First, appropriately raise the salary limit and give employees care.
The age structure of employees in enterprises is getting younger and younger, and the old model of seniority-based salary increase has increasingly become the biggest constraint for employees to play their enthusiasm. Compared with each other horizontally, the contrast is too great, so these young people have a terrible sense of loss psychologically. If this mentality is not changed in time, it will gradually form negative thoughts and become a negative factor in the development of enterprises. Those young employees are prone to loneliness because they haven't been employed for a long time and don't know many people. If you can't get timely communication and exchange from comrades, and you can't get the care and love that the organization should have, you will probably form a fear of the working and living environment. Work hard, can't afford it, can't let it go, and can't play its due work potential. Company leaders need to often go deep into the scene, intentionally contact some young employees, communicate with them psychologically, understand their thoughts and needs, solve some difficulties in work, study and life in time, let them feel the concern of leaders and the warmth of the organization, and their worries and loneliness will soon be eliminated, and they will also happily integrate into the collective.
Second, encourage and reward outstanding employees and mobilize the enthusiasm of all employees.
Enterprises clearly stipulate effective material incentives for professional and technical personnel, formulate detailed terms, stipulate the treatment that technical personnel should enjoy and the guarantee provided by the company, and create conditions for their post contribution and continuous innovation. The promulgation of the "Measures" not only greatly mobilized the enthusiasm of the majority of professional and technical personnel to a certain extent, but also fully affirmed the work of such talents. The first batch of technical experts and professional leaders selected by the company are the best examples. The company not only gave these people generous treatment and honorary titles, but also got full respect at the company's science and technology conference. In the later work, these employees from different professional fields not only gave full play to their skills and intelligence, but also greatly stimulated and mobilized the enthusiasm of young professional and technical personnel to develop enterprises through science and technology. Practice has proved that this measure is effective for technical talents.
Third, improve the working environment and increase the amount of bonuses.
Employees engaged in manual labor at the production site are doing their own work in a down-to-earth manner every day. What they value is their own labor remuneration and working environment. If the labor intensity and post environment of front-line employees are reasonably considered when paying bonuses, and their bonus amount is relatively increased, so that they feel that the enterprise is considerate of their working environment, they will do their duty. Power generation enterprises have many posts, long posts and great differences in working conditions, which require enterprise managers to fully consider different allowances and treatments for different posts. For fuel operation and maintenance personnel, boiler operation and maintenance personnel and those who are often exposed to chemicals such as acid and alkali, more labor protection measures should be provided to improve their working environment. Railway professionals have a particularly long operational front, and some teams are far away from the factory, which is inconvenient for commuting. Providing them with commuting tools seems trivial, but it is actually an emotional investment, which not only solves the practical difficulties of employees, but also ensures the working hours, which not only makes employees feel at ease and work actively, but also gives employees a long-term sense of belonging. For bonus incentives, we should control the timeliness and fairness of rewards. Reward must be timely, and don't wait too long to reward, which will lose the effectiveness of the reward and won't have real effect. We should grasp the fairness of the reward distribution scheme, but absolute fairness is impossible. As long as the distribution scheme can satisfy most comrades and be accepted by a few people, it can stimulate the enthusiasm of employees. The key to the problem is that money cannot be squandered, incentives must be standardized, incentives need mechanisms and supervision, and constraints also need mechanisms.
In short, employee motivation is necessary and its role is remarkable; Effective supervision and restraint mechanism has the same effect and great role. Incentive methods should be flexible and diverse. If there are no scientific incentive methods and elements, it will naturally affect the enthusiasm of employees. If we can't fully mobilize the enthusiasm of employees and give full play to their intelligence, it will be difficult for enterprises to operate well. Without effective checks and balances, correct incentives and sustained development, money worship may rise and the efficiency of socialist spiritual civilization management enterprises will be hit. If there is a scientific incentive mechanism and perfect incentive system, supplemented by the rational use of the necessary supervision and restraint mechanism, the enthusiasm of employees will be fully mobilized, the great potential of employees will be fully exerted, and the development prospects of enterprises will be better.