Employee loyalty and employee loyalty_ emotional management training

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					Employee loyalty and employee loyalty, emotional management training

 emotions employee loyalty
 [Abstract] This paper analyzes the changes in employee loyalty in the enterprise at
different stages of emotional features, and put forward emotional management
measures to improve staff loyalty, and reduce wastage rates.
 [Key words] emotional emotions employee loyalty
 study of individual emotions through their own understanding of emotions and
feelings of others, coordination, guidance, interaction and control, to fully tap and
nurture the individual emotional intelligence, culture individual ability to control
emotions, to ensure that individuals maintain a good emotional state. As one of the
methods of modern management, emotional management companies more and more
 background of the current knowledge-based economy, enterprises of different
degrees of employee loyalty, the phenomenon is not high, a number of good personal
relations, popular and business leaders appreciate the great efforts of staff training and
promising to introduce the staff, suddenly because of " bad mood "and quit. "Bad
mood" due to different causes of mood swings, I think that emotional management
staff will help to increase employee loyalty.

 one employee loyalty, the emotional characteristics of phase change

  the absolute level of employee loyalty and influence factors are dynamic variable, so
that successful and effective employee loyalty Management should always implement
the system of views and dynamic thinking, the whole management of the
implementation of loyalty. Whole management of the so-called employee loyalty,
began before the employees were hired, and continues to employees after retirement
or dismissal. This process is based on the sequence can be divided into five stages:
recruitment period, a stable period of leave latency, resignation, and resignation of
late. Staff's emotional needs at different stages of different shows different emotions.
  1. Of the recruitment period. Staff recruitment, business and the candidate is the first
"intimate contact", this time pulled out of the new employees will be selected to enter
the common development and business career. In recruitment, the candidates are on
the business environment and the recruitment of staff on their views on sensitive and
easy to show novelty, curiosity and a high work ethic and a strong willingness to
  2. Stable. Officially entered the business from staff to begin due to various reasons,
turnover, staff stability period is the period. Stability of the staff of the company's
Gongzuo environment management system, business processes, interpersonal
Dengjun in the adaptation state, the situation may arise in the face of Ge Zhong had
better psychological adjustment Zhunbei Neng Li and Qing Xu, Fang Mian enterprise
has Jiao Wei Ge mature views and evaluation standards for the pressures and
challenges also have greater capacity, therefore, not mood swings.
  3. Leave latency. The phase relationship between employees and business complex,
the staff of the work of bored, indifferent to the business, and even rise to frustration,
boring, despair and other negative emotions, reduces efficiency, enterprise economic
 4. The resignation of. Resigned from the staff report submitted to the official left the
company that the resignation of this business during the employees tend to ignore the
positive side, a total loss of enthusiasm for work, planning a way of life and work
after the resignation of space; the same time, fear of not being approved resignations
The anxiety, depression and even spread to the business conflict with the bad mood,
greatly reduce corporate morale.
 5.'s Resignation late. Under normal circumstances, former employees have served on
the company will have certain feelings, emotions would be more calm and happy with,
easy to accept.

 second train on the emotional loyalty management strategy

  management staff in various stages of loyalty have different emotional
characteristics of the emotional management training and employee loyalty,
combined , emotional intelligence can improve the level of staff to enhance their
loyalty. The author believes that: the staff at different stages of the enterprise should
adopt a different emotional management strategies.
  1. To employee loyalty-oriented selection, staff selection criteria will be included in
emotional intelligence. Studies have shown that, loyal, strong and has a success, many
people who are emotionally stable. So companies in the recruitment process can be
emotional capacity of staff tentative assessments, such as the setting for the candidate
relationships are in the environment, its moods and subtle movements, facial
expressions, gestures, conversations and observations such as the expression of
candidate are how to deal with conflict, to assess their interpersonal skills; of the
candidates for motivation and career interest test to determine the selective manner of
things and emotions.
  2. To cultivate loyalty and stability of emotional management as the core. Stability of
staff and enterprises are constantly running in the gradual deepening mutual
recognition. For the stable staff, to find their feelings of excitement and the most
important key points. Select line with most of the emotional characteristics and needs
of staff management, increase transparency in the management, the importance of
internal communication and employee involvement, establish to meet the individual
needs of staff incentives, good staff career development planning, strengthen
teamwork, can effectively foster their sense of belonging. This stage is the loyalty of
employees of enterprises is still in the newly established and gradually a stable
process is to develop and enhance staff loyalty is most likely to be effective in the
  3. Keep people leave latency measures. Incubation period on the turnover employees,
enterprises shall focus on the vital interests of the Adjustment of Yuan Gong all
aspects of their new needs to 满足, Shi Qi recover emotionally stable period of Jiji,
persistent. In order to maintain the staff, especially as the loyalty of key employees,
enterprises can improve the loyalty of low-level factors (ie health, compensation,
benefits, etc.) to meet the standards; improve the loyalty of high-level factors (ie,
incentive, such as to create a staff relaxed environment for emotional communication,
staff meetings held regularly, with the necessary facilities to ease bad feelings, to
provide effective guidance to eliminate anxiety and consulting services, etc.), giving
employees the opportunity to release emotions, the maximum extent to eliminate
  4. The resignation of the lessons learned. Resignation of the staff are most likely to
see problems in the enterprise, as well as other enterprises, the enterprise has to do the
work of staff exit interviews, face to face with the resignation of employee
communication, they can understand the source of pressure on staff, found that
corporate systems or management defects, while communication to create a peaceful
atmosphere for conversation environment, the staff felt the company's good faith, to
eliminate mutual hostility and misunderstanding.
  5.'s Resignation late extension of loyalty. Staff turnover does not mean that the
absolute betrayal of the enterprise, they may become an important reserve of
corporate resources, corporate loyalty management should extend to after-service
employees, keep in touch, aware of their situation, so as to truly people-oriented, so
leave Staff was business concern and love, so enterprises can use this part of human
resources at any time.
  management that enterprises are concerned about the emotional mood of staff
changes and to identify reasons for employee emotional changes and the process to be
resolved, in the process, you can discover the deficiencies in the management of
enterprises, improve staff satisfaction with the enterprise and finally enterprises to
enhance employee loyalty and reduce wastage rates in mind.

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