There are two ways to motivate employees: reasonable salary system and scientific and systematic management system. However, people's needs are multi-level and material needs are only the lowest level, so the incentive effect of salary is limited; But once management is institutionalized, it becomes rigid, and it is not necessarily effective to manage the living with dead things.
We must start from human nature and explore the real source of strength behind human actions. We find that crisis, honor, mission, competition, communication, survival, interest and space can bring people the strongest mobility. Based on these eight motivation sources, this paper puts forward 20 non-economic means to stimulate employees' enthusiasm for work and two basic principles that must be adhered to to to ensure the incentive effect.
One of the basic principles of motivation: fairness
Fairness is a very important principle in employee management. Any unfair treatment will affect the work efficiency and mood of employees and affect the incentive effect. Managers must have a fair attitude when dealing with employee problems, and should not have any prejudice and preference, and should not have any unfair words and behaviors. 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. As long as employees have an unbalanced mentality, many methods used to motivate employees will become useless.
The second basic principle of motivation: it varies from person to person.
According to the ability and mentality, employees of various enterprises can be divided into four levels, and the incentive measures at different levels should be different. Outstanding talents of enterprise ideal. Reuse-fully empower these talents and give them more responsibilities. Such talents generally have no clear goals for their posts and future. 1. rescue: constantly encourage and spur, on the one hand, affirm its ability and trust, on the other hand, give specific goals and requirements; In particular, it is necessary to prevent the complaints and dissatisfaction of these "talents" from infecting enterprises and communicate with them in time. 2. Dismissal and dismissal: those who are difficult to integrate into corporate culture and management mode should be dismissed as soon as possible. More common, especially young people and new employees. Make full use of the enthusiasm of employees and conduct systematic and effective training for employees in time; Put forward specific requirements and methods to improve working ability; Adjust employees to the most suitable position or post. Such people have little influence on the enterprise. 1. Limited function: Don't lose confidence in them, but control the time spent and only carry out small-scale training; First, arouse their work enthusiasm, change their work attitude, and then arrange a suitable post for them. 2. dismissal.
I. Missionary Law
1. Self-motivation
A. Methods:
There are many ways to inspire fighting spirit. For example, the company boss or other successful people explain the entrepreneurial experience to employees, so that employees can realize the possibility and difficulty of career success; Invite successful experts to give lectures in the company; Order books and periodicals about success for employees to read; Let employees talk about their ideals and plans to realize them.
B. principles:
Everyone has their own dreams, they are eager for success and they all want to live a better life. When employees' long-standing ideals are ignited again, they will show great explosive power. They know in their hearts that success must start with doing the job at hand.
2. Personal business commitment plan
A. Methods:
Let each employee make his own annual business plan at the beginning of the year and make a "military order" to the company. The direct supervisor is responsible for checking the performance completion, implementation and team spirit, and giving necessary guidance, assistance and encouragement. But don't set too many goals for employees, but encourage them to give full play to their potential and creativity.
B. Principles
According to the expected probability theory, a person's motivation or incentive to engage in an activity depends on the attractiveness of the results produced by the activity and the probability that the results will be realized. The complete goal orientation inspires employees' motivation to struggle and innovate. The step-by-step completion of the plan makes them full of sense of accomplishment, and the support of the team makes them feel motivated and relieved.
3. Set up a temporary team
A. Methods:
Entrust an important business plan or project to a temporary team.
B. principles:
Temporary teams can produce high work efficiency because their organizational forms play an important role in motivating members. Ad hoc groups have the following characteristics: small number (preferably 3-7 people), voluntary formation, goal-oriented, and usually disband themselves after completing their tasks. Appropriate, challenging and possible goals can stimulate the innovation passion of the temporary team members, and at the same time, the temporary team implements self-management, that is, the team members have certain decision-making power and are not controlled. When a person is full of responsibility, he will devote himself wholeheartedly.
Second, the survival method
4. Survival competition
A. Methods:
Evaluate employees dynamically so that everyone knows where they are.
B. principles:
Let employees know that if they don't work hard or have no performance, they may be eliminated by the company. In the modern society with fierce competition for survival, the pressure of unemployment will greatly stimulate the enthusiasm of employees.
C. Example:
General Electric of the United States divides all employees into five categories. The first category is top talents, accounting for10%; Followed by the second category, accounting for15%; The third category is middle-level employees, accounting for 50%. They have the greatest flexibility to change and have the opportunity to choose where to go. Followed by the fourth category, accounting for 15%, we need to be alert and urge progress; The fifth category is the worst, accounting for 10%, and they can only be dismissed mercilessly. This elimination mechanism gives all employees a full sense of urgency and gives them full motivation.
Third, competition.
5. Metabolic mechanism
A. Methods
Set the work objectives of the company, departments and individuals, and establish the corresponding assessment mechanism. Those responsible for failing to meet the objectives, regardless of their level, qualifications and past contributions, will step down.
B. Principles
Many companies' business plans are full of enthusiasm when they are formulated, but they are constantly discounted for various reasons in the process of implementation. In the end, even if it is not completed, it will be abandoned, making the business plan itself meaningless and losing the authority of the leader and the sense of urgency and responsibility of the employees.
6. Grouping competition mechanism
A. Methods:
Divide the company's business departments into several groups, publish the performance rankings every day (weekly), and summarize them at the end of the month, rewarding the advanced and encouraging the backward.
B. Principles
The best mechanism is not to try to "make lazy people productive", but to form a high-performance environment in enterprises, so that employees' professionalism can be carried forward and lazy people have nowhere to hide. Based on the internal competition based on sincere cooperation and responsibility, pressure from the same level can promote the enthusiasm and enthusiasm of employees more than orders from superiors.
7. Introduce foreign competition at home
A. Methods:
Allow internal organizations to purchase products or services from the outside world, so that relevant internal supply departments can no longer rely on exclusive business and live comfortably without making progress.
B. principles:
The "iron rice bowl" has become a "mud rice bowl". If the internal organization doesn't work hard, there will be no food. Of course, they will redouble their efforts to improve the quality of products or services, and strive to reduce costs to enhance their competitiveness.
Fourth, the interest method.
8. Encourage "illegal behavior"
A. Methods
Allow and encourage employees to try something outside normal work and routine procedures.
B. Principles
Many times, employees' new ideas and new ideas at work are sudden, but these unplanned ideas are as valuable as many planned ideas and need the attention and support of enterprises. Some cheap new ideas can be tested by technicians through their own simple experiments. A similar situation often occurs at the grassroots level of enterprises. Grassroots employees are often the most familiar with products, customers and markets. Because of their years of practical operation, they have a unique understanding of these aspects and know how to improve the efficiency of production and market expansion.
B. Example:
The great success of General Electric Company, such as its early success in industrial plastics and aircraft engines, is the direct result of "illegal activities". IBM even deliberately designed a small "loophole" in the management system, so that some people can do something out of budget and make unplanned plans. In the past 25 years, none of IBM's important products have been produced by the company's formal system.
9. Give employees full play to their freedom.
A. Methods:
For example, for the company's scientific researchers, they can be allowed to spend 15% of the company's time engaged in research and invention in their chosen fields.
B. principles:
Interest is the best teacher and the best working propellant. Only when employees are really interested in what they are doing and can get happiness from it, will they try their best to do a good job.
Verb (abbreviation for verb) space
10 training opportunities
A. Methods:
Provide all-round and multi-level training opportunities for employees, and increase the value of human resources in enterprises and the value of employees themselves.
B. principles:
In the information age where knowledge is updated faster and faster, "lifelong learning" and the establishment of "learning organization" have become the basic requirements for individuals and enterprises to be invincible in the fierce competition. Enterprises should develop through training, which is not only the need to mobilize the enthusiasm of employees, but also an extremely important link to maintain and improve the market competitiveness of enterprises.
1 1. Job rotation
A. Methods:
Employees regularly (for example, one year) rotate jobs and try different jobs.
B. principles:
In the traditional management era, emphasizing the clear division of labor between organizations leads employees to repeat monotonous work every day. Although productivity has improved, the satisfaction of members has declined. After the emergence of humanism, we have a new understanding of people's motivation and begin to pay attention to improving people's ability and developing people's potential. On this basis, improve the job rotation system, so that employees can choose challenging jobs more fully and actively, thus enriching the work content horizontally and expanding the work content vertically. In this way, the fun and challenges generated by work become the rewards of the work itself to employees.