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 decread, even leave Batui, let the enterpri divided in public opinion, human and financial loss. Therefore, the incentive is a scientific and artistic work is very strong, we need to riously grasp.
题干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. The 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 e why many enterpris 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
虾仁炒芹菜
微信卡通图片头像of employees becau of equalitarianism or poor distribution, and bring the side effect of internal comparison, so that the managers of enterpris are counterproductive, and they lo 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 lf actualization, while individual motivation is the sublimation bad 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 performan
ce evaluation system. The two are the basis of motivation. Salary design can make people's value fully reflected, and asssment 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文件怎样加密
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 enterpris 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 ri. At the same time, the external compensation fairness to
different employees is not the same, for enterpri executives or technical personnel of scarce resources, external numerous olive branch waiting for them, so the 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 enterpri 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 enterpri work was not a very good evaluation, we ganhaoganhuai a kind, or even do more and mo
re wrong, wrong little less dry, not dry well, Hello everyone I am. This will be a rious 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 asssment criteria, asssment standard is not DDT performance simply do not speak generally, dozens of asssment index. The asssment criteria should be cloly linked with the development goals of the enterpri and the core work of the staff. The key point of the asssment 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 asssment and employees to improve the combination of asssment and counling 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.幼儿园家长会图片
With the rewards and punishment asssment can play a key role,
performance appraisal and salary, job promotion, training and welfare are cloly linked, to reflect th
e 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 lf, realize lf 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 lf 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.
ps常用快捷键荷银基金Work experience: work itlf has great incentive strength, no one love mediocre dull work, especially
for tho employees that young, motivated enough, challenging work and successful feeling, than the actual salary and incentive effect. Managers can u flexible work incentives, "design", the work is rich in content and expansion, the work given more responsibilities, and through two-way lection of employees and positions, put手机解锁
