Do’s And Don’ts In Chinese Offices
Most employers want their employees and staff to be happy. After all, a happy employee is more productive, has better attendance, is sick less often, and is more likely to stick around. If that isn’t motivation enough, a workplace where the employees enjoy themselves is one where both the customers and upper management have the opportunity to enjoy themselves, too. It is truly a win-win situation.
Research shows that employers who encourage their employees to pursue a healthy work-life balance will reap the rewards. This is especially true in the area of employee loyalty. Businesses that offer various types of support have found that they have a much lower turnover rate than they did before enacting these sort of policies. Workers report higher overall job satisfaction and more pride in their organization.
In addition to a more enjoyable place for employees and customers alike, this type of improved attitude saves the business a significant amount of money. Not only are employees better able to focus on the customer service experience and improve sales and customer loyalty, but there are also lower costs associated with filling positions and training new employees.
How to Encourage Work-Life Balance
While the responsibility for maintaining a healthy work-life balance usually falls to the employee, there are methods that employers can use to encourage this type of lifestyle. The best way to discern what incentives would motivate your employees would be to ask them, keeping a firm focus on the knowledge that it would be counter-productive to request this kind of feedback and then not make an effort to utilize some of the ideas.
If you ask your employees about what will help them create a better work-life balance, you will receive a variety of answers. For example, many parents might be excited at the prospect of an on-site daycare. While this can be a little intensive to set up, the amount of money it saves in lost hours can more than makeup for the cost in a short time. As the employer, you may not even be expected to pay for the services, although you may need to bring in a licensed childcare worker and provide a space. As mentioned above, this is one of those pieces that can improve employee loyalty as well.
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When asked about the types of benefits they’d most like to see, many employees cite “flexible schedules.” To an employer, this can be intimidating at first, but once a flexible schedule program is formed, it can significantly impact employee satisfaction and retention. Your program could range from the ability for employees to donate their sick days to one another, all the way to offering them a telecommute option. Both options allow employees to have more control over their work experiences, as well as to worry a little less about their non-work lives.
Another option that many employers have found to be beneficial is to allow employees the opportunity to devote a certain amount of their work time to a volunteer project. This can be done either on their own or through the company. For example, you may want to organize a company-wide food drive and have everyone deliver the donations to the local food bank together. Some businesses find that a day of volunteerism for organizations like Habitat for Humanity helps them to give back to the community while also improving employee relations and morale.
What Employees in China Like
As an employer, you need to satisfy your employees. This has a lot of benefits including increased productivity, and it promotes cooperation between you and your employees. Here are some of the employees’ requirements;
1. Good Workers Compensation
Money is an effective motivator to any employee. Great employees have exceptional talents, knowledge and skills, and they surely know their worth. If you do not give them a generous paycheck, it will not take long before they pack their things and look for a company who will pay them better. Of course, you do not need to pay an extremely overpriced salary that will leave you broke, but just a little over the normal wage is appreciated.
2. Employee Benefits
Do not forget that your company should provide the employees all government mandated benefits as well as those optional ones that would make your employee feel that their stay in the company is worth it.
3. Recognition and Incentives
It is extremely important that you can recognize good performance from your employees. This is not only to motivate and inspire them to work harder, but this is also a good way of making them happy with their work.
4. Harmonious Working Relationship
Being a boss does not mean you can be bossy and mean. Being a good employer is one of the important factors that make an employee stay in a particular company. So if you want to retain your employees be sure that you treat them well. Treat them how you would want to be treated and that is with respect and dignity.
5. Clear Scope of Job
If you hired a communication officer for your company, they should only be doing things that are clearly delineated in their job description. If you make them do other things like make your coffee or run personal errands, they will probably not be too happy.
6. Career Advancement
If you have been working so hard for many years for a certain company and then one day, you realize that you still occupy the same position you did 11 years ago, would not that upset you? You should always make your employees feel that they are going somewhere, especially those with exceptional talents and skills aim to make it to the top. You should be the instrument that will help them achieve that. Make sure you give promotion as often as you could and as needed.
7: Enforce the Best Possible Rules
Organizations need principles. However, individuals can be insane due to pointless rules. It is never easy being an employer with all the responsibilities and duties you have to oversee, but the right kind of employees will surely make your life easier, so keep them happy and loyal to your company.
What Employers in China Dislike From Employees
Employees have their weaknesses and bad habits. Some are likely to procrastinate, have problems with coming to work on time, are often absent or are whiners. The list can go on and on. Difficult employees are a mainstay in every workplace, and their bad habits range from manageable to totally out of control. They are a headache to every manager and a burden to their team.
Business leaders deal with difficult employees in different ways. Depending on the degree of their misbehavior, there is a corresponding action. The first few offenses are usually dealt with gentle reminders, then a note in the employee file, and if the problem persists termination may follow. Bad employee habits can drain productivity; the time that’s supposed to be spent working and meeting deadlines are put to gossip, slacking off, and coming in late. Pretty soon, the entire team will be affected, and the entire organization.
Working in Chinese offices requires good conduct. Below are some bad employee behaviors to watch out for.
An employee that cannot be trusted can be a major problem in the office. Misrepresentations, plagiarism, tampering with time sheets, misusing office funds and equipment, and lying about issues related to work are major issues that call for concern. Simple lies can turn into bigger ones overnight.
Employees who put things off until the last minute can impact the total efficiency and productivity of the entire organization.
Coming in late every morning, returning late during breaks, and turning in work beyond deadline are all signs of carelessness and poor work habits. Always arriving late is also a blatant display of disrespect to office policies and other members of the team.
4. Addiction to social media
Spending official work hours surfing the internet, watching videos, and downloading music are unacceptable. This is one of the worst traits which causes difficult employees to pull productivity down. Wasting paid hours doing unofficial business can be costly to the organization.
5. Temper tantrums
Throwing a temper tantrum when work gets tough is a major sign of unprofessionalism. This is proof that an employee can’t handle stress and work under pressure.
6. Whining, complaining, gossiping
All these negative behaviors kill the enthusiasm of people in an organization. When employees spend time gossiping about others, complaining about work, and whining over the little things they cannot perform their work properly. Also, they run the risk of affecting the people around them.
7. Negative body language
Actions speak more than words. Making faces, frowning, rolling their eyes and other non-verbal body language are usually exhibited by difficult employees and must be addressed immediately.
While some behaviors will not merit termination, there are some bad habits that should not be left unaddressed. These misconducts may lead to bigger problems that may even put the entire organization at risk.
Guide to successful cooperation: How to Deal with Workplace Bad Actors
When it comes to handling workplace conflicts, there are some different factors that you need to take into consideration.
Does the coworker’s behavior affect others, or just you?
Does the coworker have a history with the company, good or bad?
Will supervisors listen to you if you complain, or will you just be seen as a “troublemaker?”
Sadly, companies are often willing to let a single workplace victim suffer. Perhaps management sees it as a one-on-one conflict that should be resolved individually. The problem here is that there may be no power equation that gives you as an individual any leverage to change the offensive behavior.
On the other hand, you should know that a number of workplace laws, rules, and regulations exist to protect workers from hostile and toxic work environments. Workers do not have to sit and suffer as they once did. Management these days is well aware that there are serious legal penalties and civil liabilities that can accrue to companies that allow workplace misbehavior to go on. The bad news is that it often has to get pretty bad before things get to that level.
What can you do to handle a difficult co-worker or colleague?
First, take a deep breath, take a few of them, and assess the situation as it has developed over time. Once you become aware that a potentially serious problem is developing, or has developed, start documenting your interactions and/or conversations with the offending coworker, then try speaking to the coworker privately. If the problem is not so serious at first, a private “speaking to” may have wondrous results. Speak to the person more than once if necessary. Always document your private approaches so that you can call them up later if you need to. Keep a diary, or send yourself a summary dated email.
If the person’s actions are extreme, public, and potentially harmful to the workplace, document those events as well, even if they do not involve you personally. The point is to record the problems while they are fresh. Do not write nasty notes. This documentation is not on par with your Dear Diary entries in grade school. You may have to share these notes at some point with the company, or a lawyer. You may need this documentation if you have to file a complaint or a lawsuit. Keep it professional.
On speaking privately with your problem coworker, remember that offensive people tend to have thin skins, and handle the interaction as follows:
1) Make sure that your chat is private; do not “tell off” the person in front of other coworkers, colleagues, or management. This action may be unbelievably satisfying, but once you do this, you make an enemy out of this person. Workplace bad actors are not known for their balanced interactions with others. This is one of the attributes that makes them bad actors, so be private and be diplomatic. Also, by turning the interaction into a public smack down, you run the risk cutting off your other options for dealing effectively with this matter, as you now become “part of the problem;”
2) If you have safety concerns about this private conversation, take someone along who is at, or near, your same level at work. Go somewhere private, like a conference room, but not somewhere remote, like a bar outside of town.
3) prepare for this conversation as you would a job interview so that if the coworker gets emotional or vindictive, you can stay “on message,”
4) If the coworker attempts to escalate what you are trying to handle as a professional and tries to pick a fight, stop the conversation. Just stop.