Reprint the following information for reference:
-Ways to motivate employees
first
"* * * advance and retreat together" at work, exchange information.
Work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work. Worry-free future experts believe that supervisors should "advance and retreat together" with employees in their work, and provide employees with more information and content needed in their work, such as the overall goal of the company, the future development plan of the department, and the problems that employees must focus on to help them complete their work. Let them know more about the company's business strategy and be effective and clear.
second
"Listen" to employees' opinions and participate in decision-making.
Listening is as convincing as speaking. Supervisors should listen to employees' ideas and let employees participate in work decisions. When supervisors and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect derived from this participation in decision-making will be more significant.
third
Respect employees' suggestions and build a "communication" bridge.
Only when a successful supervisor tries his best to get employees' thoughts out can he make the management of the department targeted and avoid the decision-making mistakes caused by subjective arbitrariness. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions and departmental dinners. However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their own questions and suggestions through these smooth channels of opinions or in time.
fourth
Be a supervisor of "investing for the benefit of employees"
As the core of the team, the supervisor must "do what he likes" according to the different characteristics of the employees in the department and seek the motivation to motivate the employees. Everyone's intrinsic motivation is different, so the method of rewarding outstanding work performance should also vary from person to person.
fifth
Take interest as a teacher and give employees more job opportunities.
Interest is the best teacher, and all employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work content, which is also an effective way to motivate employees. New challenges at work will stimulate employees' more potential. If employees are interested in the work content itself, coupled with the challenges brought by the work content, employees will be fascinated and play a greater potential.
sixth
Appreciation is the best motivation.
Praise can make employees more confident in themselves, love their work more and encourage employees to improve their work efficiency. Praise should also be timely and effective. When employees perform well in their work, the supervisor should immediately praise them, so that employees can feel that they have been appreciated and recognized by their superiors. In addition to verbal praise, supervisors can also use written praise, one-on-one praise to employees, public praise and other forms to boost employee morale.
seventh
Start with small things and understand the needs of employees.
Every employee has different needs. If a supervisor wants to motivate employees, he must deeply understand their needs and try his best to meet them, thus improving their enthusiasm. To know an employee, he should start with small things and details.
eighth
Let "performance" speak for employee promotion
At present, there are countless companies to promote employees according to their qualifications. Experts believe that promoting employees according to their qualifications not only fails to encourage them to create performance, but also makes them feel lazy. On the contrary, when supervisors promote outstanding employees according to their performance, they can achieve the goal of encouraging employees to pursue excellent performance.
ninth
Competent people will give their core employees a raise.
Under the special economic situation, material incentive is still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies have drastically reduced their expenses, supervisors are more cautious about using salary increases to motivate employees. Experts believe that the economic crisis does not mean that there is no salary increase, but the demand for salary increase is higher. The key is to see how much value employees can bring to the company. It is very important for core talents to create high profits for the company and develop profitable new projects.
How to improve the sense of responsibility and enthusiasm of employees
The position of employees in enterprises and the significance of mobilizing their enthusiasm
1, employee's position in the enterprise
(1) Employees are the foundation of an enterprise.
Because people are the most active of the three factors of productivity, employees are all human resources of enterprises, and human capital is the most important capital, therefore, only by organically combining human capital with the material resources of enterprises can enterprises effectively create wealth and have economic and social benefits.
(2) Employees are the key to the success of an enterprise.
Now China has gradually entered the era of knowledge economy. In the era of knowledge economy, human resources, especially outstanding talents, have been placed in an unprecedented position. More and more countries and enterprises believe that talent is the key to the success of enterprises, and spare no effort to improve and implement more effective talent policies. In the era of knowledge economy, enterprises urgently need a large number of knowledge workers to meet the needs of increasingly fierce market competition. Whoever has knowledge-based and compound employees can stand in the market competition.
(3) Employees are the needs of enterprise development.
The quality and vitality of employees have become the fundamental driving force for the development of enterprises. The development of an enterprise needs the support of a well-trained and powerful executive. At the same time, in the process of enterprise development, we should constantly cultivate and improve the quality of employees and mobilize their enthusiasm and initiative. Only in this way can enterprises grow and develop in the competition.
2. It is of great significance to mobilize the enthusiasm of employees.
(1) Give full play to the enthusiasm and creativity of employees and promote the continuous development of enterprises.
Modern enterprises advocate people-oriented management thought, and put forward that enterprise management should be people-oriented, respect and care for people, mobilize people's enthusiasm, and rely on all employees to develop enterprises.
(2) to mobilize the enthusiasm and initiative of employees, in order to improve the execution of employees, so as to improve the economic benefits of enterprises.
Under the condition of market economy, the goal of enterprises should always be centered on "customers". In other words, an enterprise should satisfy its customers with the products or services it provides. Whether the managers of enterprises follow this management principle will be the key to the success of enterprises. It is the employees who are in direct contact with customers, so the performance of employees directly affects the satisfaction of customers, thus affecting the operating conditions of enterprises.
(3) The success of an enterprise depends on combining the enthusiasm and talents of employees with the goals of the enterprise.
Classify enterprise employees
To improve the enthusiasm of employees, it is necessary to classify employees so as to take various measures for all kinds of employees. According to the nature of employees' work, they can be divided into:
1, grass-roots employees (including workshop production workers and grass-roots managers);
2. Middle managers;
3. Senior leaders.
Methods and measures to arouse the enthusiasm of employees
The development of enterprises needs the support of employees. Managers should understand that employees are not only a tool, but their initiative, enthusiasm and creativity will have a great impact on the survival and development of enterprises. To gain the support of employees, employees must be encouraged. Mobilizing the enthusiasm of employees is the main function of management incentives. Establishing an effective incentive mechanism is an important way to improve the enthusiasm and initiative of employees.
It is necessary to design and implement an effective incentive mechanism. The design of incentive mechanism mainly includes four aspects: first, the design of incentive system; The second is the design of position series; The third is the design of employee training and development plan; Fourth, the design of other incentives, including employee participation and communication. After designing an incentive mechanism, it needs to be implemented to test its effectiveness.
Effective incentive mechanism, including various incentive methods and measures, can be summarized as follows:
1, salary
Material demand is always the first demand of people and the basic motive force for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. At present, whether to provide generous salary (that is, monetary reward) is still a direct factor affecting the enthusiasm of employees. However, generous salaries do not always satisfy employees. Under normal circumstances, the salary system of an enterprise cannot be fair and just internally, and it is consistent with the salary level of the external market. Employees are prone to dissatisfaction. If these unfair feelings of employees cannot be solved in time, it will directly affect the enthusiasm of employees, slack off and even brain drain, which will affect the quality of products and services of enterprises. Only by effectively solving the problems of internal unfairness, self-unfairness and external unfairness can we improve the satisfaction of employees and stimulate their enthusiasm. How can we solve these problems? Generally, when making salary decisions, we should comprehensively consider the relative value of the post, salary level and personal performance, and take this as the basis for formulating the salary system. Through the effective combination of the above three factors, employees can know in advance the specific impact of the quality of their work on their salary income, which is conducive to fully mobilizing the enthusiasm of employees, making their efforts conform to the company's development direction, promoting the realization of the company's strategic goals, linking the company's business goals with personal goals, and realizing the common development of enterprises and individuals.
In addition, the employee stock ownership system can also be used as a salary incentive mechanism. In the United States, 90% of the top 500 companies in the United States implement employee stock ownership. What is the role of employee stock ownership? The first function is to motivate employees to work hard, attract talents and improve the core competitiveness of enterprises. At the same time, it is also a golden handcuffs, which plays the role of retaining people. Whether there is a long-term interest incentive has a great influence on the traction of talents. The second function is to obtain the source of funds. The purpose of employee stock ownership is actually to make all employees take risks and make the enterprise bigger, because in this respect, employee stock ownership has a positive impact.
2. System
The operation of enterprises needs various systems. Similarly, it is necessary to formulate a reasonable system to motivate employees, so as to effectively mobilize their enthusiasm and initiative.
Reward and punishment system: recognition and reward are the most important basis for employees' efforts or enthusiasm. There is a close relationship between high performance and reward. Rewards can promote members to achieve high performance, and only after achieving high performance can there be something worth rewarding. The two complement each other. The reward and punishment system requires not only rewards, but also punishment. Punishment is also an incentive and a negative incentive. Negative incentives mainly include cancellation of incentives, fines, demotion and dismissal.
Competition mechanism: competition is another magic weapon to mobilize the enthusiasm of employees. The situation in which the able are superior and the weak are inferior is truly realized in the enterprise. The last elimination system is a specific form of competition mechanism. As far as the management level of Chinese enterprises is concerned, it is feasible to establish a strict employee competition mechanism and implement the bottom elimination system, which can put pressure on employees, create a competitive atmosphere among employees, help mobilize the enthusiasm of employees, and make the company more energetic and energetic.
Post system: that is, set up appropriate posts to make the job challenging. "Job challenge" means to make every employee feel that his position is really under slight pressure. How can we make the job challenging? We should pay special attention to two issues: one is to do a good job setting, and the other is to be suitable for the post.
Goal motivation: it is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As an inducement, goal has the functions of triggering, guiding and inspiring. Only by constantly motivating yourself to pursue high goals can a person inspire his inner motivation to make progress. In fact, everyone has goals such as power goals or achievement goals in addition to money goals. Managers should dig out hidden or emerging goals in everyone's mind.
3. Emotional motivation
Maslow, a humanistic psychologist, put forward five different needs of human beings in his book Motivation and Personality. These five aspects are: basic life needs-sense of security-sense of belonging-status and respect-self-realization. Enterprises should strive to meet the needs of employees, such as providing stable and reliable employment and satisfying employees' living needs and sense of security. Sense of belonging means that employees can feel at home in the enterprise. At this level, emotional and humanistic factors are greater than economic factors. Close communication and cooperation between people, harmonious relationship between superiors and subordinates and common interests all contribute to enhancing employees' sense of belonging, which is the basic condition of enterprise cohesion. Status and respect mean that people's sociality makes everyone demand social recognition and respect. In current society, economic income and status are often the reflection of social status. Self-realization means that when the previous needs are basically met, people will have the need to further develop and exert their potential, that is, self-realization. People's needs in these five aspects are gradually deepening, and only when they meet the needs of the previous level will they pursue higher-level needs. Except the basic needs of life, the other four are emotional needs. Therefore, emotional motivation can mobilize the enthusiasm of employees.
Respect for incentives: The so-called respect for incentives requires managers of enterprises to pay attention to the value and status of employees. If managers do not attach importance to employees' feelings and respect employees, it will greatly dampen their enthusiasm and make their work only for reward, and the incentive effect will be greatly weakened. Respect is a catalyst to accelerate the explosion of employees' self-confidence, and respect motivation is a basic way of motivation. Mutual respect between superiors and subordinates is a powerful spiritual force, which contributes to the harmony among employees and the team spirit and cohesion of enterprises.
Motivation to participate: The practical experience and research of modern human resource management show that modern employees have the requirements and desires to participate in management. Creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. Through participation, employees can form a sense of belonging and identity to the enterprise, thus further satisfying the needs of self-esteem and self-realization.
Work motivation: work itself has the power of motivation! In order to give full play to the enthusiasm of employees, we need to consider how to make the work itself more meaningful and challenging, so that employees have a sense of self-realization. This requires managers to design the work of employees to enrich and expand the work content. What is job enrichment? Western scholars put forward five standards, that is, employees should find five kinds of feelings: first, employees should feel that their work is very important and meaningful; The second is to let employees feel that the boss has been paying attention to him and attaching importance to him; The third is to make employees feel that their positions can best play their talents; The fourth is to make employees feel that everything they do has feedback; Fifth, let employees feel the integrity of the work results.
Training and development opportunity incentive: With the arrival of knowledge economy, the world is becoming more and more informationized, digitized and networked, and the speed of knowledge updating is accelerating, which makes the unreasonable knowledge structure of employees and the problem of knowledge aging increasingly prominent. Through training, they can enrich their knowledge, cultivate their abilities, provide them with opportunities for further development and meet their needs for self-realization.
Honor and promotion incentive: Honor is a lofty evaluation of individuals or groups by people or organizations, and an important means to meet people's self-esteem needs and inspire people to forge ahead. Judging from people's motivation, everyone has the need for self-affirmation, glory and striving for honor. It is a good spiritual incentive method to give necessary honor rewards to some advanced employees with outstanding work performance and representativeness. Honor incentive is low in cost, but effective.
4. Establish excellent corporate culture.
In the process of development, enterprises should consciously strengthen human resource management by establishing the same values and professional ethics, so as to unify the thinking of employees, make people work towards the same goal and promote the development of enterprises. To create excellent corporate culture, it is necessary for enterprises to establish the idea of "people-oriented" and respect the value and status of employees. Enable employees to establish a sense of responsibility as protagonists.
Problems that should be paid attention to in the process of implementing incentive
Establishing a reasonable and effective incentive mechanism is one of the important issues in enterprise management. Although domestic enterprises have paid more and more attention to management incentives in recent years and tried to reform the incentive mechanism, and achieved certain results, there are still some misunderstandings in the understanding of incentives.
1, incentive is reward.
Incentive, in a complete sense, should include two meanings: incentive and punishment. Reward and punishment are the two most basic incentive measures, which are the unity of opposites. Many enterprises simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures unilaterally, ignoring or not considering restraint and punishment measures. Although some restraint and punishment measures have been formulated, they have not been resolutely implemented for various reasons, and the results are difficult to achieve expectations.
2. The same incentive can be applied to anyone.
When many enterprises implement incentive measures, they do not analyze the needs of employees in detail, and take the same incentive measures for everyone, which backfires. In management practice, how to implement effective incentives for individuals in enterprises is based on people's understanding. Through the analysis of different types of people, find their incentive factors and carry out targeted incentives, which are the most effective. Secondly, we should pay attention to control the incentive cost and analyze it.
3. As long as the incentive system is established, the incentive effect can be achieved.
Some enterprises found that after the establishment of the incentive system, employees were not motivated, but their efforts declined. What is the reason? In fact, a scientific and effective incentive mechanism is not isolated, it should be coordinated with a series of related systems of enterprises to play its role. Among them, the evaluation system is the basis of motivation. Only with accurate evaluation can targeted incentives be carried out, and egalitarianism and "one size fits all" must be opposed, otherwise incentives will have negative effects.
4. Fairness of incentives
Research shows that the fairness of incentives is also a powerful incentive factor for employees.