Who will diagnose and treat the employee’s “cold cold”?

Some people use the term “psychological cold” to describe depression. This shows that depression is not a terminal illness, but a disease that office workers can easily get unknowingly.
Foreign studies have found that “stress” is one of the important causes of depression.
A survey conducted by the Japanese Socioeconomic Production Headquarters earlier this year on listed companies revealed that 48.
9% of companies believe that in the past three years, employees’ mental illness has increased.
Enterprises continue to lay off employees, and the implementation of performance-oriented personnel system makes employees’ psychological pressure even greater, and the number of patients with mental illness is bound to increase in the future.
If the talent complains that the pressure of modern work and life is too great, the organization should take immediate measures when it is about to be “crazed”, because the “pressure valve” of talent psychology is not only in his own hands, but also in the hands of the organization.
  1The company’s chief psychologist has surfaced. Tolstoy’s famous saying “unfortunate families have their own misfortunes” is also applicable to the company.
Just like in the family, business can also run into problems when communication in the company is poor or even disrupts relationships.
Therefore, as a new generation of management consultants, psychological counselors or psychotherapists are entering the corporate office.
Unlike traditional corporate consultants who are struggling to analyze and improve the company’s business strategy, the new type of psychological consultants focus on the emotional deadlocks in the work-from managers who compete with each other and waste time on the digging walls, to those who frustrate the spirit of innovationBossy boss.
  What is the biggest emotional problem facing the company?
Carey, head of the New York consulting firm, psychologist?
Sarkovitz pointed out that companies generally face two problems: one is unhealthy self-intoxication, which occurs when company leaders become self-centered and cannot listen to the opinions of others; the other is management.Authoritarian style.
In today’s harsh business environment, senior managers also face conflicts and challenges, which has increased their pressure.
With the continuous development of the economy and the increasingly cruel competitive environment, “live alive” is the most resonating sentence among the bosses and employees in the workplace. Although the things that may be “concerned” are different, psychological problems are common.Beyond levels of knowledge and competence.
The bosses and white-collars of many well-known companies are not new when it comes to consulting a psychologist outside of work.
  Have you ever seen a situation like this: An employee who was just approved by the department manager hurriedly walked into a mysterious office, walked out calmly an hour later, returned to the manager and shook hands with himAnd; a group of college students who have just started out and have encountered obstacles at work, quickly integrated into the collective after a period of psychological counseling, and played their role well; the business department that had low morale but also talked about each other and conflicted, experiencedAfter a few days of special training, the mental outlook changed and they worked together, and the performance has made a leap in a short period of time.
What magical power has changed the thinking and mental state of employees?
This mysterious figure is the “chief psychologist” inside the company.
The specific responsibilities of this position are: responsible for breaking the interpersonal relationship barriers among all employees, improving the level of cooperative operations among all employees; responsible for improving the psychological quality and innovation ability of all employees; responsible for establishing a sustainable corporate culture, etc.
The chief psychologist and training, mentoring, and coaching are three functions in one, to achieve the best communication between enterprise managers and employees, and maximize the conversion of human resources into productivity.
  Some enterprise managers think that enterprises do not need to set up this post, and they can ask outside experts when they need training and consultation.
In fact, some data show that consulting and training personnel outside the company is not only costly, but also cannot guarantee continuous and coherent results. In addition, external personnel have insufficient knowledge of the internals of the enterprise, and the actual results may be greatly reduced.
Therefore, setting up consulting and training experts inside the company has obvious advantages and benefits in the long run.
  2Entrust professional organizations to conduct health management In the United States, which attaches the most importance to actual performance, 80% of large enterprises use EAP. “Performance First” and EAP are called the right arm of enterprise management.
Japan has also begun to explore its true meaning. Many companies have established EAP mechanisms internally, and psychological counseling is increasingly entering the enterprise.
  EAP is also known as employee assistance project or employee assistance project. It is a set of systematic services provided by the organization to help employees and their families solve occupational mental health problems. It is a type of mental health service.
At present, most companies in Japan have entrusted the project to external professional institutions by signing contracts with professional institutions.
The talent introduction center of a comprehensive talent service group company headquartered in Shinjuku, Tokyo has launched EAP services since 1993.
Corporate employees make appointments for consultations by phone or email. The consultants are staffed by clinical psychologists and experts.
Personal information such as consulting content is absolutely confidential. Later, it gradually developed into a company that came to sign contracts with it and was responsible for consulting for all members of the company for a period of time.
  Now, more and more Japanese companies have begun to attach importance to the management of employees’ mental health. In addition to providing counseling when employees have troubles, they also require supervisors to pay attention to the psychological conditions of their subordinates and implement regular psychological consultations.
In fact, unhealthy employees will reduce work efficiency, and the cost of the company may be greater than the brain drain.
Fuji has provided mental health seminars to 4,000 supervisors in batches. The company’s exclusive physicians explain the relationship between overwork and stress, and the characteristics of depression.
As early as 1998, Fuji Company invited enterprise-specific physicians to company employees (1.
50,000), individual interviews, each person at least once a year, with advice from a doctor.
However, the company believes that the annual interview is not enough to avoid managing risks, so the company decided to further implement new measures to pay close attention to the mental health of employees.
  3 Psychological training improves employees’ “immunity” According to reports, psychological training is being accepted by more and more high-tech companies, and in Beijing, there are nearly 10 companies specializing in corporate psychological training.So, what kind of training is this kind of training that believes in “heart attack”?

Psychological training is a kind of training about adjusting mentality and improving psychological quality, with the goal of developing human potential.

“I no longer refuse”, “Seven Habits of Successful People”, “Quality Training”, “Fifth Cultivation”, “Neurolinguistics”, etc. belong to this standard. According to this introduction, psychological training is discussed from the MBA case teachingFrom the development, the simple lecture method is rarely used, or the trainees leave the office and participate in various games in a relatively concentrated writing.

  In psychological training, many experiential exercises have been added.

For example, in the so-called “fifth level development” psychological training class, the trainer hangs out a rather abstract view.

Some say it’s like a naive girl, some say it’s a weather-beaten old lady.

But is it right for a girl or an old lady?

In fact, it’s all right, just different perspectives and different focus.

What leads from this is that there is a “blind zone” in people’s observation and understanding.

When I think I am 100% right, I never thought it might be wrong.

The 58-year-old Schindler Elevator Finance Section Chief was touched after seeing the “double-sided picture”.

He used to show his financial reports to others, and he always felt that he was just in the form; he is a professional, and what others can cut away from righteousness. Now, he has the real need to communicate with outsiders in his heart, because he knowsDifferent perspectives lead to different thinking.

Chen Mo, who is calling himself a devil trainer because he is doing a devil training course, declares: As long as you can finish my devil training class, any hard work will be worthless!

  Many managers and talents at all levels of GE have adopted the “silent meditation” method to maintain psychological tranquility and eliminate the nervousness caused by nervousness. Therefore, GE has generally adopted dieting and physical exercise programs to eliminate the emotional illness of workers.Although it has been implemented for a long time, it has had little effect. Many people have replaced the phenomenon of increased blood pressure, stress and irritability caused by nervousness. Harvard Institute of Psychology and Sports Therapy has invented yoga, meditation,General and other methods of “quiet meditation”, GE recommended this method to employees, the company also hired a dedicated meditation counselor to guide employees to practice this method.

After the implementation of this method, the company ‘s mental illness treatment costs have been reduced by 27%; the branch managers ‘work efficiency has been greatly improved after using this method, and some branches have arranged 12 managers who work 12-14 hours a day to participate in silent activitiesAs a result, his enthusiasm for work is generally high and his spirit is exceptionally full.

  The way of culture and warfare is relaxed, and business management is also effective. To keep employees alive in fierce competition, they must learn to relax and release pressure. Only by letting go of the burden can we start the machine.