Employee motivation is an important part of enterprise management and one of the key guarantees for the rapid development of enterprises. Here are eight efficient ways to motivate employees that I have compiled for you. I hope it will help you!
First, long-term incentives and guidance
1. Organizational Vision As an economic organization, leading enterprises have a vision, a mission and values. The development of an enterprise is more exciting because of its vision and more directional because of its vision. Organizational vision is the driving force and direction of enterprise development, which should be instilled in employees. Through training courses, blackboard newspapers, internal magazines, electronic magazines and other forms, "corporate vision" will be publicized to the public, so that employees can know and agree that "like-minded" can last for a long time.
2. Team development stimulates the enterprise to be a "big collective" and the team is the "small environment" for employees to survive. Employees have a sense of belonging only when they have a team, and only when they have a team can they play a better role in fighting and stimulate their initiative. Team motivation needs to strengthen everyone's * * * activities, strengthen daily formal communication, and strengthen the team's sense of cooperation, so that everyone is moved and relied on.
3. Personal growth guides employees to enter the enterprise in the hope of development and growth, especially new employees. Sending charcoal in the snow always makes people feel very moved; Motivation for employees means thinking from the perspective of employees, considering employees' career development from the perspective of development, giving friendly work guidance to new employees, caring for difficult employees, giving correct guidance to problem employees, and carrying out classified teaching for students will be of great benefit.
Second, broaden your career.
1, employees who give career goals always have their own career motivation, either promotion and salary increase, or stable work, or happy work. These are the real thoughts of employees. Enterprises have their own development goals, and the best outcome is of course "merging into one". Therefore, high employee motivation is to combine employees' own conditions, determine their own "career goals", and clarify their future development direction, so that employees' goals and corporate goals can be integrated and employees can be natural.
2. Employees with development goals will work hard, but the development goals will always be realized in stages, and each employee will always have his own work focus at each stage. At this time, the development of employees needs more guidance, and enterprises need to help them plan the development ladder. How to set the stage goal, how to set the focus of each stage, how to promote the focus of each stage, carefully plan and focus on action. High motivation requires employees' work to be closely integrated with enterprise goals and development stages, which will definitely gain the deep recognition of employees and be highly motivated.
3. The formulation of promotion standards has goals and stages, and has its promotion plan. Only when there are standards can they be implemented, and only when there are plans can they be better promoted; Most employees have their own professional ideas. Where there is a goal, there is an expectation. Where there is expectation, there is hope. There is hope, there is motivation. When enterprises set promotion standards, employees will have better development expectations, greater development space and stronger development motivation.
Third, the works are vivid.
1. An enterprise that selects people by posts is an economic organization, and it always has its value and significance. Its post is designed according to the development strategy and organizational function of the enterprise, and its establishment is mostly inferred from many professional logics, which is also its important value in attracting employees. Enterprises need to choose the right person to fill the position according to the characteristics of the position, determine the right position according to the type of person, let employees adapt to the position, let employees work happily, better promote the development of enterprises, and have stronger motivation.
2. Job enrichment should not be monotonous. Rich work can always attract employees to work more quickly. Therefore, enterprises should consider "job fullness" when designing jobs, avoid monotonous and repetitive work, design processes more flexibly on a reasonable basis, and consider less monotony in their work. Job enrichment itself can also mobilize the enthusiasm of employees.
3. Appropriate rotation of employees who have worked in a certain position for a long time will always lead to fatigue, and slack will spread among employees like a plague. At this time, enterprises can consider appropriate job rotation for employees, enhance their freshness of posts, enhance their' good experience' of posts, and make their work more enjoyable, which can also make employees more motivated. Doing a good job rotation is also a major requirement of "enterprise post design".
Fourthly, the authorization system of reciprocal liability.
1. As an economic organization, peer-to-peer authorized enterprises are particularly important in designing strict organizational functions, command and approval authority. They are authorized because of their functions and responsibilities, and they are granted different powers because of their different positions. This is the recognition of employees' quality and ability, and it is also a kind of "ability-based motivation" for employees, so that employees can feel the company's recognition of their own ability and professional quality, which is also an incentive.
2. Appropriate supervisory responsibility corresponds to power, and power corresponds to supervision. Without restricted power, it is easy to cause abuse of power. At this time, supervision becomes particularly important; Supervision is not only a constraint on employees, but also an incentive, which makes employees work hard under the supervision of superiors, makes employees know how to cherish power better, and is also an incentive for employees themselves.
Verb (abbreviation for verb) Professional and standardized training incentives
1, professional skills training New employees often ask, "Does the company have training? What is the training form? " This just reflects the high popularity and strong acceptance of "essential skills for work" by new employees. It is extremely necessary to train new employees in industry knowledge, professional knowledge and work skills, which can make employees feel the professionalism and enterprising attitude of the organization and make them feel more belonging.
2. Efficient communication training Management communication is a "compulsory course" in enterprise management. Excellent managers always attach great importance to management communication skills. Smooth communication and efficient feedback will always make employees feel happy and work smoothly. "A good word warms three winters", efficient management communication and excellent communication training will always benefit both managers and employees, and training can also generate high motivation.
Everyone is a sharer. There are many excellent employees in the enterprise. Everyone has his own story. Some people have strong professional skills, some people have strong communication skills, some people have a wide range of interests, some people have strong team leadership skills, and everyone has a "bright spot". Everyone can become a sharer, hold a sharing meeting every month, let employees participate in training and interaction, let employees write articles in internal journals, share to make employees more passionate, and share to make employees feel more belonging.
Sixth, emotional motivation.
1, China is a human society. Although enterprises are economic organizations, they still have to talk about "human feelings". You can give employees a card on their birthdays, show them when they are married or popular, give them some blessings when they win prizes, give them some encouragement when they are lost, and give them some help when they are in trouble. Talking about human feelings will make people's hearts more harmonious and their feelings stronger.
2. Talking about emotional communication is a science and an art. Good communication will always make people feel happy, even critical words will make people feel very comfortable. Consider each other's tolerance when doing work, consider each other's mood when criticizing, pay attention to ways and methods because of mood, and pay attention to communication strategies because of mood. "Emotional motivation" is equally effective.
3. Free communication. People have many ideas about one thing, which is normal and easy to understand. As long as the starting point is good, everyone understands and understands each other, communicates freely, and makes the enterprise better. You can set up employee mailboxes, open leadership emails, and solicit employees' opinions on major issues. An environment of free communication will make employees feel happier.
Seven, honor incentives
1. Everyone likes to give honor in time, and everyone wants it. The key to a good honor incentive is to give it in time. Timely rewards and timely cash are good incentives in themselves. Monthly rewards will be given every month, and annual assessment will be made at the end of the year, and immediate rewards will be given immediately, which shows the attitude of enterprises to implement quickly, and at the same time, it will play a role of quick motivation and make everyone move faster.
2. Some of them are continuous awards, which have been given, but they must continue to be given; If the monthly prize is given this month and not next month, then the incentive effect will be greatly reduced if the annual prize is not given this year or next year. The purpose of continuous efforts is to make employees have confidence, to make employees who are rewarded more motivated, and to make employees who are not rewarded work harder. The role of motivation is great. Continuous giving is to make incentives continue to work.
3. There are various awards and honors, which can be advanced worker of the year, star employee of the month, advanced management team, advanced team, model worker and so on. From annual, monthly and quarterly selection, from regional and headquarters selection alone to departmental selection, multi-dimensional and multi-angle large-scale selection will certainly expand employees' acceptance, stimulate their enthusiasm and make them more hopeful.
Eight, stimulate enthusiasm
1. In a highly competitive enterprise, good jobs are always limited. Job design has its professional support and clear responsibilities, and it is also guided by "post competency model". Talent selection can be "eclectic", not limited to majors, years and experience, so that all employees can compete on a unified platform, open good positions for employees to "compete for posts" and let employees experience the joy of competition.
2. The power to set up a typical model is infinite. To stimulate enthusiasm, we must make everyone move and let everyone have goals, directions and benchmarks. Typical examples can also be various, such as excellent production experts, advanced individuals with annual sales, champions with annual sales, advanced workers with operational support, etc. The typical significance lies in its role model and demonstration, which urges employees to identify with the company's value orientation and gives employees something to learn and aim at.
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