How does FM2009 improve the Engagement Index?

Personally, I think it's important not only to be hands-on in the games and meetings, but also to deal with reporters calmly and maintain the morale of the team.

When attending the press conference, pay attention to not being humble or arrogant to respond appropriately, and after the meeting, look at the players' reactions, and show joy and happiness, which means that the press conference was relatively successful.

The strong team will be easier to open, just pick the option to improve morale; The weak team has to pay attention to their own needs to keep the players motivated. If there is an option to praise the opposing coach, the players will generally feel happy.

Remember to check the satisfaction of the fans and praise and criticize the players who are on the list. Deal with the player's emotions when they are concerned or dissatisfied, in short, try to improve the team's river crab degree.

In addition, it is said that the reasonable development of the player's training plan also has an impact, I have always used my own training package, and I have not compared the effect of the default training package, so it is difficult to say.

In a few of my brackets, the team's morale can be maintained at a very good level during the season, and if it is high, it usually rises by 1 or 2 points a season.

Some things, press conferences and the like don't be too specific, some things players may be dissatisfied, my experience is: the assistant coach of the draw game to open (the assistant coach should not be too bad), and the important game to go by himself. So I'm basically in 16 or 20, and I've been playing for almost 20 seasons

I'm also depressed, what exactly is this dedication index??

Ignore other teams' interest in you and don't constantly use tactics that drive a wedge between other teams' players. It's up to you to lead the reserves and youth teams. The lectures and tactics are also done by themselves. Also, don't go on vacation.

Play each game yourself, no need to jump on vacation.

Aon Hewitt believes that there are three levels of behavior for engaged employees:

The first level is the willingness to say, that is, employees often say good things about the company to colleagues, people who may join the company, customers and potential customers.

The second level is the willingness to stay, that is, employees have a strong desire to stay in the organization.

The third level is strive, which is the highest level of dedication, that is, employees are not only fully committed to their work, but also willing to go the extra mile to make the business successful.

Treat the company as your home. All starting points are based on the company. ，

In the face of increasingly fierce competition for talents, how should enterprise leaders effectively motivate employees and make them show high engagement, and actively strive to contribute to the development goals of the enterprise is an important part of enterprise human resource management. In view of this problem, the following points are summarized as countermeasures for enterprise managers to cultivate employee engagement.

1) Build engagement from the hiring process.

To a certain extent, employee engagement has a certain relationship with its value orientation, personality tendency, ability, etc., so different employees will naturally show differences in engagement. Therefore, when recruiting, companies should conduct an initial examination of the candidate's engagement based on their personality tendencies, moral character, motivation and values, as well as past work experience.

2) Do a good job in the career development planning of employees.

By planning your employees' careers, you can enhance their ability to grasp the work environment, job opportunities, and realize the continuous improvement of their self-worth, so as to mobilize motivation, which is the best way to improve engagement. Employee engagement is the organic unity of dedication and dedication. When employees lack dedication, even if their ability is high, they will not actively work hard to devote themselves to work; And when their dedication is insufficient, no matter how strong their dedication is, it is difficult to produce the desired work performance.

Therefore, when cultivating employee engagement, we should focus on the work ability and dedication quality of employees, so that the two can achieve organic unity.

3) Establish a fair and reasonable remuneration system.

The higher the employee's satisfaction with the compensation system, the more dedicated the employee will be at work, otherwise it will be a blow to engagement and cause psychological frustration among highly engaged employees. Therefore, in order to improve employee engagement, it is imperative to establish a fair and reasonable compensation system. This should fully take into account the internal fairness of the salary, should be carried out before the salary design system of the enterprise internal survey, understand the expectations of employees for the salary, in the development of the salary system to involve employees in it, make suggestions, so that employees understand the development process, improve employee satisfaction with the salary system, and make corresponding adjustments to the salary in a timely manner, so as to give full play to the important role of salary in improving employee engagement.

4) Do a good job in the engagement training of superiors and core employees, and set an example for employees.

First of all, the superior supervisor must be a dedicated example and infect employees with their own personality charm; Secondly, we must do a good job in cultivating the engagement of core employees; Third, systems should be used to regulate the behavior of low-engagement employees. There will be low-engagement employees everywhere, and it becomes necessary to use systems to guide them when they are ineffective.

5) Promote employee engagement through effective communication and exchange.

If business managers can communicate effectively with employees and answer the six questions in their minds: what is my job, how do I do, does everyone care about my work, how my department is doing, what is our direction, and what can I do to help the company, then employee engagement will be improved.

Hello, if you want employees to work actively and responsibly, the only way is to make them satisfied. How to satisfy employees? The first thing that employees want is labor remuneration, which is also the issue they are most concerned about.

The second is satisfaction, such as satisfaction at work, or being able to perform to their abilities.

It is recommended that your company launch a reward and punishment system, that is, for example, there is an assessment reward for a month, if you complete this work task, there will be a reward, of course the reward is a bonus, and there is a penalty, if the task is not completed in a month, then the salary will be deducted, if so, they will work actively, because the work will not be completed when the time will be fined, so who dares not to be serious?

If your company allows it, you can get an employee stock ownership, that is, let the employees be the masters, so that they will feel that the work is not for others, but also for themselves, which is the best effect.

I think it's more appropriate to introduce a reward and punishment system. Hope it helps.

Treat employees like family, pay salaries based on work ability, and have better benefits.

This is a difficult question, it is a long-term work, from the perspective of employees, in addition to salary, working atmosphere, corporate culture, humanistic care are very important, the most important thing is to have a promotion mechanism, so that employees have hope and promotion in the workplace. Such a company can make employees have the conditions to be dedicated.

1. Give more, 2. Meritorious service will be rewarded, and if there is a mistake, it will be punished.

Let employees have a sense of belonging, honor and achievement. Reasonable system, reasonable welfare, the most important thing is to let employees see the future development prospects of the enterprise and the returns it will bring to them.

Aon Hewitt analyzes for you:

1.Diagnostics, through systematic engagement diagnostics and independent third-party surveys, prepares employees to understand the current state of engagement across the company as a whole and across organizational dimensions.

2.Analytics, which focuses and distills an organization's engagement focus through quantitative analysis (diagnostic data on engagement) and targeted qualitative analysis (including executive interviews and employee focus groups) and industry benchmarking.

3.Action, through the systematic guidance of an independent third-party consulting firm, the company analyzes the existing resources and environment, brainstorms the solution path, and sets reasonable action plan improvement milestones, and incorporates the improvement of employee engagement into the annual business management agenda. 4.

Communication, through the communication of various channels, to establish an atmosphere of continuous improvement of employee engagement throughout the organization, and through employee engagement to establish a two-way communication channel for corporate executives of grassroots employees.

I heard that Aon Hewitt is more authoritative in this matter, and employee engagement directly affects employees' contribution and output to the company, which is indeed very important.

As you do to them, they will do to you.

As a leadership secretary, execution is not a problem for you to consider in the first place, because if you want to perform a certain job, you generally come forward with the intention of leadership, so execution can not be considered.

As for dedication and dedication, it is a matter of your work attitude, and if you want to do a good job as a secretary, you will naturally love and dedicate yourself.

In addition, as the mayor's secretary, in addition to the normal work you have to do according to the requirements of the leader, you also have to do a good job in the life of the ordinary leader.