Demand is the starting point and goal of incentive work. If there is no demand, we have no motivation. Theoretically speaking, human behavior is driven by demand, stimulated and induced by some kind, and it is a circular process of "demand-motivation-incentive-behavior". When people have a certain demand, they will mobilize their potential and actively create conditions to realize this demand. Therefore, this demand has become the purpose and motivation for people to take some action. When unit leaders need employees to achieve certain goals and behaviors, they must consider the needs of employees in order to really mobilize the enthusiasm of employees. Before taking incentive measures, it is necessary to analyze the needs of units and employees and find out their dominant needs. According to the needs of the unit, set incentive targets; According to the needs of employees, we should choose appropriate incentive methods, invest in the needs of employees, and combine organizational goals with personal goals, so that both units and employees can meet the needs and achieve effective incentives.
2. Establish a sound institutional incentive mechanism.
(1) Only by establishing a coordinated human resource management mechanism can the incentive effect be the best. For example, incentives should be based on scientific, reasonable, fair and just performance appraisal, and the corresponding salary system should be improved as a guarantee; Carry out scientific post design, establish flexible internal circulation mechanism of personnel, and enhance the effectiveness of incentives; Strengthen communication, fully authorize, and enhance the incentive effect through employee participation in management; According to the development goals of the organization and the actual situation of employees, help employees to make effective career development plans and motivate employees.
(2) The choice of incentive mode should be adapted to the current situation of the unit and employees. For example, if the unit is a flat organizational structure, the incentive method of promotion is no longer suitable; It is emphasized that the unit with team as the main work form will not have good results if individual motivation is used alone. To enhance the incentive effect, we should also combine material incentives with spiritual incentives, external incentives with internal incentives, individual incentives with team incentives, positive incentives with negative incentives, and give full play to the synergistic advantages of incentives to enhance the incentive effect.
3. Use multi-channel incentives
(1) salary incentive. Salary is the basic guarantee for the unit to meet the physiological needs of employees, and it is also the concrete embodiment of employees' social status. In line with the principle of getting more for more work, many units directly link employees' wages with labor results, aiming at mobilizing employees' enthusiasm with wage leverage. When using this incentive method, we should pay attention to the following aspects: first, ensure the fairness within the organization, that is, realize equal pay for equal work for employees; The second is to reward excellent work performance to motivate employees; Thirdly, the following factors should be considered: job risk, job level, age and length of service, unit affordability and financial status, regional and industry differences, etc.
(2) Equity incentives. The concentrated expression of equity incentive is employee stock ownership plan. The advantage is that on the one hand, it changes the shareholding structure of unit shareholders to a certain extent, and also directly links the interests of employees with those of the unit, thus strengthening the relationship between employees and the unit; On the other hand, employees' participation in shares not only improves the enthusiasm of employees to participate in management, but also increases the pressure on management departments to listen to employees' opinions and strengthen democratic management.
(3) Intellectual motivation. Intellectual motivation refers to developing intellectual resources in a certain way, improving people's intellectual efficiency, enhancing the value created by intellectual labor, and better accomplishing group goals. Its main ways are learning and training, participation in decision-making, competition and evaluation. Pay attention to equal opportunities for learning and training, otherwise it will easily lead to negative and dissatisfaction among employees. Leadership attracts employees to participate in decision-making, which can make decision-making democratic and scientific. It can also improve employees' sense of honor and responsibility. Through the form of competition and appraisal, the creative enthusiasm of employees is effectively stimulated, and the collective sense of honor and responsibility of employees is enhanced.