Guide 1: Staff Incentive and Reward, organized by this year's postgraduate training network, thanks for reading.
I. Incentive principle
Principle 1: Motivation should vary from person to person.
Because different employees have different needs, the same incentive policy will have different incentive effects. Even the same employee will have different needs at different times or in different environments. Because motivation depends on internal factors and is the subjective feeling of employees, motivation should vary from person to person.
When formulating and implementing incentive policies, we should first investigate what each employee really needs. Sort out and classify these needs, and then formulate corresponding incentive policies to help employees meet these needs.
Principle 2: Appropriate rewards and punishments
Improper rewards and punishments will affect the incentive effect and increase the incentive cost. Excessive rewards will make employees feel proud and satisfied and lose their desire to further improve themselves; If the reward is too light, there will be no incentive, or employees will feel neglected. Excessive punishment will make employees feel unfair, or lose their recognition of the company, and even produce feelings of sabotage or destruction; If the punishment is too light, employees will underestimate the seriousness of the mistake and may make the same mistake again.
Principle 3: Fairness
Fairness is a very important principle in employee management. Any unfairness an employee feels will affect his work efficiency and work mood, and affect the incentive effect. Employees who achieve the same results must receive the same level of rewards; Similarly, employees who make the same mistakes should be punished to the same extent. If you can't do this, managers would rather not reward or punish.
Managers must have a fair mind when dealing with employee problems, and should not have any prejudice or preference. Although some employees may make you like them very much and some you don't like them very much, you must treat them equally at work, and there must be no unfair words and behaviors.
Principle 4: Reward the right thing.
If we reward the wrong things, the wrong things will often happen. Although this problem seems simple, managers often ignore it when implementing incentives. Management scientist Mitchell? After years of research, Rabef found that some managers often reward unreasonable work behavior. According to these common mistakes, he summed up ten aspects of work behavior that should be rewarded and avoided:
Reward actions to solve problems thoroughly, rather than just seeking immediate benefits;
Reward risk-taking behavior, rather than avoiding risk;
Reward the good use of creativity rather than stupid blind obedience;
Reward decisive action, not just talk but not practice;
Reward more brains instead of hard work;
Rewards will simplify things, not make things unnecessarily complicated;
Reward people who are silent and efficient, not chatterboxes;
Reward high-quality work, not sloppy work;
Reward loyalists instead of job-hoppers;
Reward unity and cooperation rather than confrontation.
Second, the method of employee motivation
When it comes to employee motivation, many people will think of raising wages or giving bonuses. In fact, motivation is to meet the needs of employees, and the needs of employees are varied, so the ways of motivation are also varied. Material incentives (salary increase or bonus) are just one way, but there are many other ways. According to the different nature of incentives, we can divide them into four categories: achievement incentives, ability incentives, environmental incentives and material incentives.
Achievement reward
With the development of society and the improvement of people's living standards, more and more people choose to work not only for survival. For knowledge workers, work is more about getting a sense of accomplishment. Therefore, achievement motivation is a very important part of employee motivation. According to different functions, we can divide achievement motivation into six aspects: organizational motivation, example motivation, honor motivation, performance motivation, goal motivation and ideal motivation.
(1) organizational incentives
It is convenient for employees to participate in management within the company's organizational system, and it is easier to motivate employees to improve their work initiative. Managers should first formulate detailed job responsibilities and rights for each position, so that employees can participate in the decision-making of setting work objectives. At work, let employees enjoy greater decision-making power over their own work process. All these can achieve the purpose of motivation.
(2) example motivation
Every member of the group is studying. Companies can set excellent employees as examples and let employees learn from them. Although this method is old-fashioned, it is very practical. Just as a bad employee can make everyone learn badly, an excellent example can also improve the working atmosphere of employees.
(3) Honor incentive
Awarding honorary titles to employees with outstanding work performance represents the company's recognition of these employees' work. Letting employees know that they are excellent can stimulate their enthusiasm for work.
(4) Performance incentive
After the performance appraisal, it helps employees to clearly understand their own performance appraisal results. If the employee knows the company's evaluation of his work, it will inspire him.
(5) Goal motivation
Set a higher goal for those employees with strong working ability and challenge them to work. This practice can stimulate employees' fighting spirit and motivate them to finish their work better. This kind of work goal challenge will be better if it can be combined with some material incentives.
(6) Ideal motivation
Every employee has his own ideal. If he finds that his job is fighting for his ideal, he will glow with infinite enthusiasm. Managers should understand employees' ideals and strive to combine the company's goals with employees' ideals to realize the common development of the company and employees.
Ability to motivate
In order to survive better in the future, everyone has the need to develop their own abilities. We can meet the needs of employees in this respect through training incentives and work content incentives.
(1) Training incentives
Training incentives are particularly effective for young people. Through training, employees' ability to achieve their goals can be improved, and conditions can be created for taking on greater responsibilities, challenging their work and being promoted to more important positions. In many famous companies, training has become a formal reward.
(2) Job content motivation
This is the most interesting way to motivate employees with the work itself. If employees can be allowed to do what they like, this kind of incentive will come into being. Managers should understand the interests of employees and give full play to their respective strengths, so as to improve efficiency. In addition, managers can also let employees choose their own jobs. This arrangement of work will greatly improve work efficiency.
Environmental incentive measures
(1) Policy environment incentives
A good company system and rules can motivate employees. These policies can ensure the fairness of employees, which is an important demand of employees. If employees think that they work in an equal and fair company, they will reduce the grievances caused by unfairness and improve work efficiency.
(2) objective environmental incentives
The objective environment of the company, such as office environment, office equipment, environmental sanitation, etc. , it will affect the working mood of employees. Working in a high-end environment will affect employees' work behavior and attitude? High taste? Development.
material reward
The content of material incentives includes wages, bonuses and various public welfare. It is the most basic incentive means, because getting more material benefits is the common aspiration of ordinary employees, which determines the satisfaction of their basic needs. At the same time, the improvement of employees' income and living conditions also affects their social status, social interaction, and even the satisfaction of spiritual needs such as learning, culture and entertainment.
Third, improve the effectiveness of employee incentives.
Employee motivation is an important part of human resource management. Many managers hope to implement effective incentive policies in the company to improve the enthusiasm of employees and thus improve the efficiency of the whole company. From the company's point of view, incentive is also an investment, and the return of investment is the improvement of work efficiency. If the investment does not get the due return, then the investment will fail. It is not difficult to implement incentives, but how to implement effective incentives and make this kind of investment get high returns is a problem that needs our serious study.
1. Power comes from internal factors.
Motivation is not an external stimulus, but a reflection of employees' external stimulus. Western behavioral scientists have a basic theory on the study of individual behavior, called? Incentive theory? . ? Incentive theory? Summarize the process of behavior as follows: need? Psychological tension? Motive? Behavior? Purpose? Meet the demand/eliminate the tension? New demands. This model explains the whole process of behavior. The root of a person's behavior is some kind of need. According to the research of psychological anatomy, when something needs to stimulate the human brain, the brain produces a series of activities when it receives this stimulus.
? Incentive theory? It can be simply summarized as: motivation is needed, and motivation determines behavior. The needs of employees make employees motivated, and behavior is the performance and result of motivation. In other words, whether employees are motivated depends on whether the incentive policy can meet the needs of employees. Therefore, motivation comes from the needs of employees, that is, internal factors.
2, understand the needs of employees
To improve the effectiveness of the incentive policy, it is necessary to make the incentive policy meet the needs of employees. To do this, we must first understand the needs of employees. In the demand theory, the most famous one is put forward by American psychologist Maslow? Hierarchy of needs theory? . ? Hierarchy of needs theory? Human needs are divided into five levels: physiological needs, safety needs, communication needs, respect needs and self-realization needs. In addition, from people's daily life, people's needs can be divided into three aspects: life needs (including material and spiritual), work needs (including learning and creation), and rest needs (including entertainment and recreation).
We can analyze the needs of employees from the above two angles. Vertically, employees of different levels (knowledge level, salary level, etc. ) are in different demand states. For example, for employees with lower wages, we should focus on meeting their physiological needs and safety needs (that is, improving their living standards); For employees with higher salaries, it is more necessary to meet their needs for respect and self-realization.
From a horizontal perspective, employees at the same level have different needs because of their different personalities and living environments. For example, some employees attach great importance to material treatment (strong demand for life), some employees like entertainment (emphasis on rest demand), and some employees enjoy learning a certain technology (strong demand for work).
The needs of employees are complex and diverse. Understanding these needs of employees provides a basis for formulating effective incentive policies.
3. Formulate effective incentive policies.
Before making the incentive policy, we should carefully investigate all the needs of employees and make a detailed list. Then separate the satisfied and dissatisfied parts of the company and cross out those dissatisfied parts. Seriously study the parts that can be satisfied, find out the ways to satisfy, streamline these ways (operability), and calculate the cost that the company needs to pay for it. According to the level of cost, various requirements are graded, and the higher the cost, the higher the grade.
I hope the above contents can help everyone.
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