1. 及时沟通

　　1. Timely communication

　　沟通是一切问题的基础，企业应该在内部设置可以自由反馈、交流的阵地，这些社区或平台让员工有自由表达的机会。并且企业要对员工的抱怨或投诉进行处理反馈，让员工能真正感受到透明、平等的管理氛围。

　　Communication is the basis for solving all problems. Enterprises should set up positions for free feedback and communication internally. These communities or platforms give employees the opportunity to express themselves freely. Moreover, the enterprise should handle and feed back the complaints or complaints of employees, so that employees can really feel a transparent and equal management atmosphere.

　　HR在进行员工体验优化时，不妨先与员工进行沟通，了解他们的诉求，他们想要一个什么样的工作环境，对现有的工作环境有哪些想法和建议，设身处地地从员工出发，结合企业自身的文化和理念，去打造可以实践的方案

　　When optimizing the employee experience, HR may wish to communicate with employees first to understand their demands, what kind of working environment they want, and what ideas and suggestions they have for the existing working environment, so as to create a practical scheme starting from employees and combined with the enterprise's own culture and ideas

　　2.亲和对话

　　2. Friendly dialogue

　　企业在与员工沟通时，要以一种倾听者的心态去了解员工的内心感受，HR的目的是打造一个良性成长的工作环境，想要让员工们都以平等亲和的态度工作的话，那么企业在与员工沟通时，就要一改冷冰冰的态度。即使是在处理一些惩罚事务时，也要保持亲和力。

　　When communicating with employees, enterprises should understand the inner feelings of employees with a listener's attitude. The purpose of HR is to create a working environment for healthy growth. If employees want to work with an equal and friendly attitude, enterprises should change their cold attitude when communicating with employees. Maintain affinity even when dealing with some punishment matters.

　　3.赋能内部影响者

　　3. Empowering internal influencers

　　一个组织内一定有几位有影响力的人员，在员工中是比较有威望的人物。他们的行为让其他人仿效，从工作状态到人生的价值观，那么企业可以适当赋能这些内部意见。如果企业的工作方式、价值观得到这些人群的认同，那么人力资源部门可以与这些人物联动合作。由于受到周围员工的信任，“影响者”可以了解一线员工的诉求，向上及时反馈。而企业也可以通过“影响者”了解一线员工们的心理状态变化，从而制定改进措施，为员工创造一个良性的工作环境。

　　There must be several influential people in an organization, who are more prestigious among employees. If their behavior is imitated by others, from work status to life values, the enterprise can appropriately empower these internal opinion leaders. If the working methods and values of the enterprise are recognized by these people, the human resources department can cooperate with these people. Due to the trust of surrounding employees, "influencers" can understand the demands of front-line employees and give timely feedback upward. Enterprises can also understand the psychological changes of front-line employees through "influencers", so as to formulate improvement measures and create a benign working environment for employees.

　　4. 让员工明确他们的团队领导

　　4. Let employees know their team leadership

　　对于大部分非扁平化组织来说，让员工有团队归属感的一大要素是，明确他们的领导是谁。

　　For most non flat organizations, one of the key elements for employees to have a sense of team belonging is to clarify who their leaders are.

　　大部分的员工来公司工作是为了谋求更好的发展，而leader可以为他们明确工作内容，让员工能看清未来的职业发展方向。这会让组织与那些志同道合的员工一齐前进，共同驱动商业的成功。

　　Most employees come to the company to work for better development, and the leader can clarify the work content for them, so that employees can see the future career development direction. This will enable the organization to move forward with those like-minded employees and jointly drive the success of the business.

　　当然企业还有许多方式可以用来提升员工体验，而所有方式方法背后都离不开HR从员工出发，倾听员工的声音。

　　Of course, there are many ways for enterprises to improve employee experience, and all of them are inseparable from HR, starting from employees and listening to their voices.

　　今天小编给大家呈现就是关于济南人力资源公司的相关知识，如果您对于本文有什么疑问及问题欢迎来电咨询或者网站下边留言：www.zxczhr.com

　　Today, Xiaobian presents you the relevant knowledge about Jinan human resources company. If you have any questions and questions about this article, please call us or leave a message below the website: https://www.zxczhr.com