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员工希望怎样的企业文化

说起这个题目,是因为在许多企业的企业文化建设中,很少有人关注“员工需要”的问题,而大部分是在讨论:我们的企业需要怎样的文化?因此,在具体谈这一话题之前,我们首先想弄清楚一个问题:企业文化到底是谁的文化?


  这样的提问可能有些无聊。企业文化当然是“企业”的文化了!但是,“企业”又是由谁组成的呢?当然是“企业的人”了!那么,“企业的人”包括哪一些呢?当然是包括“全体人”了!这“全体人”当中谁占多数呢?当然是员工占多数了!好了,说到这里答案可能就出来了,就是在很多企业的文化建设中,领导者只提出了满足了自己的和企业的需求,比如要用某某思想和某某理念来“统一员工的思想”云云,而没有更多考虑员工的需求。我们知道,在市场上,哪怕最愚蠢的经营者也知道,自己的产品要得到顾客的认可,需要首先观察顾客的基本需求。而我们在企业文化建设方面所做的事情,与市场行为相比,很多时候是很弱智的!这或许就是许多企业文化建设失败的真正原因了。


  因此,企业文化建设过程中,了解员工对文化建设的需求,而不是只按自己的意愿设计文化、“灌输”文化,是文化建设能否成功的关键。


  那么,员工对企业文化建设有哪些需求呢?在一次企业文化的调研问卷中,对于“您认为员工存在的主要困惑是什么”的回答中,有33%的员工选择了“没有合理的激励机制”、21%的员工选择了“人与人之间缺乏沟通”、15%的员工选择了“工作缺乏目标”、12%的员工选择了“没有将合适的人安排在合适的位置上”、11%的员工选择了“论资排辈现象严重”。对这个问题进行简单总结我们可以看出,员工的需求包含着待遇问题、人际关系和组织氛围问题、成长前景问题等几个方面。这些问题,或许就是“员工希望的企业文化”的答案。


  先看待遇问题。毋庸置疑,绝大多数的员工到企业工作,不是奔着热爱你企业来的,是奔着收入来的。因此,我一直在强调一个观点,就是企业文化首先是与利益密切相关的。一些人认为,企业文化主要是用来教育员工提高思想觉悟、加强职业和责任意识、增强公司凝聚力的,这没有错。但是,关键问题是,我们要依靠怎样的方式和手段来加强?仅仅教育大家就行了吗?试想,在“周扒皮股份有限公司”,教育再有效,能提高高玉宝们的干劲吗?!答案显然是否定的。企业是一个赢利组织,是一个利益的集合体,如果舍弃了对利益问题的基本认识和基本设计,不能在员工的物质利益和精神利益上持续提升,企业文化会有用吗?科瑞集团总裁郑跃文先生曾经有一个观点:“一个企业要获得持续的成功,有两条十分重要:一条是企业要有恒产,二是员工要有恒心。”在实践中,要让员工对企业有恒心,首先是他在物质利益上的基本满足和对企业长远发展的确定性。如果一个人对自己的未来没有很好的“确定性”或者老是被“不确定性”所困扰,他就很难成为一个好员工。


  再看人际关系和组织氛围的问题。做培训时我经常请大家协助做一个试验,就是故意在物质利益和组织氛围之间设置一个两难选择,结果发现,绝大部分参与试验的人在这两者之间往往很“纠结”。虽然其中的大部分人将收入作为最重要的选择,却经常会有人说:“等我挣够了钱,再回到您这个收入不高但氛围很好的企业来。”这也就是我们很多人日常经常说的,身体累不怕,就怕累心啊!因此,一个良好的组织氛围和人际关系,是员工在企业文化建设中最重要的需求之一。


  在管理实践中,一个良好的人际关系和组织氛围的建设,依靠制度与沟通两个方面来解决。企业的制度与受制度规范的员工的工作行为有着直接的关系。制度好了,员工认为在这样的制度下自己可以多劳多得,自然会积极努力地去工作;如果制度出现了问题,员工们就会产生逆反心理,在各种工作场合下“躲避”着制度对自己的约束,同时会产生抱怨、牢骚、消极怠工等工作行为。因为我们察觉到,其实几乎每一个员工都是想在公司好好工作、多挣钱的,产生上述问题的原因,要不是制度出了问题,要不是沟通出了问题。


  而沟通方面的问题,是因为大部分企业坚持自上而下的“管理”,而缺少自下而上的平等谈判与交流沟通。很多企业领导日常对员工的“管理”正如古斯塔夫。勒庞在《乌合之众》中提到的领袖对待群体的三个方法:断言法、重复法和传染法,将自己的想法和企业的想法通过不断的“宣传”与“教育”,力图强行“贯彻”。但是,通过对一些企业(无论是怎样的所有制)的简单考察我们就能发现,其实员工在“执行”企业的“政令”时产生了很多的问题,比如我们老生常谈的执行力啊、责任心啊、主动性啊,等等。之所以出现了问题,很多时候往往是员工感到受到了“不公平”的待遇而引发的。因此,我们其实不应该仅仅看到西方企业员工的敬业精神,我们更应该看到的是,这些敬业的态度,其实有很大的一部分是带着善意的平等的沟通带来的。


  最后看员工成长问题。上面问卷中的工作目标、合适的岗位和反对“论资排辈”等都可以归结为员工成长方面的困惑。许多企业的文化手册里都提到“让员工与企业共同成长”这样一个观点。这其中我们需要搞清楚的问题是,企业与员工共同成长是没有错的,但是,这两者之间是一个什么关系?企业成长了,员工就一定能够得到成长吗?企业的成长依靠什么?如果没有员工的成长,企业是否会持续稳定成长?我们都认可人力资源是企业的核心资源这样一个观点。那么,我们是否可以确立这样一个观点:企业的成长,是员工成长的累积过程,或者说,只有员工的成长——自由与全面的发展,才有企业的成长?


  如果回答肯定的话,那就从另一个层面说明了一个问题:其实说到底,企业的成长与员工的成长是一回事儿,其中的区别是,你把员工看做企业成长的工具,还是目的。


  汉武帝时,大臣徐乐上书说:“天下之患,在土崩,不在瓦解。”他认为,“瓦解”就是像“七国之乱”那样的事情,只要百姓生活安定,不跟从,就动摇不了天下的根基。而“土崩”犹如陈胜吴广起义,以匹夫之勇引领天下汹汹,这是最危险的。徐乐说,造成“土崩”的原因是,“民困而主不恤,下怨而上不知,俗已坏而政不修。” 看了这个故事,再想想现实中许多企业领导不顾企业的真实情况和员工的真实需求,在文化建设中一味地设计、教育、培训、“宣贯”,真的让人为之汗颜!

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