Thread Content
The emotions of employees are a kind of human resources that urgently need to be developed under the current situation. Emotions have an important impact on employees' ideological concepts and professionalism. Construction companies are working outside all year round and the working conditions are difficult, so they should pay more attention to the emotional management of employees. The so-called emotional management is a humanized management method in which managers use sincere emotions to enhance the emotional connection and ideological communication between managers and employees, satisfy the psychological needs of employees, and form a harmonious and harmonious working atmosphere. Therefore, taking emotional management as an important part of management, respecting and caring for employees is the prerequisite and foundation for doing a good job in human resource development and management, so that talents can unleash their potential and better serve the enterprise. The nature of construction companies determines that our employees must be mobile all year round, crawling into ravines, living in shabby houses, fighting severe cold, scorching heat, wind, rain, and sun. There is no such thing as a happy Sunday or a relaxing holiday. ； Employees sometimes have to work ten hours a day. When faced with urgent, difficult, dangerous, or heavy tasks, in order to meet deadlines and meet progress, the work often goes on and on, and sometimes they go for dozens of hours without a break. ； Construction sites change frequently, and most of them are far away from the city, hometown, relatives and friends, with inconvenient transportation, backward economy, and monotonous cultural life. In such a working and living environment, emotional management, as a model of humanistic management, can undoubtedly meet the psychological needs of employees. Emotional management embodies the interpersonal relationships of mutual respect and care between people, thereby cultivating close interpersonal relationships, fully stimulating employees' enthusiasm for work, and enabling employees to form a strong team effort. Three principles should be grasped in emotional management: First, it depends on the individual and the principle of prescribing the right medicine. The degree of emotional needs varies depending on each person's personality, experience, and education level. It is necessary to prescribe the right medicine to enable employees to fully utilize their talents while meeting their own needs. The second is the principle of sincerity and encouragement. The essence of emotional management is to tell the truth, express true feelings, be truly helpful, respect the personality of employees, and care about their sufferings. Be a close friend of employees, discuss problems more often, avoid being condescending or domineering, and inspire them to take the initiative to do their best for the company through heart-to-heart exchanges. The third is to combine emotional management with institutional management, focusing on the principle of emotional management. System management is a kind of rigid management, while emotional management is a kind of flexible management. System management based on emotional management will undoubtedly add a strong human touch to the system, making employees subconsciously accept the managers' requirements and willingly infiltrate them into daily actions.