Emotional management

Author: Zhao Xiang'an
Publisher:
Publish Date: 2005-06-01
Features: Now, it seems that treating money as a means to improve work efficiency is not very effective. We all think employees like money, but our employees seem to clearly tell us that what they need is not just money, especially those we value and rely on. Although theoretically, money can help us retain employees and reward them for their service to the company, the reality is not the same. Money cannot buy emotions, happiness, or employees' sense of responsibility. Of course, to successfully manage and retain employees, we often focus only on providing competitive salaries and benefits but overlook many problems in the work environment. Although the company hopes to attract talent with high salaries and benefits to compensate for the flaws in the complex work environment, the reality is that if employees are dissatisfied with the company, even though it is a well-paid and prestigious company, they will not have any sense of responsibility for their work. With the growing awareness of individual self-liberation, the stick-and-carrot management style is becoming increasingly unsuitable for the development of corporate culture, and people are increasingly demanding freedom, equality, and respect. The famous American management expert Thomas Peters once urgently exclaimed: How can you discriminate against and belittle employees while expecting them to care about quality and continuously improve product quality! Indeed, the fundamental difference between humans and animals, apart from language, is that humans have rich emotions, and these complex emotions will influence every person's thinking. In a company, employees' emotional changes determine their work attitude, enthusiasm, and work methods, thereby affecting the development of the entire company. It can be said that the unquestionable authority once granted by the leader's position has completely disappeared, and now managers should be more skilled in winning over subordinates rather than controlling them. However, as leaders and managers, relying solely on material means to motivate employees is not enough to focus on their deep emotional lives. There is no emotional management without punishment. It is the manager's sincere emotional care for employees' inner needs, stimulating positive emotions in employees, and achieving effective management through two-way emotional communication and exchange. The power of this management strategy spreads rapidly throughout the entire company, creating a cultural atmosphere where employees realize that the company is the place they should root themselves in. Emotional power is an intrinsic factor of self-discipline, like an "invisible hand" that can penetrate into people's inner world, effectively regulating and guiding employees' work. In this book, I will show you how to effectively use emotional management as a management strategy to create a positive cultural atmosphere and make employees wholeheartedly serve the company. This book will tell you how to communicate with employees through emotions, how to motivate employees through emotions, how to tactfully criticize employees through emotions, and how to cultivate employees' loyalty through emotions. When you finish reading this book, you will surely exclaim: If I had read this book earlier, how many talented people could I have retained!