Gao Ying
Training Summary
——- What motivates you in your work
In my common and substantial life, I devoted all I have to my family and work. Like what I said in my Weixin:" Body and soul for work; love your family and your friends and leave yourself as less regret as possible".
During 8 years of work in HBP, from the occasional complaint and non- active work, to the enjoying work, I thought it through and I own this to three reasons:
1、Encouraged and trusted
Psychologists say: people tend to be influenced and implied by the people they like and admire. If they received trust and praise, people would gain motivating power and try to live up what is expected.
Last Friday, when I attended the panel discussion of environmental engineering departments of 2014, the first word of the new VP who just joined in 2013 was: I am honored to attend the meeting of such level...... When I heard this, I suddenly realized that I was lucky, due to my work I can directly attended such meetings and have contact with high management, from the general manager of the corporate to 10 big shareholders to the head of business departments. They are all people that I admire, their thinking, words and behaviors influence me all the time silently, they always acknowledged encouraged me. I think this is what motivates me where I had been working hard and correcting myself.
2、Interested in mission itself
In 2012, I was transferred to a new department--Operation management department during the restructuring. The nature and content of my work was different with the previous one. Within less than 2 years in operation management, I tried hard to absorb their merits from the contact with many leaders, though I had to face all sorts of challenges, I never flinched When I first arrived at the operation management department, I had no idea of what I was going to do and how, how to get along with department leaders......under the directions and lead of many leaders, I gradually found my own position and got the hang of how to deal with things; the leaders must have seen through my advantages and disadvantages, they put me in the relatively proper position and stimulated my motivation for work.
3、Faith
A woman with soul is a charming woman; a woman with faith is a powerful woman. My parents gave me a relatively stable living environment. After getting married and having a child, my parents and my family shared many chores. They gave me a stable home, so that I can work without worries. I want to thank my mother, she is a Buddhist. She made me learn what life is really about. Her kindness, peace, and tolerance influence me all the time. I especially like Japanese entrepreneur Inamori Kazuo's business philosophy: respect God and love people. I hope HBP also slowly advocates a belief, a kind of culture in the future, such as Alibaba Taiji culture.
Although there are many incentive methods for the employees, but I believe that intrinsic motivation of employee cannot be dispensed with (that is the inner satisfaction) influence, training, salary and promotion, are possible means, and these should not just serve as means to motivate employees, they also need to stimulate the internal sense of satisfaction, with both the greatest effect will be achieved. As I mentioned and followed by, if HBP sticks to this, HBP can excite the countless "Speedy", no matter how the qualification is, but at least he or she can love this work, and only with love, will he or she work hard, with passion!
But for me, self-cultivation, cultivation of mind and keeping improve myself, are just what I need to do. If you can't let others appreciate, admire and trust you, I think no matter how much you praise, you try to encourage it is useless. Because you lack of magnetic field, without cohesion power, nobody cares about your praise. So for the second problem of that human resources raised, I don't have quite mature opinion.
Finally, combining with the nature of the current work, from the single regard of motivating subordinates, I would like to say something about work for next year. In fact, HBP Company has a common ground with Alibaba. In terms of "Huyou" ability, general manager Ma and HBP are at the same level. Like the monthly high management meeting and the yearly employee convention Ma Yun had, one month one article in the company magazine. These show that for many things in Alibaba, they require Ma Yun's "Huyou" to work. Whether this phenomenon is normal or not, conducive or not to the development of the company, I think HR surely has detailed work deployment for the company leadership echelon. But in the near term, as of 2014, HBP's most "Huyou" leadership should be still its general manager.
So, Operation management department will take full advantage of HBP general manager's" Huyou" ability in 2014, even though the business departments are not our subordinates, but they are keys to achieve the general management objective of the corporation. Management department will have in-depth contact and communication with all business departments in 2014, and spot issues in a timely manner; if necessary we will have the general manager to communicate with the business department. We hope that in 2014, we can find the problems at the spot, and discuss the root, thus we can really avoid the problem. I hope everyone will be acknowledged, praised and motivated in most cases in the meeting.
The above is based on my simple thinking after training, which just serves for sharing and discussion purpose with everyone.
Improve employee’s intrinsic motivation, strengthen process management mechanism
On November 24, 2013, I happened to have the honor to participate in management knowledge training with a theme Enterprise Culture and Evergreen Undertaking organized by human resources department. Through this training, I had a deep understanding of the management work, and reviewed my previous management work, through the management knowledge explained by the teacher, I tried to verify and contrast to my own management methods adopted, I found my shortcomings in the daily management work, have a more comprehensive understanding of management method, and I had a lot of feelings. Combined with work content and the nature in the design institute I have the following ideas for everyone's discussion.
Improve employee’s intrinsic motivation
Intrinsic motivation of employees is motivation that you can see and touch, but it plays a very significant role in practice, and even plays a decisive role in some work.
We can buy a person's time, we can hire a person to a fixed position, we can buy technical operations per hour or per day, but we cannot buy enthusiasm, creativity, heart and soul, we have to try to win all these.
Employee incentives are of no more than two methods: a reasonable salary system and scientific management system. But the human needs are multi-level, material needs are of the lowest level, so the role of incentive pay is limited; where management becomes stiff as it is institutionalized, unable to motivate the enthusiasm and creativity in employees. Crisis, honor, mission, competition, communication, survival, interest and space can bring employees the most powerful action force. Motivation means and effect guarantee are two basic principles that must be adhered to.
Fairness
Fairness is an important principle in the management of employees; any unfair treatment will affect the employee's working efficiency and mood, and affect incentive effect. Managers must have a fair mind, and should not have any prejudices and preferences, or any of unfair words and acts when processing employee’s issue. Employees who achieved the same results must receive the same level of incentives; similarly, employees that committed the same error should also be subject to the same level of punishment. If you fail to do this, managers would prefer not to reward or punish. As long as employees cherish uneven mentality, many previous motivation methods will not work anymore.
Vary according to the man
Different staff shall be motivated with different motivation methods, and therefore such motivation methods can play the most important role.
I would like to talk about the following based on the work in design institute:
Praise and punish system
Make clear the incentive mechanism. For those who completed the project node in time, reward immediately in current month, with no upper limit. For those who failed to complete in time, punishment will be per system descriptions.
To make sure that each employee can actively participate in the project, at the same time, examine employee monthly man-hour.
Employee development system
Establish reasonable employee development system. The long-term development should be good enough to attract employees. At the same time, the current posts should be assigned reasonably, so that each employee at their posts can have expectancy for an upper level position, there should be no great distance between the posts which allows for a fast promotion via hard working.
Establish short-term and long-term development plan for design institute, to better stimulate employee intrinsic motivation.
Set the short-term/long-term development plan for the design institute in order to motivate the internal impetus of our staff.
Others
Competition, honor and other incentives as the auxiliary means.
Strengthen process management mechanism
Emphasize seriousness of the project plan execution
Establish a special plan for management personnel, and formulate an operable design schedule with specific tasks delegated to individuals. Through the planner constant monitoring of task owners , together with urging, award and punish system, the supervision and management is executed effectively. Through the above methods, combined with a large number of projects, thus we can achieve the goal to leave a very clear notion in the hearts of every staff that goals must be achieved on time.
Emphasize seriousness of the program execution
API program should be executed strictly, especially the input and output evaluation system. This is the foundation that guarantees the quality of our design drawings. Input review aims to achieve a comprehensive analysis of the requirements of the owners, through the experience advantages of technical experts, list the stated and implicit requirements in the owner's documents, at the same time, indicate the design direction and the problems in the execution of the design. Output review is a key to control the design quality, the technical review of the experts, is a phase that is to optimize the design and eliminate quality problems.
Control of work scope change
Gradually establish the contract concept among the designers and especially the design managers. All work must be within the scope specified in the contract, for work beyond the scope of the contract, the design personnel at all levels of should have the economic concept. Try to improve project profit through timely delivery of confirmation sheet of non-scope work to the owners.
Post division principle
By setting the design personnel post, confirm each level of design personnel’s responsibility.
Draftsman-design-proofreading-review-approval-technical expert, count such specific technical development route so as to confirm each level of personnel’s duty. Accordingly, the design proofreading and review personnel can play their most efficient role and reflect the effect as the technical backbone.
Motivate staff’s internal passion with good enterprise culture
——A training inspiration for Enterprise Culture and Evergreen Undertaking
On November 24th, “Enterprise Culture and Evergreen Undertaking" training course ended, organized by group company HR department. I gained systematic knowledge and understanding for corporate culture in this training.
Corporate culture is an indispensable part of an enterprise, excellent corporate culture can create a good business environment, improve staff's cultural quality and moral level, and form cohesion, centripetal power and binding power, an indispensable spiritual power and ethical code for enterprise development, it brings enterprises positive effect, helps the enterprise resources to achieve reasonable configuration, and thus improves the competitiveness of enterprises, building a good corporate culture can not only bring benefits for the enterprise, also it can light up the work passion of every employee, which gives full play to their subjective initiative during their work, it can not only improve work efficiency, but also can help them realize their own values .
First, promote the staff cohesion with corporate culture
Corporate culture is a kind of spiritual culture, it is a kind of centripetal force, it brings the whole enterprise together. It is gained through the test of time, and is accepted by the members of the enterprises. It represents a company towards outside, you may say it is another signboard of the enterprise; it manifests staff cohesion inside, but also it is where the faith of all staff lies, forming a powerful centripetal force, making employees united as one man and keeping step with each other, and striving to achieve the set goal. Therefore, favorable corporate culture must be based on the man, where personal feelings will be respected, thus a united, friendly, mutually trusted and peaceful atmosphere is created in the enterprise, the team awareness is strengthened and a powerful cohesion and centripetal power are thus created among the employees.
Second, use perfect system and specification as the cornerstone of corporate culture
Corporate culture specification includes ethics and code of conduct. When corporate culture rises to a certain height, this specification generates intangible binding power, which is called company system, it lets the staff understand what not to do, what can't be done, which rules and work process should be strictly obeyed, this is the constraint effect of the corporate culture. Through these constraints the employee enthusiasm, initiative and self-discipline are improved, so that employees clearly understand the meaning of work and work methods, thus to improve the employee's sense of responsibility and sense of mission.
Third, use corporate culture as the work and behavior guide of employees, namely the guiding function
Corporate culture is like an invisible baton, which lets the employees consciously work in accordance with the corporate requirements; this is the guiding function of corporate culture. The core values of the enterprise and the enterprise spirit have invisible guiding functions, and can provide the direction and methods for enterprises and employees, allowing employees to comply with spontaneously, thus the enterprise and individual will and vision are united, which will promote enterprise development.
Fourth, corporate culture is an important source to ignite employee inherent passion
Excellent corporate culture has inspiring and stimulation effect on employees virtually, good working atmosphere surely will allow employees to enjoy the pleasure of working, if you work in a corporate where people tend to pass over each other tasks, infested with infighting, employees surely won't enjoy harmony and happiness, but will have a negative mentality. The culture atmosphere and value orientation brought by corporate culture is a kind of spiritual motivation, it can mobilize and arouse the employee's activeness, initiative and creativity, and solicits potential wisdom of human, it brings the employee's ability to a full scale development, and enhances the overall execution power of enterprises.
Then how to ignite the intrinsic motivation and passion of you and your employees?
A passionate team should be a harmonious team, which has a common value trend as the base, a profound emotion atmosphere as the link, and a unified strategic objective as the driving force, thus it produces a strong cohesion and centripetal force, followed by an infinite execution and fighting capacity. The team needs to have the spirit, and the core of this spirit is the passion, the passion and the management method of leadership are the key to the success or failure of the whole team and even the whole enterprise.
1、The leadership passion is the source of employees’ work enthusiasm and fighting capacity.
People often say " The train runs fast, thanks to its head", thus the leadership should create favorable spirit by means of manners, character, behavior and so on personality power, which would have guiding, inspiring and leading effect on the whole team's thoughts and actions; we should let the diligent style become mainstream, the fairness and justice will be criteria, let the precise work style and passionate work mode inspire, so whether the team is passion or not, will a strong execution, power be formed, it first of all depends on the leadership passion. A man with passion is like sunshine, which can lighten every nook and corner. Passion is influencing, the leadership passion can influence its subordinates, where the subordinate passion can spur leadership, and thus a good circulation and mutual effect is formed.
2、Leaders should be more of a coach instead of a judge.
Being a referee often tends to have the likes and dislikes of the leadership dominate the judgment of a matter or person, and often acts as a blow to individual initiative. To give full play to employee initiative, leadership is required to be more of coach, and be ready to teach subordinates how to do at any time anywhere. Let your subordinates hear more encouraging words, let your subordinates enjoy the pride out of learning further, let your subordinates enjoy the success of even one mission as much as possible. Being a leader is not about waiting for the results, and complaining like whining mistress about his or her subordinates’ bad performance. Leaders should go deep into the process instead of staring at the results and ignoring the efforts that employees had made.
3、Encourage subordinate's independent thinking and the team cooperation.
Leaders should encourage independent thinking, independent handling, and allow autonomy as much as possible instead of setting many restrictions and fetters, limiting their independent play. This is a long-term process; do not expect all of a sudden the subordinates can achieve the independence that you want. Encourages the staff to communicate and cooperate. If it is found that the office is quiet, that is definitely not a good thing, because everyone looked very hard-working, in fact, is likely to be less effective. A team full of passion has laughter in the office, and a warm discussion of work, absolutely not "quiet".
4、Leaders' upgrading and downgrading processing of issues
In the daily management, if subordinates made a mistake, such as saying something wrong, mistyping, it seems minor issues, it becomes habit overtime, thus forms a bad culture. For this situation, the leader should take upgrading process and start from details and correct the employee to avoid bigger mistake. If a big mistake is made, then he needs downgrading process, cool down and give the maximal assistance to seek for a remedy together.
5、Scientific use of praise and criticize.
Timely discover the active members of the team, and praise them in public places, let him or her have "Noticed" sense. While the material rewards are necessary, don't always praise in words; between the company and employees there is a two-way choice, the employee will judge corporate culture from the company benefits, incentive mechanism and enterprises hope that they can have a competent employee with their thinking from the beginning when their ability is identified, also want them to contribute to the enterprise development, therefore the material reward is a must for the employees. But at the same time the incentive should be fair and open. Leaders should use criticism as much as less, the love can be wide but not for everyone, even criticism requires skills, it better for you to use truth to show it than directly criticize it, and still leave the employee grateful, thus he or she will return the tolerance from the leader and enterprise with harder working.
Therefore, corporate culture is the embodiment of consciousness and connotation of corporate individuality, is the soul for the enterprise development and growth, and is an inexhaustible motive force to promote enterprise development, which gives full play to enterprise cultural orientation, cohesion, incentive effects and so on, this can establish and cultivate enterprise expected character, the spirit of innovation, awareness of service and so on, and stimulate employee enthusiasm and creativity, promote the healthy and harmonious development of the enterprise.
Therefore, corporate culture is the embodiment of consciousness and connotation of corporate individuality, is the soul for the enterprise development and growth, and is an inexhaustible motive force to promote enterprise development, which gives full play to enterprise cultural orientation, cohesion, incentive effects and so on, this can establish and cultivate enterprise expected character, the spirit of innovation, awareness of service and so on, and stimulate employee enthusiasm and creativity, promote the healthy and harmonious development of the enterprise.
My understanding for the inner motivation formation owning to the following main aspects: 1 The outlook on life 2. Education degree 3. Growing environment 4. Personal manners 5. Morale level 6. Professional competency. These factors have mutual effect on each other, and may vary by different individuals, thus different states of individual work and life are formed. My inner motivation does not need stimulation and lit-up, I have been insisting this idea since I graduated from school and joined in work. You joined a company, the company gives you acceptable salary and the corresponding benefits, and you have obligation to do everything you can to get the job done. To do every single thing, you need to be serious, responsible, and excelsior and keep learning in the process of work, and you need to adjust to meet the requirements of your company and create the corresponding values. Provide necessary help and support to colleagues. For what you think is not correct and not the normal, raise it timely, and obey company processing opinions. In case of conflict of personal interests and the interests of the company, it is time to have overall situation idea. A raise, reward, promotion and other external factors may not have big impact on my work status. What I need more in work is trust and support.
How to mobilize the enthusiasm of the staff, light up their inner motivation, leaders need to do the following in daily work (Part is mentioned during the training)
1. The first thing is to establish the correct idea, and let the staff view the job correctly
1）Does your work bring any value? For yourself? For the company? For others?
2）What do you harvest from your work? Pay? The accumulation of knowledge and experience? Respect? Trust and praise? The joy of success? Good occupational direction?
2.Full trust and respect to the employees
3. Employees that have good performance must receive appropriate praise and encouragement
4. Matching salary and treatment should be given in accordance with employee ability, post fit conditions, work saturation level, sense of responsibility and activeness（Which is actually the performance review, it should be combined with the actual situation of the company)
5. Communicate periodically, and process employee problem timely
6. According to employee characteristics, provide growing space based on personal willingness
7.Encourage employees to raise different opinions related to management and treat them seriously, create a demo
8.Encourage employees to raise different opinions related to management and treat them seriously, create a democratic environment and giving employees certain management authority
9. To win benefits for employees as much as possible if condition allows
10. To create a harmonious atmosphere of the department, regularly organize some positive and healthy team activities
11. Care for the employee's health, to understand the lives of employees and give proper and timely help if they have difficulties
Beijing procurement management center is a young team, from purchase assistant to Senior Purchase Engineer; basically everyone has a positive attitude, good working enthusiasm and sense of responsibility. Of course, this will be different for different individuals, at this time the leader needs to communicate more with subordinates, understand their real needs; newly graduated young people may need more of your directions and help in work. Experienced engineers need more acknowledgment, equality and respect in work. According to different personal circumstances make reasonable arrangements for work, try to balance the workload and made everyone feel that 8 hours of work is got enough to do. Giving appropriate pressure allows employees to maintain freshness in the work; through continuous learning they confront new challenges. Allow employees to be involved in department management, and a certain degree of decision-making power, department meetings can organize be regularly , to listen to the opinions subordinates in terms of management, let the employees really feel she / he is part of a team and obtain the sense of belonging. Often organize internal and external trainings and activities, the staff can be trainer, she / he can share the knowledge and experience mastered with all, get a sense of identity and a sense of accomplishment; the training and activities are not confined to professional knowledge, it can also be improving physical fitness, how to enrich knowledge for life. On the one hand this increases team cohesion, on the other hand, it helps the employees to release pressure during work intervals, adjust themselves and work better heart and soul.
The above is based on my own understanding on corporate culture, wherever is not appropriate, your corrections are welcome.
Study notes for “My opinions for Corporate Culture and Evergreen Undertaking”
My understanding is that corporate culture is the core value of the enterprise, if we make it specific to the individual; it is that the majority of people in the enterprise have relatively consistent values and beliefs. Inside the enterprise, it is an important link between organization and individual, and of the harmonious relationship between employees, it is an important pivot for corporate interests and the individual interests; externally, it is an important basis for processing relations between enterprise and the country, enterprise and the customer, enterprise and environment. In short, the enterprise culture carries important meaning to promote the enterprise cohesion and competitiveness.
This year is the twentieth year Since Catte Company was established, and the first year that Kate joined the HBP group. However, Kate's core culture has not changed, that is: Kate home culture, all for one, one for all, the matters of the company, is everybody's business, like bees make honey, for me, and for others. It is this simple thought, being active and hard-working in work and making corporate development as a mission for ourselves, in life we care for each other, we treat our colleagues as families, friendly and embracing, Kate company keeps pace with the times under these core values, is gradually moving towards a modern enterprise.
As an employee of Catte Company, I have been practicing my own mission, We are a family, we progress together, and grow together. Choice is more important than efforts! As one of the company's main responsible person, a good grasp of the development trend , combined with harmonious coexistence with the rapidly changing times, is becoming our most important task, while pulling the cart hard with head down, we also need to look up the road.
We are a family. We let every employee of the company live with dignity and grace. Everyone, through personal struggle and hard work, can achieve the value of life in their respective positions. We help each other, unified and friendly, we learn from each other, and seek for common progress.
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