1, the details of work are determined by the satisfaction of motivation.
Employees' work often comes from grasping the details of their work. If the details are in place, the work will get better results. At the same time, the smaller the work team, the clearer the personal contribution of employees in the work results, and the more they can stimulate employees' expectations of personal contribution experience.
2, clear personal responsibility, right and benefit.
In the process of work, employees should be clear about their responsibilities and rights. The more important an individual is in the team, the stronger his sense of accomplishment, and the stronger this sense of motivation employees feel.
3. Build a fair and transparent performance comparison platform.
Through performance comparison, excellent employees can have the experience of achievement advantage, thus providing satisfaction for achievement needs. Raise employees' expectations. Organizing and formulating a series of performance competition system, performance ranking system and performance progress assessment system can make employees have a clear expectation of performance advantage experience, thus stimulating their sense of accomplishment.
4. Provide effective personal training.
Enterprises must provide all training for employees to realize their career planning, and make this training an effective incentive way. This is also the main requirement for employees to expand their horizons from their own jobs to multiple or higher positions. Make employees have the expectation of realizing the established goals step by step along the road of career planning.
5. The challenge comes from the practice of enterprises to employees.
Challenging work can stimulate the enthusiasm of employees, learn a lot of new things and stimulate their potential, and this challenge can achieve the expectation of success through their own efforts. When this goal is achieved, the self-confidence and sense of accomplishment it brings to employees will have a very positive impact on future performance.
How to effectively motivate employees? There are two kinds of incentives for employees: external incentives and internal incentives. External incentives mainly refer to material incentives, such as bonuses and promotions. Intrinsic motivation mainly refers to mental motivation. It is necessary to clarify the mission, vision and work philosophy of the organization and give praise and encouragement to employees when they perform well.
Employees are CCB's greatest wealth, the best quality resources and the most valuable treasure house to be tapped. Whether the concept of "customer-centric" can be implemented depends on whether employees are the center and whether employees are internal customers. The mission of CCB summarizes this theme from a strategic perspective, which is to build a broad development platform for employees. Encouraging employees is not only a science, but also an art. According to the collective wisdom collision of Happy "1+9" established by Jiaxing, Zhejiang, Cangzhou, Hebei, Chaohu, Heze, Anhui, Nanxiuying, Zunyi, Guizhou, Xinxing Sub-branch and Xining, Qinghai, we can draw the following enlightenment. First, unite employees with blueprint, future and vision. Wu Renbao, an old man in Huaxi Village, said well that development is the last word, and it is meaningless not to develop. The core of the earth-shaking changes in Chenzhou and Yiyang is development, seeing the way clearly, giving accurate directions and giving hope to employees, which is the best and most continuous incentive for employees. Chen Qiang, a bank in Jiaxing, Zhejiang Province, spread ideas and blueprints by writing an open letter to employees, attracting employees closely and inspiring their enthusiasm. Zunyi, Guizhou is a development theme every year, and many companies have made great strides in three years. The five-year strategic plan aims to motivate employees through culture and vision. Of course, this blueprint should be implemented step by step, one by one. Second, I have employees in my heart. The leaders are virtuous and the employees are sincere. Selfless people rule the world. Wu Renbao lives in an old house, while the new employee lives in a villa. The charm of a leader is the deep attraction to employees. It turned out that an old president of Tieyin Sub-branch had a classic quotation when building a house in the bank: My house is exactly the same as that of the employees, and there can be no more nails. This is the charm of personality, and this is having employees in mind. Third, increase employees' income and motivate employees with materials. Tsinghua University's professor once taught that spiritual things must be expressed through material forms. Zhai, the mayor of Xining City, Qinghai Province, deeply felt the importance of this point. Jilin City, Jilin Province focuses on improving the treatment of core talents. Zhejiang Jiaxing Bank tilted its financial resources to the grassroots level and to the front-line operation department. Xiuying Sub-branch of Haikou, Hainan strives to increase employees' income through positive and negative material incentives, and retain people with feelings, and more importantly, retain people with income. Fourth, I am deeply grateful to the employees. Unite all forces that can be United and fully tap the potential of employees. Everyone is eager to be recognized and appreciated. People always have advantages. As long as you are willing to appreciate him and die for your bosom friend. In a team, the personal advantage is1+1>; The root of 2. The influence of leaders on employees is subtle, aiming at big goals and doing small things. Fifth, cultivate and improve employees. The purpose of life is to experience, to grow and to experience. One of the responsibilities of an enterprise is to help employees improve their ability, quality and self-cultivation, which is the most fundamental and advanced incentive for employees. As the person in charge of the secondary branch, we should give employees more opportunities, be good at training employees by tasks, by posts and by platforms. Through the promotion of professional and technical positions, the career of employees can be solved and good training and promotion results can be achieved. Sixth, promote outstanding employees. Excellent employees are the core competitiveness of CCB. Good selection and employment orientation, fair, just and open horse racing mechanism, on the one hand, make outstanding employees stand out, on the other hand, give employees with reserve potential a future and better stimulate their work enthusiasm and potential. Cronyism, but also kiss the world's sages. Seven, reward caring employees. Training, travel, letters of commendation, decompression, flexible scheduling, going to work nearby, talking with employees, sending condolences to employees, being with employees at important moments, caring for their families, etc. There are various ways to reward and care for employees. Jiaxing, Zhejiang, Yunnan, Jilin, Hebei and Cangzhou have done a lot of meticulous work. Yunnan Xinxing Sub-branch invites employees to dinner, randomly selects employees to talk, quickly matches unmarried youth, and conducts psychological counseling, which are all worth learning. Caring for the success of employees means drawing cakes for young people, drinking for middle-aged people and sending money to the elderly. People should be virtuous according to local conditions. (Li, Director of Railway Bank)
Employee motivation is to reward employees' efforts through incentives, and also to encourage employees to work better through incentives, thus creating greater value for enterprises.
In order to effectively motivate employees, it is necessary to formulate corresponding incentive plans, which should be made public and published in written form, such as wages and benefits, what is the daily bonus every year, what are the rewards for achieving the goals, what are the requirements for promotion, and so on. , should be promulgated in detail.
The enthusiasm of employees is related to salary, welfare, promotion space, whether they can learn anything, whether the company's future prospects, corporate values and personal values are consistent
We can establish a reward and punishment system. We really should honor our promises, encourage them to innovate and give them some rewards. If they benefit from it, they will naturally work hard.
How to effectively motivate employees? Do ppt and commission money really do everything? The misunderstanding of motivation focuses on business rather than motivation. Management grid cares about business, tasks and employees. (1, 9) Managers are considerate to employees, with good interpersonal relationships and excellent organizational atmosphere. They are a bit like clubs, not suitable for management and the completion of goals. Type (9, 9) managers are extremely concerned about and care for their own enterprises and employees, so that employees can clearly know their work goals and interests, establish interpersonal relationships of mutual trust and respect with employees, and successfully and efficiently complete their work. (5, 5) type managers are gentle managers who don't care much about business and work and can balance their concerns. While ensuring the completion of their work, they also pay attention to maintaining their morale at an appropriate level, so as to achieve the necessary balance and achieve a better performance level. It is a better management mode. (1, 1) type managers, such as managers, do not care about work and employees, do not require business, but maintain the relationship among members of the organization, which is the lowest level of management. (9, 1) The manager can be said to be authoritative or professional. The manager attaches great importance to and cares about business and tasks, but obviously lacks care for employees. Misunderstanding of Motivation Because you are a manager who values business over motivation, you may be a (9, 1) manager. You should pay more attention to and care about your employees, gradually transition from (5,5) type to (9,9) type, and reach the highest level of management, which is the center of human resource management today. Focus on business, not motivation. 2. Incentive analysis-hierarchy of needs theory. Health, safety, social respect and self-realization 1. What do employees need?