How to improve the quality of factory accommodation workers?

Quality is something that has been precipitated for a long time, and it cannot be improved in a while. If you want to improve the quality of employees, I suggest you take a look at the broken window theory: if the windows of a house are broken and no one repairs them, it will not be long before other windows will be broken inexplicably; On one wall, if some graffiti is not cleaned, it will soon be full of messy and unsightly things; In a very clean place, people are embarrassed to throw away garbage, but once there is garbage on the ground, people will throw it without hesitation and without any shame.

This is that people have a tendency, as long as you can first do a good job of the hygiene of the dormitory, you can take your time, and I will give you an example:

In the '80s, New York City was really robbing everywhere, killing every day, and walking on the road in broad daylight would be scared. Not to mention the subway, the carriages are dirty and messy, scribbled everywhere, and everyone is in danger when they sit in the subway. Although I was not robbed, one professor was beaten on a dull stick in broad daylight and lost his eyesight, which ended his research career, and I did not dare to go to New York for many years.

Recently, New York's appearance and reputation have improved considerably, and I am quite surprised that a city that has sunk down can come back from the dead and rise upward.

Therefore, when I went out to a meeting and met a criminologist, I immediately asked him for advice, and it turned out that New York City used the theory of the broken window effect that was talked about in books in the past, first to improve the environment for crime, so that people could not easily commit crimes, and then slowly arrest the murderers and thieves and return to order.

At that time, although this practice was scolded as not urgent, "the ship is sinking and the deck is still washing", but New York City still started by maintaining the cleanliness of the subway cars, and handcuffed the people who did not buy tickets and took the train in vain to stand in a line on the platform, and publicly declared to the people the determination to rectify, which turned out to be very effective.

The police found that people really did not commit crimes in clean places, and found that it was very rewarding to catch fare evasion, because one out of every seven fare evaders was a wanted criminal, and one out of twenty carried **, so the police were willing to take fare evasion very seriously, which made the gangsters dare not evade fares and dare not take ** when they went out, so as not to lose more than they gained, and they lost a lot because of a small loss. In this way, New York City starts with the smallest, easiest place to break the criminal chain and make it impossible for the vicious cycle to continue.

You can also give it a try. Hope that helps.

To do things is to be motivated. You can choose a few civilized dormitories every week and give them relative rewards. Pick a dorm room for the worst and criticize it. People love face, so maybe you can push them.

Rent a house for them according to the team, the team leader or the dormitory leader selected by the employee himself for daily management, the unit arranges personnel to conduct regular inspections, and the water, electricity and heating costs are shared equally among the employees.

In dormitory halls, some accommodation fees are directly deducted from the salary.

Personally, I will express some of my own opinions, hehe, please give me more advice. I used to be in the factory, and I felt very tired, and we were also piece-rated, and now I work in other industries. After carefully analyzing your topic, I would like to give you a few suggestions for your reference:

Are workers unmotivated, or have they reached their limits, but they can't be as productive as you're happy with? If it's the latter, it's simple, increase the number of people. (Hehe, it looks like you don't have the will).

If it is the former, it is natural to study what causes the employees to be unmotivated, and some results may be achieved according to the following steps: 1. Organize a competitive competition for the whole plant: a skill competition with the same section and procedure, open, just and fair.

Material rewards are given to the top three. a. For the top three to communicate in private depth, no matter what is communicated, to create an impression for him, he is very valued and understandable. b. Hold a formal award ceremony to award awards (to make a red book, the material can be cash or practical things).

c. Announce that you think that the person you can trust in the top three will serve as the team leader or section leader, supervise the work of employees, and implement the appointment and dismissal system for half a year or a year. The second competition was held in March and February, and the winner was the candidate factory leader or section leader. What is the effect of three tricks:

a. Participate in the competition to improve everyone's business skills. b. Enhance the sense of honor of the team. c. Let skilled people feel that they are very valued, and they will be more powerful.

d. Achieve the effect of local competition. What else to do? It also requires the competitive effect of the global workforce.

a. Criticize the last name every day: (specifically refer to a group or a paragraph), and give punishment to the last name three times in a row: (it is best to use corporal punishment, such as cleaning the whole factory, sanitation of public areas, etc.) b. Organize appropriate recreational activities

The festival party will be held in a timely manner to enhance everyone's awareness of self-expression, increase communication between employees, and enrich everyone's spare time. (Make a staff garden: paste some employees' moods, paintings, and calligraphy.)

Employees are also people, and they need to express themselves) c. Rating of product quality: Rating is not achieved at the level of reduction. Commendations for outstanding performance.

d. Set up a suggestion box: accept the opinions and suggestions put forward by employees. If it's good, it's a bonus.

Don't complicate management.

On! It can only show that the management of your company is chaotic, and the leader is very incompetent.

How to manage people well, otherwise why do you want your leaders to eat performance management! Calculate the average production volume by timekeeping! Then use this average to measure whether employees are lazy or what!

Generally, there is a production statistics table! This system has been established and strictly enforced. Two:

When recruiting, recruit more than 2-3 people to implement the elimination system, who can't do a good job directly change to another one, and the quality of employees is also managed by people!

Nowadays, when the market is so fierce, if you want to make your own enterprise survive and develop, you must have your own unique and unique corporate culture planning, so as to improve your core competitiveness in the market. The success or failure of an enterprise, many times, depends on employees, so if your employees are that kind of low-quality, imagine what the situation will be, it will be more miserable, and it is difficult for the enterprise to develop, so it is necessary to improve the professionalism of employees.

Improving the quality of employees mainly includes: improving the ideological and moral quality, cultural quality, technical quality and psychological quality of employees. Enterprises should combine the actual situation, find the right entry point, all-round, multi-channel, and achieve this goal through different forms.

1: Improve cultural quality.

It is necessary to establish a new concept of learning. Learning is everyone's lifelong career, and they live to learn from all the time. It should be an unshirkable responsibility for employees, if you want to make a difference in your position and your field, it is absolutely impossible not to learn and not progress.

You can only keep improving, and you have to improve faster than others. Enterprises can carry out some educational activities to help employees develop good learning habits, guide them to establish a new concept of lifelong learning, team learning, and whole-process learning, so as to improve the cultural quality of employees.

2: Carry out technological innovation activities to improve the technical skills and quality of employees.

To carry out some staff technical competitions, there is competition to make progress, there is motivation, so you can carry out this tiring competition, you can learn from each other during the competition, learn from each other, put forward each other's opinions, I believe there will be a lot of innovative things, which is undoubtedly a multi-pronged thing for enterprises.

3: Improve the psychological quality of employees.

Psychological quality is a very important skill for employees, because now the competition is getting bigger and bigger, if you don't have a good professional mentality to face the failure or unsatisfactory in the process, then you will not win to win, so we should carry out in-depth situation and task education, help employees establish a positive concept of life, improve psychological quality. Enhance employees' sense of crisis and responsibility, encourage them to actively participate in fierce competition, and be prepared to face various setbacks and difficulties, help them rationally analyze the causes of frustration when encountering setbacks, and eliminate psychological contradictions in time through self-adjustment, so that the psychology is always at a healthy level.

In short, if you want to improve the quality of employees, then employee incentives must be indispensable, and the ways can be varied, and the key depends on how the managers of the enterprise arrange and operate reasonably. I'm sure you'll do a good job.

First, we should not rely too much on the formulation of the reward and punishment system. The most important thing is to set up more after-work activities to cultivate the sentiment of employees. Communicate and interact with those employees who have ideological problems.

Let them really integrate into the enterprise. Make them feel that the business is their home.

There are four main points:

First, there must be a strong and mature corporate culture that can keep pace with the times. The core of employee quality is professionalism and dedication, which is the basis of all the qualities of employees, and is also the spiritual basis for the continuous improvement of employees' cultural quality and technical quality. The corporate culture is the moral foundation of all the behaviors of the enterprise, it is the external embodiment of the personification of the enterprise, the soul and source of honesty and trustworthiness, pioneering and innovative, and the moral basis for the dedication of employees.

Therefore, the success and maturity of corporate culture are directly related to the strength of the core competitiveness and sustainable competitiveness of the enterprise.

Second, it is necessary to establish an employment mechanism that can be promoted or demoted and that competes on an equal footing. The establishment of a talent to stand out of the selection, employment mechanism is an important external environment to make the quality of employees continue to improve, the system of being able to go up and down is to force the existing position of the quality of employees to continue to improve the external pressure, equal competition makes as long as the quality of employees is improved to a certain position, a certain level of level, you can obtain this position through open, fair and equal competition, so that the quality of employees has been put to use. Once such a mechanism for selecting and employing people can be established and operated benignly, the continuous improvement of the overall quality of employees is not only possible, but also realistic.

Then a learning enterprise full of vitality and vitality has been formed step by step.

3. Establish a platform and salary mechanism suitable for high-quality talents to play their due role.

High-quality talents are the elite of the entire talent and team of the enterprise, the effectiveness and rationality of their use and remuneration mechanism have an irreplaceable demonstration role in the improvement of the quality of the entire talent team, in short, in the use, to fully create conditions for it and according to the actual situation of the enterprise and its own characteristics for it to arrange appropriate management positions or technical positions, so that it can really play its due role; In the design of salary, it is necessary to fully consider its actual contribution and demonstration effect, and can appropriately arrange its corresponding treatment according to the high, so as to increase the motivation for the sub-high-quality talents to achieve high quality as soon as possible. There is also the use of highly qualified personnel.

Fourth, the creation of a learning enterprise training mechanism and atmosphere learning enterprise mechanism is built on the basis of a corporate culture that advocates knowledge and advocating talents, and all employees are unified to the broad awareness of the necessity and urgency of quality improvement, and then in the design of a practical training plan and plan, the improvement of the quality of all employees is just around the corner. There are several issues that must be paid attention to, one is that all employees must be clearly aware of the confidence and determination of the enterprise leadership to improve the quality of all employees; Second, enterprises must give as much support as possible in terms of time and cost for employees to seek knowledge and improve their quality; Third, we must not train for the sake of training. The purpose of training is to improve, the result of training is to use, the only way to test the effect of training is to see whether the role it plays in the post can be improved; Fourth, the planning and planning of training must be in line with the current situation of the workforce, and it is precisely because we see the gap that we must be down-to-earth and targeted.

And the idea of being ambitious and rushing to achieve results can lead to undesirable results.

1. Training;

2. Engage in activities and select pacesetters;

3. Organize employees to visit some museums and other cultural holy places;

4. Insist on training, insist on cultural construction, and strengthen the interaction between employees.

What a dear look.

The leader decides what kind of employees, if the leader is unreasonable, how can the following people be good-looking.

Specialized, what is the leader of the leader, the leader is the leader and propaganda, is the role model of the staff, how to discipline people. Let others do it, first do it yourself, give employees regular training, communicate with them, and often interact with leaders and employees. Don't use the identity of a leader to communicate with employees, a company without a leader is the best company, employees are not when you look at him he will do it, you will not do it when you leave, you have to rely on their own self-discipline.

If we want them to be self-disciplined, the only way to do this is to improve the quality of our employees, use a humanized management model, communicate more and punish less, and those who really deploy missiles can be dismissed. Tell employees some entrepreneurial stories often, let them understand that only hard work can succeed, give them ideas, and give them dreams. Only people who have dreams will do certain things seriously.