In order to fully mobilize the enthusiasm of employees, establish their awareness of long-term service for the company, enhance the cohesion of the company and attract outstanding talents, the company will formulate some plans. Let me share the employee incentive plan with you, and friends in need can have a look!
Chapter I General Provisions
Article 1 In order to fully mobilize the enthusiasm of employees, establish employees' awareness of long-term service for the company, enhance the cohesion of the company and attract outstanding talents, this scheme is specially formulated.
Article 2 The employee incentive plan of the company includes: year-end bonus, sales commission, promotion (grade), performance award, outstanding employee award, overseas travel award, project completion award, free study plan, etc.
Article 3 This plan is a guiding plan, and its specific implementation is based on specific individual management measures, but it must be implemented under the principles of this plan.
Article 4 The formulation and revision of this plan and the formulation of personal management measures shall be implemented by the Human Resources Department.
Article 5 The plan and individual management measures shall be implemented after being approved by the general manager.
Chapter II Incentive Assessment
Article 6 Performance Award: See the Administrative Measures for Performance Appraisal for details.
Article 7 Sales commission: Only in the sales department. For details, please refer to the reply document of sales commission ratio of marketing department.
Article 8 Promotion (Grade): For details, please refer to the Administrative Measures for Employee Resignation.
Article 9 Year-end bonus: When other employees of the company complete the annual target, the company will pay bonuses according to the benefits of the current year, but the company will not pay bonuses to employees who left before 65438+February 1 of that year. The specific measures shall be formulated by the Human Resources Department in the middle of1February every year.
Article 10 Outstanding Employee Award: The company encourages and commends employees to do their best to serve the company. At the end of each year1February, outstanding employees of the company are selected according to a certain proportion, and honorary certificates and bonuses are awarded. Employees running for outstanding employees must meet the following conditions:
1) must be employed before 1 month 1 of the current year, that is, the service life is over one year.
2) Performance appraisal for more than 10 months was rated as Grade A. ..
3) the merits and demerits of the year were offset.
Chapter III How to effectively motivate employees
A very important part of management is the management of people, and human resource management is mainly achieved through incentives. The so-called motivation means that managers follow the law of human behavior and use various effective methods and means to stimulate the enthusiasm, initiative and creativity of subordinates to the maximum extent, thus ensuring the realization of organizational goals. It can be seen that the use of incentive mechanism is an important factor to determine the rise and fall of enterprises, and how to make good use of incentive mechanism has become an important issue for all enterprises.
First, the main factors affecting incentives
First of all, do employees believe that their efforts can be reflected in the performance appraisal? For some employees, the answer is no, probably because they lack the necessary skills, which means that no matter how hard they work, their performance can't be high. Or the standard of the evaluation system is non-performance factors, such as loyalty, so you may not get a higher evaluation no matter how hard you work. Another possibility is that employees think that managers don't like themselves, so they feel that no matter how hard they work, they won't get high marks in the performance appraisal. These phenomena show that one of the reasons for employees' low enthusiasm is that employees think that their efforts will not be rewarded.
Secondly, do employees believe that high performance appraisal can bring high salary? Many employees think that performance has little to do with salary, because the salary of the company is not based on performance. For example, if salary is calculated according to seniority or flattery to managers, employees may think that performance has little to do with salary, so it is difficult to be motivated. Therefore, the company needs to establish a scientific and fair performance evaluation system, and publicize and implement it so that all employees can understand it.
Finally, do employees get what they want? An employee works hard, hoping for a promotion, and the result is a raise; Or an employee wants to do a more interesting and challenging job, but only gets a few praises. In both cases, the enthusiasm of employees can only be partially optimized. These examples show that it is very important to personalize salary to meet the needs of different employees. However, many managers mistakenly believe that all employees' needs are the same, thus ignoring the incentive function of differentiated salary means. Therefore, companies need to take personalized incentives for employees with different needs.
Many employees are not enthusiastic about their work because they can't see the relationship between effort and performance, performance and reward, and the reward they get and the reward they actually want. If you want to motivate employees, you must strengthen the relationship between the three.
Second, the problems that should be paid attention to in employee motivation
1. Incentive is not equal to reward.
Many managers simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures one-sidedly, ignoring or not considering restraint and punishment measures. Incentive in a complete sense should include two meanings: incentive and constraint, and reward and punishment are the unity of opposites. Incentive is not all encouragement, it also includes many negative incentives, such as fines, demotion, elimination of incentives and so on. In every enterprise, employees have all kinds of behaviors, but some behaviors are not expected by the enterprise. Companies can use rewards to strengthen their desired behavior; According to the reinforcement theory in motivation, we can take restraint measures and punishment measures, that is, use mandatory and threatening control techniques, such as criticism, fines, elimination and so on. Create an unpleasant or stressful situation and guide employees' behavior to develop in a specific direction.
2. Spiritual encouragement can not be ignored.
When it comes to employee incentives, people often think of material incentives. Many managers believe that employees go to work to earn money, so money is the most effective tool to motivate employees. Some managers blindly believe that only when bonuses are paid enough can employees' enthusiasm be mobilized. However, in practice, many enterprises spent a lot of money in the process of using material incentives, but failed to achieve the expected purpose, and the enthusiasm of employees was not high, which delayed the opportunity of organizational development. American management scientist Peter pointed out: "Rewards will bring side effects, because high bonuses will block each other's news, affect the normal development of work, and the atmosphere of the whole society will be unhealthy."
It is the basis and starting point of motivation to treat and correctly understand the needs of employees and respect their legitimate needs. If you misunderstand the needs and values of employees, then there is no incentive. In fact, people not only have material needs, but also spiritual needs. A study on motivation factors in the United States shows that employees regard the manager's praise of their work as their priority.
And the most important incentive. Unfortunately, in this study, 58% of employees said that managers generally do not give such praise. It can be seen that enterprises can't only motivate employees by material, and spiritual motivation plays an irreplaceable role.
3. Equal distribution equals no incentive
In some enterprises, after the establishment of the incentive system, employees' enthusiasm is not high, but their efforts have declined. The reason is that there is no systematic and scientific evaluation standard, which eventually leads to egalitarianism in the implementation process, such as "rotating village method" and "grasping castration method" in the evaluation, which has hit the enthusiasm of employees who have made great contributions. Bonus was originally an incentive factor, but there was a deviation in the implementation process, which made employees feel dissatisfied, but suppressed and reduced their efforts.
A set of scientific and effective incentive mechanism is not isolated, but must cooperate with a series of related systems of enterprises to play a role. Among them, the evaluation system is the basis of motivation, and only with accurate evaluation can motivation be targeted. In the process of incentive implementation, we must pay attention to the principle of fairness, so that everyone feels that they have been treated fairly and must oppose egalitarianism, otherwise the incentive will have negative effects.
Third, establish an effective incentive mechanism.
1. Establish a scientific and fair incentive mechanism.
The purpose of motivation is to improve the enthusiasm of employees. The main factors affecting work enthusiasm are: work nature, leadership behavior, personal development, interpersonal relationship, salary and benefits, and working environment. These factors have different effects on enterprises of different cultures. In order to make the incentive system scientific, enterprises must systematically analyze and collect information related to incentives and fully understand the needs of employees.
Incentive must be fair, and the incentive system must embody the principle of fairness. Whether a person is satisfied with his remuneration depends not only on its absolute value, but also on social comparison or historical comparison, through which he can judge whether he has been treated fairly, thus affecting his mood and work attitude. Therefore, enterprises should, on the basis of extensively soliciting employees' opinions, introduce a set of system recognized by most people, publish this system, and strictly implement it in the incentive.
2. Pay equal attention to both spiritual and material incentives.
For some outstanding employees with outstanding work performance, it is entirely possible to take the form of spiritual encouragement and give necessary honorary rewards. For example, managers can congratulate employees who have done a good job, and the simplest way is to say "well done"; Or write a handwritten note or an email to praise employees' behavior and express their recognition of their work. For employees who are eager for social recognition, managers can publicly recognize their achievements and satisfy their sense of accomplishment. You can also design certain grades and titles to create enough grades for employees to be promoted again and again. In order to strengthen the cohesion and motivation of the team, managers can also hold meetings to praise those effective teams.
3. Comprehensive use of work incentives and participation incentives
Work itself has the power of motivation, and no one likes mediocrity, especially for those young and self-motivated employees. Challenging work and successful satisfaction are more motivating than actual salary. Enterprises can flexibly use work incentives according to their own characteristics. In order to give full play to the enthusiasm of employees, managers should carry out "work design" to enrich and expand the work content and create a good working environment. In addition, through the two-way choice of employees and positions, employees can have certain choices in their own work. Try to put employees in suitable positions and rotate their jobs when possible, so as to increase the freshness of employees and cultivate their enthusiasm and enthusiasm for work.
4. Encourage employees at different levels.
Employees engaged in simple labor create low value and the labor market is abundant. It is applicable, economical and more effective to give them material incentives. On the contrary, high-level technicians and managers need to make achievements from the inner spirit. They are important creators of enterprise value and the company hopes to keep them. Therefore, in addition to providing rich material benefits as far as possible, companies should also pay attention to spiritual and work incentives, such as rewarding and promoting outstanding employees, granting more important jobs, creating a relaxed working environment, and providing challenging jobs as much as possible to meet the needs of these people.
5. Understand the needs of employees and implement personalized incentives.
In management practice, how to implement effective incentives for individuals in enterprises is first based on the understanding of people. In order to motivate employees, we must understand their motives or needs. Managers must first make two points clear: first, there are no identical employees; Second, employees have different needs at different stages. For different employees, we should consider individual differences, make specific analysis, find out the factors that motivate them, adopt different incentive methods, and carry out targeted incentives.
For example, young employees pay more attention to having autonomy and innovative working environment, middle-aged employees pay more attention to the balance of work life and career development opportunities, while older employees pay more attention to job stability. Female employees pay more attention to salary, while male employees pay more attention to their own development. Therefore, enterprises must take into account the characteristics of enterprises and the individual differences of employees when formulating incentive mechanisms in order to receive the greatest incentive effect.
Different employees have different needs, and a specific employee also has different needs in different periods and environments. These needs are mainly influenced by the changes of their own wishes, their own working and living environment, social fashion and family direct or indirect needs. Because there are many factors that affect employees' needs, and they can change independently and cross each other, it is necessary to grasp the leading needs of employees in order to effectively motivate employees.
6. Combine rewards and punishments, and introduce the last elimination mechanism.
Motivation is effective because people pay special attention to the success or failure of things when they are concerned about their own immediate interests. The instinct of seeking advantages and avoiding disadvantages will turn the pressure of facing crisis into motivation. It is conceivable that people will work hard in the face of threats such as reduced income and unemployment. The last elimination system is to improve the competitiveness of the organization, sort the employees reasonably through scientific evaluation methods, and transfer, demote or dismiss the employees who rank lower according to a certain proportion or number. Its purpose is to strengthen the sense of crisis and urgency of employees, improve the quality and efficiency of employees' work and promote the overall progress of the organization through compulsory elimination of the last place.
Chapter IV Methods of Encouraging Employees
The first part motivates individuals
Improve the morale of the troops
approve
One-on-one communication
ask for advice
Stimulate creativity
Carry out vocational training
Make work interesting and challenging. The second part motivates the team.
A clear purpose, a clear goal
team spirit
Efficient meeting
Team initiative
Team suggestion
Team creativity
Self-managed work team
The third part motivates the company
Simplify policies and regulations
Cultivate employees' sense of ownership and provide flexible working mechanism.
Communicate fully with employees.
Listen to employees' suggestions.
Make employee development plan
Improve the working environment and employee welfare
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