如何更好的激励员工(Howtomotivateemployeesbetter)

2023年12月18日发(作者：萨博汽车怎么样)

如何更好的激励员工（How to motivate employees better）

How to better motivate employees, so that employees maintain

a better working passion, which is a lot of managers are very

concerned about, but also a headache. Incentives do well, the

spirit of employees doubled, performance leaps and bounds,

personal and business double harvest. The incentive to do well,

staff morale, work performance decreased, even leave Batui, let

the enterprise divided in public opinion, human and financial

losses. Therefore, the incentive is a scientific and artistic

work is very strong, we need to seriously grasp.

Material incentives are limited

Motivation is a systematic project, and it is the result of many

actions. According to Herzberg\'s two factor theory, employees

are satisfied with their work, and they are divided into health

care factors and incentive factors. Health care factors include

company policy, rules and regulations, salary and welfare, work

stability, work environment and other material incentives.

These employees will not be satisfied. But without that,

employees will be unhappy. Incentive factors include

achievement, challenging work, job responsibility,

opportunities for development and other non-material

incentives. It is the internal motivation to motivate people.

From the two factor theory, we can see why many enterprises such

as salary, salary, welfare and other material incentives can

not achieve the maximum effect. Material incentives are

important, but their role is limited. It can only solve the

employee\'s health care factors, not from the real staff

spontaneous work. On the contrary, it will lead to low morale of employees because of equalitarianism or poor distribution,

and bring the side effect of internal comparison, so that the

managers of enterprises are counterproductive, and they lose

their wives.

The scientific incentive way is not only to solve the basic life

needs of employees, but also to create a good external

environment for employees. At the same time, it can stimulate

employees\' intrinsic potential. Let the staff be enthusiastic

about the work, but also to meet the individual needs of

employees. Among them, the material incentive is the foundation,

without it, the other incentives do better is also a castle in

the air. Non material motivation is the key, through which

employees can meet the needs of self actualization, while

individual motivation is the sublimation based on the two

satisfaction.

Let material incentive play the most important role

The material incentive factors are many, and the biggest

incentive effect is the salary and performance evaluation

system. These two are the basis of motivation. Salary design

can make people\'s value fully reflected, and assessment design

makes people\'s contribution to be evaluated reasonably. When

people\'s value and contribution can get reasonable returns, it

can greatly stimulate the enthusiasm of employees.

Salary incentive

Salary is the basis of motivation, especially in China, which

is less developed in economy. However, the common salary cuts across the country, equalitarianism, you have, we have some

practices, so that the role of incentive compensation greatly

weakened. If the salary incentive really play out, it must be

in accordance with the principle of fair remuneration

scientific design. The principle of compensation fairness

includes external equity and internal equity.

External equity of compensation: the internal compensation of

enterprises should be fair compared with the external market

compensation. Staff salaries are not necessarily higher than

the outside world, but it must not be lower than the average

level of the outside world. When the salary is lower than the

outside, the staff will float and rise. At the same time, the

external compensation fairness to different employees is not

the same, for enterprise executives or technical personnel of

scarce resources, external numerous olive branch waiting for

them, so these people pay a higher level than external

competitive ability. As for the ordinary employees who can

supply a large amount of market, they can be in the medium market

level.

Salary internal equity: salary should be fair compared to the

internal positions, that is to say, when the individual and

enterprise other personnel, feel their pay equity, salary can

play an incentive role. This requires salary to reflect the

value of the post, and the position of the difficulty,

complexity, job responsibility, knowledge level and other

direct link. Thus, due to the different job value, the salary

between posts will vary greatly, such as the compensation

between employees and managers. Even at the same level, there\'s

a big difference in pay. If the value responsibility of the marketing manager and the logistics manager is different, the

salary will also be significantly different.

Performance incentive

Performance appraisal is another cornerstone of health care

motivation. If the employee in the enterprise work was not a

very good evaluation, we ganhaoganhuai a kind, or even do more

and more wrong, wrong little less dry, not dry well, Hello

everyone I am. This will be a serious blow to employee

enthusiasm, job performance will plummet. This requires the

scientific design of performance appraisal.

To give full play to the performance appraisal, it is necessary

to grasp the assessment criteria, assessment standard is not

DDT performance simply do not speak generally, dozens of

assessment index. The assessment criteria should be closely

linked with the development goals of the enterprise and the core

work of the staff. The key point of the assessment is the key

performance indicators, so as to reflect the work contribution

of the staff.

At the same time the performance appraisal must be a complete

process, target design, process guidance, appraisal interview

and performance improvement of a few can not, this assessment

and employees to improve the combination of assessment and

counseling process combined with employees to know their work

in the insufficiency and the improvement method of performance

appraisal, so the incentive for employees will greatly enhance.

With the rewards and punishment assessment can play a key role, performance appraisal and salary, job promotion, training and

welfare are closely linked, to reflect the incentives to focus

on performance, reduce the qualifications, engage in

relationships, etc. up to the boss behavior and the incentive.

This will enable the company to form a reward, punish bad,

promote the performance of incentive oriented. This motivates

the behavior of the staff towards the direction of the company\'s

expectations.

Let immaterial stimulation stimulate employees\' potential

Material motivation eliminates the worries of employee

survival, while non material motivation can awaken the

potential of inner self, realize self need, and turn work into

personal career and pleasure. Among them, the challenging work,

career management is the link of management. Through the

challenging work, stimulate the morale of employees; through

career design, to promote employee self development.

Challenging work

There are two forms of challenging work, one is the enrichment

of work, and the other is the high goal of work.

Work experience: work itself has great incentive strength, no

one love mediocre dull work, especially for those employees

that young, motivated enough, challenging work and successful

feeling, than the actual salary and incentive effect. Managers

can use flexible work incentives, \"design\", the work is rich

in content and expansion, the work given more responsibilities,

and through two-way selection of employees and positions, put the right person in the right position, realize people and post

the reasonable match, the training of the staff enthusiasm and

positive on the job.

Work high goals: too easy to do the staff often do not have the

fight, design challenging work objectives, let employees jump

enough, so that more exciting work enthusiasm of employees.

When designing goals, employee goals are closely aligned with

enterprise development strategies and are consistent with

organizational goals. This allows employees to see the value

and contribution of their work to the organization. At the same

time, it also shows that in the process of achieving the goal,

individual goals are also constantly realized, so as to form

endogenous incentives, and realize the self-management of

employees.

Career design

For the future design of the career of employees, can

effectively solve the job burnout of employees, guide employees

to develop themselves, self realization of the direction of

development, which is an advanced form of incentives. This

requires enterprises to establish a multi-channel career

system. Including management, technology, business and many of

the rising channel, each channel has a corresponding level and

promotion criteria, and each channel in the responsibility,

remuneration and the effects are comparable, the conversion can

realize promotion and channel each other under certain

conditions.

The design of multi channels for staff career, especially professional and technical personnel, business personnel

promotion to create the conditions, these personnel promotion

officials often rely on a road, it is easy to put a good business

experts into poor management. And many promotion channels,

According to their professional interest and skills, the staff

can choose the most suitable road for their development. This

is only an official bid farewell to reflect the value, also can

achieve promotion in their professional field. In this way,

they put their energies into the most suitable jobs for

themselves, thus creating the greatest benefits. This has a

great incentive effect on the staff.

Differentiated incentive design

Different people lead to different demands. Therefore, the \"one

size fits all\" to all the use of the same incentive means, the

results will be thankless, and according to staff needs and

changes to develop differentiated, personalized incentive

measures, the incentive effect will be greatest.

Motivating people at different levels

According to Maslow\'s hierarchy of needs theory, human needs

are divided into survival needs, security needs, respect for

needs and self actualization needs. Different levels of

personnel demand, the form of incentives will certainly be

different.

For the employees at the grass-roots level or those who are

engaged in simple labor, because of the low salary, their demand stays at the living level more, and more material incentive is

applicable and effective to them. On the contrary, high-level

technical staff and senior management personnel, has long been

a phase of survival from the inner spirit of achievement need

more, so the company in addition to provide favorable treatment

of the material, but also pay attention to spiritual motivation

and work incentives, such as promotion, authorization, create

a relaxed working environment, and to provide challenging work

to meet the needs of these people.

Motivate people according to their personality

Everyone\'s demand is not the same, whether the employee\'s

motivation is what they want or not, which determines the

incentive effect. If an employee works hard and wants to get

a promotion, he will get a raise; or if an employee wants to

do a more challenging job, he gets a few words of praise. The

incentive effect will be much less.

Generally speaking, young people pay more attention to autonomy

and innovative work environment, middle-aged employees pay

more attention to the balance of work and life and career

development opportunities, older employees pay more attention

to the stability of the work. Female employees pay more

attention to pay, while male employees pay more attention to

the development of enterprises and themselves. Therefore, the

incentive mechanism must take into account the characteristics

of enterprises and individual differences of staff for targeted

design, in order to receive the best incentive effect.

Overall, staff motivation very complex project, in addition to salary assessment material incentive, occupation career

planning and non-material incentive, and corporate culture,

enterprise culture, enterprise training system, enterprise

system process has a very close relationship, therefore, the

design of incentive mechanism, the organization must

understand the specific situation, understand the actual needs

of employees, so there are incentives for the design, in order

to have a better incentive effect and let employees with

passion.