information management by recording information such as whether the employees have ever infringed upon enterprises financially or in other forms, this could help enterprises improve their management or adopt legal approaches if necessary.

Information Block to Ex-employees

To ex-employees, especially those who have been shifted posts or dismissed for damaging work atmosphere of enterprises, enterprises should adopt proper measure to decrease the frequency of their appearance business operational places of the enterprises and avoid their frequent contact with other employees.