How to let employees worked wal-mart?

Enterprise survival and development, in the final analysis, the key lies in whether the enterprise internal become a cohesive force, can give full play to the enthusiasm of the employees and creativity. Wal-mart's humanization management and make managers and staff together, common development for the company do utmost, this also is the key to its success.

Staff and, second, third leadership

Wal-mart is the world's largest private employer, but the company does not put employees as a "employees" to look at, but as a "partner" and "colleagues". Company rules of subordinates are called "colleagues" and don't say "employees". Even if is the founder of wal-mart Walton in call subordinates, is also called "colleagues". Wal-mart employees at all levels clear division, but there is little discrimination. Leadership and staff and customers in the relationship between pour pyramid, the customer's first staff center, leaders, in the bottom. Employees for customer service, leaders, for employee services. "Contact customer is the first line of the employees, and not in the office of the bureaucracy". Staff as a direct and customer contact, the quality is very important. Leading work is to give employee enough guidance, care and support to let employees better service to customers. At wal-mart, all employees including President wearing licensing are marked "our colleagues to create special", in addition to the name, not any post mark. The company internal there is no line of division, the subordinate to boss also use first names, built a kind of equality, casual and friendly atmosphere. This let staff aware that his boss in the company and is a member of the equal and important, just different functions just, which doesn't work, for the company but also for yourself seeking greater profit.

At wal-mart, managers must with the sincere respect and kind and treated subordinates, not by intimidation and reprimanded employees to leadership. Founder Sam Walton, think, good leaders need to treat people and in all aspects of the business are joining the human factor. If through the production horror to business, then the employees will feel nervous, have a problem also dare not to put forward, the results will only make problems worse; Managers must find the staff is and their families, and their difficulties and hope, respect and appreciate them, show to their care, so we can help their growth and development. Sam Walton, is a good example. The Wall Street journal had reports, Walton once at 2:30 in the morning after work, accompanied by a delivery center of the company and some just came back from the loading and unloading dock workers talked for a while, and he later for workers to improve the bath facilities. Employees are deeply moved.

Wal-mart employees care about a set of the interests of the detailed and specific plan. The company will "staff is partners" this concept into three specific complement each other plan: profit sharing program, employee stock plans and loss award scheme. In 1971, wal-mart began to implement the first plan, ensure that everyone in wal-mart work for a year and every year at least more than 1000 working hours employees are eligible to share company profits. Wal-mart to apply a and profit growth related formula, put every qualified employee's salary in a certain percentage points in this plan, employee left the company can take the share of cash or corresponding stock. Wal-mart also let employees through salary deducted way, for less than the price of 15% of market buy shares of stock, now, wal-mart has more than 80% of the staff with the two plans have wal-mart stock. In addition, wal-mart to effective control of the loss of incentive branch, makes the wal-mart fell to the calibration of the average retail half.

Gateway development: let them to participate in the management

Open door is to point to in any time, place, any employees can oral or written form and management personnel and even the President to communicate, put forward its own proposals and care about, including by complaints of unfair treatment, and don't have to worry about is revenge. If his boss is itself is the source of the problem or employee to answer not satisfied with any level of the company to report the management. Open door policy guarantee employees a chance to express their opinions, for feasible suggestion, the company will actively adopt and implement. Any management such as have borrow open door policy implementation blow, retaliation, would have a corresponding disciplinary action or even fired.

Wal-mart between the employees and communication way not, from the general to the company shareholders' meeting and even interview satellite system. Wal-mart is willing to let all staff to master the business index, everything about the company of things can be made public. Any one branch, are published the profits, purchase, sales and the sale situation, and not just to the assistant manager and released, but also to the each staff including hourly-waged employees and part-time staff released all kinds of information, encourage them to fight for better results. Wal-mart employees think of the progress of the understanding their business is for them to maximize the do the job in a major way, it makes employees have sense of responsibility and participation, aware of the importance of the work in the company, feel that they get the respect and trust company, therefore, to strive for a better result.

Away from the job, or customers

Wal-mart to each apply for personnel to provide equal employment opportunities, and for each employee to provide a good working environment, improve the welfare plan and broad life development space. In general retail enterprise, not numbered years work experience is hard to promoted to manager, and at wal-mart, even if it's the new after six months of training, the if good, has the good employees and management to the sale of goods potential, the company will be given the opportunity to try, such as an assistant manager or to help open new stores, etc.; Some well, you will have the opportunity to separate management a branch. In fact, wal-mart managers are mostly produced in the management of the company training plan, through the internal company give up. Wal-mart also established exit interview system, ensure that every leaving employees before leaving, and the opportunity to company management and candid exchange and communication, and to understand the every colleague left the real reason, to formulate the corresponding company human resource keep policy, on the one hand, can reduce the staff to minimize wastage rate; On the other hand, also can let leave a company colleagues become customers. Company has a professional personnel responsible for employee relationship, the complaints, listen to staff opinions, for employees of custom. As wal-mart can provide relative advantage in the industry of the condition, therefore, talents outflows also is less.

At wal-mart, commonly used the training method is one of the cross training, let different department employee cross mount guard, training, get more professional skills. Let employees multi skilled is not underestimate advantage. When employees a person can do many work, work team flexibility and adaptability will be greatly improved. In some holiday, sick and task suddenly change, they can easily instead of work. And if you want to go to new places set up shop, make new hiring employees to do the preparation for the open a shop, often because of the lack of experience and can't improve work efficiency; Let old staff to support, they avoid this problem.

Wal-mart pays great attention to strengthen staff for whole due to work the universality of operation understanding, more skills training, and keep the employees work preparation with high quality and efficiency. As is known to all, because the job monotonous, and become the largest retail turnover a career, and the appropriate job rotation and position to help cut level differentiation, increase the staff's working enthusiasm, also be helpful for different staff from different angles can consider to other departments of the actual condition, reduce the internal friction of the company, to share information. Such as let the purchasing department colleagues into the sales department, sales department, purchasing department to work, not only enrich its ability to work and strengthen its global ideas, so as to reduce the company's business costs, for the company to create more profits.

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