Some companies have high morale, while others are lifeless. The difference is huge. The following are important reasons: if done well, morale rises; if not, morale falls.
- Lack of Trust Trust here does not mean unconditional trust or trust without supervision, but basic trust in character and ability. Trust can better stimulate employees' enthusiasm and initiative. Without trust, employees tend to muddle along and not work proactively.
A story about trust: Many years ago, a colleague was assigned by the company to negotiate the lease of a factory. He had never done this before. Before leaving, he asked the boss how to negotiate and what the bottom line was. The boss said, "Negotiate on your own, until you are most satisfied." He suddenly felt great pressure and also great motivation, because it meant immense trust and responsibility. He didn't sleep well for several nights, carefully studied the specific situation, found the best plan, and achieved the best result. Years later, he still remembers it fondly, feeling it was a rare life experience, and he experienced the power of trust and a sense of accomplishment.
- Unfairness This mainly refers to unfair treatment and unfair opportunities.
People do not worry about scarcity but about inequality. Here, "equality" does not mean equal distribution, but that each gets what they deserve.
Admittedly, some employees may compare themselves with others or lack self-awareness, but most are fine, and transparent treatment and open communication can solve these problems.
However, if treatment and opportunities within a company are not fair to every employee—for example, unfairness caused by factionalism or because of relatives or classmates—this greatly damages the overall fair atmosphere of the company.
Since it is unfair, one's efforts are not of much value, so why bother working hard?
- Lack of Tolerance This refers to intolerance of work mistakes and failure in innovation, not intolerance of opportunistic behavior.
For example, in a restaurant, if a waiter accidentally breaks a bowl, should they be heavily punished? Would heavy punishment for such things seem too harsh? If the work environment is tense, employees cannot work happily; working in constant fear, how can they do a good job?
For example, in a new project that no one has done before, the project may fail, or there may be various trial-and-error behaviors during the process. If everything is criticized and punished, who would be willing or dare to take on new projects? Innovation is not supported by the atmosphere.
A company that is not tolerant cannot innovate.
- Lack of Care Everyone hopes for a warm environment. Even if the company is not a family, as long as employees are there, they should be given as much care as possible.
On major personal matters of employees, try to give care and attention, not only as company behavior but also as colleague behavior. The company should advocate such behavior, such as marriage, childbirth, illness, etc. It is not just about giving money; more importantly, it is about sincerity and thoughtfulness.
Once, a very capable female colleague resigned. One of the important reasons was that she felt the company was very cold. During her childbirth, no leader from the company visited her, not even a phone call or message. In contrast, many former colleagues visited her. The comparison made her feel very disappointed. She felt that such a company was not worth her efforts, so she resigned.
After all, people are not machines, so don't treat employees as machines. Look at how Wu Qi did it:
In the Records of the Grand Historian, Biography of Wu Qi, there is a story about Wu Qi loving his soldiers like his own children and sucking pus from a soldier's wound. When the soldier's mother heard about it, she cried. When asked why, she said that the soldier's father had also been sucked by Wu Qi, and out of gratitude, he fought fiercely and died gloriously. Now Wu Qi has sucked pus for her son again, and she fears her son will also die without a burial place.
- Lack of Respect Respect does not mean not criticizing. It is necessary to criticize, guide, or even punish employees for mistakes in their work.
Respect here refers to respect for the dignity of employees. Positions can be high or low, incomes can be high or low, but dignity has no high or low. If a person inherently believes that people are superior or inferior, it itself shows that this person's quality is problematic.
Li Ka-shing's family dinner reflects the difference between aristocrats and nouveau riche: No matter who it is, in front of the wealthy Li Ka-shing, everyone is equal. He is polite to servants. Even when talking with his sons, when a servant brought him soup, he repeatedly said thank you to the servant. This detail is the difference between aristocrats and nouveau riche.
A company that does not respect the dignity of employees will find it hard to win people's hearts. A company that cannot win people's hearts cannot be vibrant. A company without vitality cannot achieve great development.
- Lack of Praise I once attended a morning meeting at a Procter & Gamble office and was very impressed. Everyone reported their work from the previous day, highlighting what they did well. The manager commented on each, basically affirming, and especially praised the best person and the best thing. There was no criticism at all. Afterward, I even communicated with the manager, saying that focusing on praise is fine, but there should be some criticism.
People's motivation comes from two aspects: positive and negative incentives. The positive incentive from praise is usually much higher than the negative incentive from criticism.
Isn't praise just a word? It doesn't cost anything, so why be so stingy?
Praise and criticism should be at least 70/30, with praise at 70 and criticism at 30. Or even 80/20.
- Not Fulfilling Promises Not fulfilling the assessment criteria, or finding ways to lower them; Making casual promises and commitments, and then not fulfilling them.
And so on.
- Not Being Fair-Minded Especially in the treatment of departing employees. Employee turnover is normal. For both the employee and the company, no one is right or wrong. So, no one should speak ill of the other. Speaking ill behind someone's back is never a good thing.
But some companies, as soon as an employee leaves, hold meetings internally and shift all blame onto the employee, saying the employee was not good at this or that. Have they thought about how the remaining employees feel? When you speak ill of an employee, the current employees are definitely cursing you in their hearts.
- Lack of Happiness Happiness is a manifestation of vitality in many companies today. A happy company is a vibrant, creative, and enterprising company.
A depressed and lifeless company cannot be creative.
There is a saying, "Painful but happy," which can be extended to "Happy and working hard." Because of happiness, one is unhesitating, not calculating, and wholeheartedly devoted.
It is the above practices that lead to employee unhappiness. If you do the opposite, employees will be happy.
Today's era is different from the past. In the past, strict hierarchy was possible. Today, employees have stronger self-awareness. Past management methods no longer work; we must keep up with the times.
People are people, not machines, nor slaves. This is the fundamental starting point of management.
A company without fighting spirit, even with correct strategy, will find it hard to succeed; A company with fighting spirit, if the strategy is correct, will eventually win the market.
Source: Miao Guojun's View (ID: miaoguojun1975) New Distribution's 7th B-end E-commerce Study Tour is now recruiting!
Activity process:
June 19-23, Suzhou·Shanghai·Hangzhou 19th: Check in at designated hotel in Suzhou; 20th: Visit Suzhou Maidlin; 21st: Visit Shanghai Hd; 22nd: Visit Hangzhou Wangcang; 23rd: Return or free arrangement for sightseeing;
Distributor friends interested in transformation are welcome to join us for understanding and on-site inspection:
Organization format
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6th B-end e-commerce inspection group photo, from top to bottom: Zhongke Shangruan, Shuhai Supply Chain, Yunmei Co., Ltd., Yishang Logistics.
5th B-end e-commerce inspection group photo, from top to bottom: Huiwangxing, Beiquan, Tongying Tianxia, Quanshihui, Zhongke Shangruan.
4th B-end e-commerce inspection group photo, from top to bottom: Alibaba Retail Link, Qianmi Network.
3rd B-end e-commerce inspection group photo, from top to bottom: Yunbao Shangmeng, Weijie City Distribution, Wanshang Yizhan.
2nd B-end e-commerce inspection group photo, from top to bottom: Jinhuobao, Caiba, Yishang.
1st B-end e-commerce inspection group photo, from top to bottom: Piduoduo, Beiquan, Yishang.
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