What are the benefits of integral management?

Integral is the quantitative embodiment of the results of performing tasks. WorkLess provides an integral management tool to make statistics on tasks, reports and other results, form an integral ranking, and provide data basis for team managers.

WorkLess adapts to different industries, and 30+ industries are using WorkLess to solve problems such as teamwork, task management and project collaboration.

First, points are not directly linked to money, which subtly diverts employees' attention. According to the theory of emotional events, employees will have emotional reactions to things at work, positive events will have positive emotional reactions, and negative events will have negative reactions, which will hinder the realization of work goals. Then, compared with deducting money, deducting points reduces the negative psychological effect of employees and is more acceptable to employees.

Second, it is conducive to organizational decentralization. Now in private enterprises, excessive centralization is a common problem, and the integral system strengthens decentralization. In the process of implementation, supervisors at all levels independently reward or deduct points from lower-level employees within the scope of their functions and powers, effectively reducing the management burden of senior managers.

Third, solve the problem of organizational justice and improve the sense of organizational justice. Organizational justice mainly includes procedural justice, distributive justice and interactive justice. Fairness will affect employees' mood and performance. The points system mobilizes employees' enthusiasm and enhances employees' sense of fairness through the proportional relationship between employees' points and performance.

Fourth, it can provide timely information feedback for managers and employees. Performance feedback is a very important link in performance management. If the assessment results are not fed back to the appraiser in time, the assessment will lose its motivation. Integral system management, enterprise managers and employees can query the details of points and their rankings at any time. This kind of real-time feedback is more conducive to the process control of employee performance.

Fifth, the "participatory" management model is conducive to stimulating employees' organizational citizenship behavior. The "participatory" management contained in the enterprise points system management is embodied in the fact that the scoring standard is formulated after discussion by the superior and subordinate managers, so the superior and subordinate managers of the enterprise maintain good communication with the grassroots employees, and constantly adjust and optimize this scoring standard through performance feedback in practical work. This can enhance employees' sense of ownership.

Sixth, give consideration to both long-term and short-term incentives. The points managed by the points system are valid for employees for life, and they are not cleared and accumulated continuously. Enterprises can make short-term or long-term incentive plans according to their own development needs and their own strength.

Seven, effectively solve the problem of "survival of the fittest" of employees. Enterprises want to retain good talents and survive the fittest, but it is often difficult to do so. China is an individual society. If it is assessed according to the points, the unsuitable employees will be eliminated according to the points ranking, and everyone is equal before the points.

Eight, conducive to the coordination and unity of organizational goals and personal goals in enterprises. Enterprises want to make profits, and employees want to get more returns. How to unify the two? Through the management of points system, the bridge between personal goals and organizational goals is established by "points", and the expectations of employees are set as rewards, and the ranking of points is linked to rewards. Guiding employees' behavior through this way of "rewarding and deducting points" can coordinate the relationship between employees' personal goals and organizational goals and reduce these costs caused by repeated interest games between employees and organizations.