Many people have written papers in their usual study and work. Thesis is a means to discuss problems and conduct academic research. What kind of paper can be called an excellent paper? The following is the article "Effective Measures to Encourage Employees in Enterprises under the New Economy" compiled by me for your reference, hoping to help friends in need.

Abstract: In the new economic environment, employee motivation is a common and important work in enterprise management. However, many enterprises still have the problem that the employee incentive effect is not obvious, which leads to the employees' potential not being fully tapped and the employees' role not being fully brought into play, which leads to the weak cohesion, innovation and competitiveness of enterprises. This paper discusses the connotation and function of the incentive mechanism under the new economic environment, analyzes the common problems existing in the incentive of enterprise employees, and puts forward corresponding effective measures.

Keywords: promotion; Enterprise employees; Incentive effect;

Under the new economic environment, employees are the foundation and motivation for the sustained and healthy development of enterprises, and employees are the greatest wealth of enterprises. Only by fully stimulating the enthusiasm and creativity of employees can we condense the wisdom and strength of employees to the pace of enterprise development and maintain the harmonious and stable development of enterprises.

First, the connotation and function of incentive mechanism

(A) the connotation of incentive mechanism

Incentive mechanism refers to the sum total of the structure, mode, relationship and evolution law that the incentive subject system uses a variety of incentive means and makes it standardized and relatively fixed, and interacts and restricts with the incentive object. Incentive mechanism is a connecting means for enterprises to turn lofty ideals into concrete facts. Incentive mechanism includes spiritual incentive, salary incentive, honor incentive and work incentive. It usually includes a set of inducing factors, a behavior-oriented system and a behavior range system.

(B) the role of incentive mechanism

1, the encouraging role of the incentive mechanism

Incentive means that the incentive mechanism can meet the actual needs of enterprise development and fully tap the actual needs of enterprises in the incentive process. Under the benign incentive mechanism, employees can fully stimulate their subjective initiative and play a positive role, which can promote the benign development of enterprises.

2. Weakening effect of incentive mechanism

Weakening refers to the failure of the incentive mechanism to play its due incentive role, and even has a reaction to the incentive, which inhibits the enthusiasm of employees and weakens their initiative to some extent. This weakening effect is not conducive to the actual needs of enterprises, and should be eliminated in the actual operation process and a benign incentive mechanism should be reconstructed.

Second, the common problems of enterprise employee motivation

(A) insufficient understanding of the incentive mechanism

1. The rewards for employees are mainly material rewards.

Usually, when enterprises implement performance appraisal, they will also formulate some systems for employees in terms of technical skills, training and education, and honorary titles. Almost all the cash that eventually falls into employees' salaries is bonuses. They didn't really consider the employee's affirmation from the spiritual level. They don't give spiritual rewards to outstanding employees, such as notification of praise, further training, or job promotion, and ignore employees' desire to realize self-worth through enterprise development. Over time, it is not conducive to guiding the spiritual development of employees, resulting in the lack of initiative of most employees.

2. The assessment of employees focuses on negative incentives.

In the enterprise assessment system, almost all the assessment rules or clauses formulated according to the enterprise management system are deduction items, and there are few clauses involving employee rewards, and negative incentives are dominant. Such an incentive mechanism can easily make employees feel resistant to work, and some even make employees feel unfair. Slowly, employees lose confidence in the development of the enterprise and have no sense of belonging.

(B) the design of incentive mechanism is not systematic

1, the incentive mechanism is single.

In the content of the incentive mechanism, it pays attention to the reward and punishment, which is directly linked to the salary, and lacks in-depth thinking on the study promotion, typical tree selection and career development of employees, and does not consider the cultivation of employees' spiritual sentiment and corporate culture construction simultaneously. At the level of incentive mechanism, there is a lack of reward and value affirmation for knowledge-based employees and skilled talents, and the salary design does not highlight the role of talents in enterprise development.

2. The incentive mechanism is unbalanced.

The misunderstanding and one-sidedness of the incentive mechanism leads to the imbalance of the incentive mechanism, which has become the main reason why many employees feel unfair. In addition, in the assessment system, the proportion of employee rewards is less than the proportion of fines, and there is no unified reward and punishment standard.

(C) ignoring the role of corporate culture in enriching employees' spiritual cultivation

Work motivation is to turn the work itself into an incentive way, so that employees can maximize their potential and fully display their talents in their work, thus obtaining the greatest satisfaction. Without paying attention to the construction of corporate culture and ignoring the role of corporate culture in shaping corporate image, enhancing corporate cohesion and enriching employees' spiritual cultivation, employees subconsciously have the idea of "recognizing money", thinking that as long as the company pays wages, it will work hard with the company, and if it can't pay wages, it will find another way out. If employees have no sense of belonging to the company, the cohesion and development of the company will be out of the question.

Third, the new economic environment, effective measures to enhance employee motivation

(A) a correct understanding of employee incentive mechanism

1. Strengthen employees' learning and reference.

Benchmark with the same industry or advanced enterprises, exchange experience with advanced enterprises, learn from each other's strong points, refer to some advanced methods or experiences of industry enterprises in employee incentive measures, and establish an incentive mechanism that is close to the reality of enterprises and has operability, so that the incentive mechanism is content and dynamic, and the incentive measures are followed and the system is followed.

2. Pay attention to the spiritual needs of employees.

Regularly carry out dynamic investigation and analysis of employees' thoughts, communicate and talk with grassroots frontline employees regularly, and understand and master employees' needs and thoughts. When praising and rewarding employees, we should focus on their spiritual satisfaction and desire, so as to strengthen their confidence in the common development with the enterprise, enhance their sense of belonging, and enhance the cohesion of the enterprise, so that the enterprise can truly become a "big family" of employees and let employees truly regard themselves as a part of the enterprise.

3. Pay attention to the positive motivation of employees.

To modify and improve employee performance appraisal, we should pay attention to the positive motivation of employees, reduce the negative appraisal, pay attention to eliminating the grade gap between cadres and grass-roots employees, and conduct fair and just appraisal. Through positive assessment and encouragement, employees can be guided to have a positive understanding of work tasks, stimulate their work initiative, tap their work innovation potential, and finally cultivate their loyalty and sense of belonging to the enterprise.

(B) improve the employee incentive mechanism

1, improve the incentive mechanism system.

Enterprises should incorporate spiritual incentives into the incentive mechanism, improve the incentive mechanism according to the characteristics of employees at different levels, and increase employees' spiritual incentives, honor incentives and work incentives. In the content of work incentives, we should increase the proportion of positive incentives, reduce negative measures such as assessment fines, use positive typical cases, pay attention to spiritual rewards, increase positive incentives, care for and praise employees, trust incentives, honor incentives and growth incentives. Providing vocational training, promotion opportunities, and a good working atmosphere can stimulate employees' desire for their own work development, improve the working environment, and lay a good foundation for enterprises to train reserve talents.

2. Pay attention to the long-term nature of incentives.

In enterprises, core talents are more prominent. Therefore, when designing the incentive mechanism, enterprises should focus on the long-term development of enterprises and grasp the length and regularity of the incentive mechanism, which will help the incentive mechanism to play its role. When designing the incentive mechanism, we should not only consider the strategic objectives of the enterprise, but also fully consider the cultural level, technical skills, spiritual needs and specialty development of employees, and pay attention to the reserve and cultivation of outstanding talents, so that they can fully feel that their personal development direction is closely related to the development of the enterprise, so that employees and the enterprise can become an inseparable whole. Employees' sense of belonging will naturally be enhanced.

(C) pay attention to the leading role of corporate culture

1. Establish a corporate culture concept system.

Earnestly sum up excellent corporate culture, systematically excavate, summarize and refine it, form a corporate culture concept that conforms to the characteristics of enterprise development, promote the formation of values such as talent concept, value orientation, business philosophy and safety concept, infiltrate and infiltrate the company spirit, business philosophy and value orientation into all aspects of enterprise management, and build a clean management team with strong management ability, courage to innovate, dedication and mission. There is a middle-level management team that is proficient in business, honest and trustworthy, and strict with self-discipline, and a staff team that dares to fight hard, has high professional ethics, can consciously abide by the code of conduct, and is full of energy, creating a cultural atmosphere that dares to admit opinions, constantly discover problems, solve problems, and improve themselves, and creating an enterprise that is constantly changing and progressing.

2. Improve the salary system in system construction.

In the process of salary system construction, we should first benchmark the industry standards and have a general understanding of the salary system of similar industries in the region, which is the basic reference for establishing the internal salary system of enterprises. Secondly, in enterprises, the salary system should be as streamlined as possible. From the perspective of employees' long-term development, we should comprehensively optimize the post salary, rank salary, title salary, education salary, etc., and promote employees to adjust their work structure by upgrading their professional skills to obtain relevant professional qualification certificates or titles, so as to strengthen the promotion of personal skills, and improve the role of the current salary incentive mechanism by improving the salary composition system and growth system to mobilize employees' work enthusiasm.

3. Pay attention to the cultivation of employees' cultural sentiment.

Strengthen the study and publicity of corporate culture concept system, and enhance the new and old employees' knowledge and understanding of corporate culture concept system through special training, after-class meeting, corporate culture speech contest, corporate culture essay writing, corporate culture knowledge contest and other activities, and accept and agree with their company's corporate culture concept system from the bottom of their hearts. Regularly carry out employees' cultural and sports activities, set up employees' cultural and sports associations, and enhance employees' cultural and sports expertise and relieve their work pressure through employee sports meetings, employees' calligraphy and painting photography exhibitions, and employees' cultural and artistic performances. Conduct mental health lectures regularly, correctly guide and guide some contradictions and abnormal ideas of employees at work through mental health consultation, and relieve mental stress.

Four. Concluding remarks

To sum up, in the new economic environment, enterprises must establish a good incentive mechanism and constantly strengthen the incentive role of the incentive mechanism. By guiding employees to correctly understand the incentive mechanism and paying attention to the leading role of corporate culture in practice, we can build a suitable incentive mechanism system, thus improving the core competitiveness of enterprises and ensuring their sustained and healthy development.

Verb (abbreviation of verb) reference

[1] sheets. Factory management mechanism [M]. Oriental publishing house, 20 13.

[2] Jipeng Wang. Corporate culture construction [M]. Enterprise management press, 20 13.

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