As long as you behave well, you can get paid.
Peter believes that if salary is regarded as an effective incentive, then certain preconditions must be met. Salary is very important and everyone can get it. However, no matter how important salary is, unless it is directly related to job performance, salary is by no means the best incentive to stimulate work.
2. Promotion methods
When a promoted candidate is qualified for a new job, he will take promotion as a reward.
In an organization that employs all kinds of experts, it is best to establish different promotion management systems for different talents. In this way, all professional fields will have their own special promotion methods, and there will be no situation in which excellent scientific researchers or technical experts are promoted to incompetent management-level personnel for encouragement. The traditional promotion system lacks the flexibility of an effective reward system. In a sound and efficient incentive system, remuneration should be within reach, must be accompanied by excellent performance, and must be cashed in a reasonable time to play its due role. However, few organizations can do this.
3. Status law
Systematically improve the positions of excellent employees to encourage them.
So that the work of employees at all levels can reflect their respective "status", but this method should be completely coordinated with the characteristics of enterprises.
4. Efficiency method
Encourage employees to believe that efficiency is the basis of salary.
If we want to use salary as an incentive means to motivate employees' working ability, the premise is that employees take work efficiency as the basis of salary. A manager has no way to know whether salary is important to employees, but as long as excellent employees are encouraged according to the company's established salary policy, they will certainly be able to stimulate employees' work motivation on the basis of efficiency-based salary.
5 remuneration. law
According to performance, rewards and punishments are clear.
If rewards are closely related to performance, then rewards should be obvious enough to make people feel the difference between what is and what is not. This concept applies not only to the salary system, but also to other incentive systems. Starting from small things can motivate employees to the maximum extent.
It is unwise to raise the salary by 5% for employees with poor performance and 10% for employees with outstanding performance. There are different opinions about this reward system. However, facts have repeatedly proved that this can not effectively enhance the work motivation of employees, nor can it strengthen the contribution of employees.
Reward the employees with good performance, and only pay the employees with the worst performance.
6. Profit method
Let all employees share the profits, let the company become a cooperative enterprise, and let every employee have the opportunity to become the "master" of the enterprise.
7. Welfare Law
Welfare should provide employees with a full sense of security and meaningful enjoyment.
Providing employees with a sense of security and enjoyment through additional benefits, thus strengthening their working ability. Taking welfare as a reward for employees' excellent performance is not only a good incentive, but also can strengthen the work at all levels in the whole system.
8. Food store
Let every employee have the right to choose the reward he wants.
"Peter's Gourmet Restaurant", or "cafeteria compensation" and "supermarket concept" are the ideal of personalized payment through employees' own choices. Employees can choose the way that best meets their needs at different stages of their personal career, and are willing to do their best to exert their work potential in order to get paid.
9. Target method
If you want to encourage and strengthen employees' performance, clearly tell them what their work goals are and provide enough feedback to repay their contributions.
Clear work objectives not only clearly convey the job responsibilities of employees, but also are objective criteria for evaluating their job performance.
10. Participation method
Encourage team performance.
For many people, the strongest motivation for work comes from the challenge of work itself, the desire to achieve something, and the opportunity to get close to people they admire.
Sometimes, the salary can't be determined by the performance of an employee, but must be based on the performance of the team. Then, the group compensation plan can enhance the cooperation of employees.
1 1. Authorization Law
Provide opportunities for people who have the ability to develop creativity.
Many people with strong abilities have a strong sense of frustration because they can't blog with bureaucrats. If the company authorizes a talented employee to work in his own way or manage the department he is responsible for, then frustration can be transformed into satisfaction. This management style focuses on the actual goal, not the process. When the supervisor respects the competent people and transforms this respect into letting employees give full play to their personal creativity, the work effect will definitely rise linearly. In this way, employees can not only meet the needs of realization, but also make employees feel valued and respected.
12. Praise method
Convey your appreciation for the excellent performance of employees.
The source of praise and recognition is related to our evaluation of praise and recognition. When someone you don't trust praises you, you are likely to wonder if he has something else. Leaders must communicate with employees with sincere and kind praise and form group cooperation under the goal of * * * *.
13. Reputation method
Communicate with outstanding employees at all levels.
Under the organization of traditional hierarchical system, communication is often transmitted by people with high power. No matter how capable employees are, they are only allowed to communicate with their direct subordinates.
Without the traditional management methods, each level will provide more promotion opportunities, and also allow employees to get more rewards in competent and happy positions. In the circular hierarchy, those who are promoted to the highest position at their own level because of their excellent performance can communicate closely with the higher levels of the organization. This system can inspire the most capable people at all levels and make them willing to stay in their original posts and continue to play their talents. If you go up one level, not only will the head of a chicken become the tail of an ox, but your status will plummet, and you may never get into the top of this level.
In the circular hierarchy, executives will communicate directly with the best employees at each level, which will not only enhance the prestige of each level, but also provide the most direct, effective and practical suggestions from all levels for senior decision makers.
14. Approach method
By means of reinforcement, a person can keep approaching the ideal goal, which can be a person's behavior.
Because behavior is shaped by results, we can systematically change it into. What happens after being encouraged will usually happen again in the future. Because most human behaviors can't be exactly the same when they are repeated, we can set the expected goals in advance and shape our behaviors according to them. On the one hand, it is necessary to form a consistent goal, on the other hand, it is also necessary to give reasonable evaluation and even encouragement to individual innovative behavior, especially to strengthen the behavior that meets the expected goal.