The simplest way to motivate employees to go to work 1
It is generally believed that providing employees with higher salaries and better treatment can make employees happy and achieve the effect of motivation. In fact, money is indeed a major factor in motivating employees, and a solid compensation plan is indeed critical to attracting and retaining good talent, but in practice money is not always the only solution, and in many ways it is not the best solution.
The reason is simple: the incentives that money provides are short-lived, and the extra cash is quickly spent and forgotten. The incentives that companies want are long-term. In fact, there are non-cash ways to motivate employees that have been overlooked by corporate management. Below are 15 ways to increase compensation and incentivize employees.
1. Recognition. When an employee completes a job, the most important thing he needs is to be recognized by his supervisor for his work. Supervisor's recognition is the greatest affirmation of their work performance. In practice, recognition is the most likely to be ignored by the manager of the motivational methods, most managers do not give enough recognition to the achievements of employees, because they also do not get enough recognition from the upper level. Therefore, to do this is not natural and requires a reframing of the management culture of the organization. Recognition from managers and supervisors is a secret weapon, but the timeliness of the recognition is most critical. If it is used too much, its value will diminish, and if it is used only on certain special occasions and for rare accomplishments, its value will increase. Ordinary recognition and the positive impact it has on employees has been talked about above. However, if the recognition comes from a higher level supervisor or manager, the motivational effect on the employee goes up a few notches. This can be done by sending an email to the employee, a personal phone call from the manager to congratulate the employee on his/her accomplishments, or shaking his/her hand in public and expressing his/her appreciation.
2. Praise. This is a form of recognition of employees. Most managers in domestic enterprises are stingy to praise employees how to do, and some managers attribute this to the lack of necessary skills. In fact, praise employees is not complicated, there is no need to consider the time and place of the problem, anywhere at any time you can praise employees. Such as in meetings or company-sponsored social gatherings, luncheons or office, at the end of the shift or before the shift, the shift in any possible time can be given a word of praise, you can achieve the unexpected effect of motivation. The key to better results with in-person praise is timeliness. When there is a reason to praise someone, don't put it off for any reason! Remember that a quick response equals effectiveness, and praising employees when the accomplishment is still new in their minds can have a very peculiar effect. The most effective thing to do is to get up, go out and tell all the employees within the company: what a great performance it was or praise them for their sales ...... Don't let the time pass unnoticed, but seize any opportunity where an immediately communicated compliment can have a positive impact.
3. Career. Employees want to know what their potential is and what opportunities for growth they will have. Among the important factors that motivate employees, the issue of their careers is often forgotten. In fact, designing a career for employees within an organization can have a very significant motivational effect. For example, is there an emphasis on promoting from within? Although specific circumstances may require companies to look for talented people from the outside, if internal staff are always the first to be thought of when there is an internal vacancy, it will send a positive message to every employee that there is indeed a longer term career in the company.
4. Job title. Whether or not an employee feels valued in the company is a key factor in work ethic and employee morale. Organizations need to be a little creative in their use of various job titles. Consider asking employees to suggest ways in which they can embrace and incorporate these titles. At its most basic level, this is accomplishing a sense of honor, and honor produces a positive attitude, and a positive attitude is the key to success.
5. A good work environment. In the eyes of employers, "working conditions" are only the ninth (or second to last) most important factor in motivating employees. Is this true? Not really! In the eyes of employees, the work environment is second to none, and employees care a lot about where they work. This is a major factor in employee satisfaction. Does the office look good in terms of the front decor? Are there paintings, plants and brightly colored paint on the walls? These are usually among the factors that make people feel good about their environment. Is there enough space for employees to work? Is it like working in a "sardine can"? How is the work equipment? Are the desks the right size and are the chairs comfortable? Do employees have all the office equipment they need to maximize their accomplishments? Is the temperature regulated appropriately?
6. Give one-on-one guidance. Mentoring means employee development, and supervisors spend nothing more than time. But that time spent sends the message that you care about them! And it doesn't matter to the employee how many job skills the supervisor can teach him or her, but how much you actually care about him or her. Whenever the focus is on affirmative feedback, this is especially true of instruction in public. Recognizing and encouraging an employee in a public ****ing setting will act as a natural motivator for others nearby who can see and hear what's going on.
7. Leadership roles. b Giving employees leadership roles to reward their performance is not only effective in motivating employees, but it also helps to identify alternative talent for the future. Let employees lead short meetings; through the organization of training sessions to play the strengths and skills of the staff, and let one of the staff to lead this training; when an employee to participate in outside research meetings or study tours assigned to serve as a leader of the training sessions, so that he briefly explain to other employees related to the study sessions 'content and focus are good ways, but also consider letting the staff to lead a program team to improve the internal program.
8. Teamwork. Strengthen the team spirit of the staff has a very effective way, on the "team" this topic from time to time to allow employees to exchange some ideas, such as the submission of a team involved in the perception of the staff will be submitted to each of the perception are hung in the office of the conspicuous position, so that you can create a team-oriented atmosphere. In addition, you can also take a group photo of the entire staff, enlarge the photo and hang it in a very prominent position. This will instill a sense of pride in your employees, and most people like to think of themselves as part of a team. Also, try to set team-driven goals at work. People striving for a ****same goal surely enhances team spirit as they have to go and rely on others and be ready to let others rely on them as well.
9. Training. Is it possible to train too much for employees? It is unlikely that this situation exists. In practice, many managers believe that "my employees have been trained" or "my employees are very good ...... they just need a little training." This perception is actually wrong. For employees, training never ends. Providing training to employees is the best way to motivate them, and it doesn't have to cost money to be provided externally; it can be delivered by managers or internal staff exchange training. Attending external training is one of the most popular incentives for employees. The use of external training as a competition for one or two people within the team can have a very significant motivational effect. However, be sure to create a structured program where participants in external training return with a brief presentation for the rest of the staff at the seminar. This allows everyone to gain knowledge and experience at a minimal cost.
10. Team gatherings. From time to time, the office party can enhance cohesion, but also in turn help to enhance the team spirit, and this will ultimately have an impact on the work environment, to create a positive working atmosphere. For example, the party on the eve of the Mid-Autumn Festival, the picnic before the New Year's Day, the mountain climbing on the Chung Yeung Festival, the outing before the 8th of March, and the staff's birthday dinners, etc., all of these can successfully bring the staff together to spend a happy time. These good memories will make employees feel the warmth of the team.
11, special dress day. This approach is more often used in those shopping malls, supermarkets, and other areas where you have to wear work clothes every day. For these employees who are required to wear work clothes every day, it becomes a common desire to wear informal attire to work one day. Using holidays or festivals to create color-themed informal dress days can be enough to make these employees happy. This can increase the effect that informal days get: identify informal days before holidays for each employee to enjoy the first few days of the holiday. The days before sports events and larger holidays are excellent opportunities to identify informal days for employees to wear appropriate colors, buttons, and signature wear. An employee's birthday can also serve as a special dress code day. A natural and elegant special dress code day can have many effects or motivational effects based on surprise and pride.
12. Vacation. Introduce a contest for vacation time. For a 15-minute or half-hour break, employees will work as hard as they would for a cash reward. In many cases, when employees are faced with choosing between cash and vacation time rewards, they choose vacation time. When a performance goal is to be accomplished by a team or by all employees, the most appropriate reward is a vacation.
13. Additional responsibilities. There will certainly be some employees in the organization who will want to take on some additional responsibilities. As a manager you need to be able to recognize those people and, where possible, match the responsibilities to their abilities and aspirations. This is one of the biggest incentives for those who want to take on additional responsibilities.
14. Theme competitions. Theme competitions within the organization not only promote the rise of employee performance, but more importantly, this method helps to maintain a positive environment, which is very effective in reducing the rate of employee turnover. Generally, vacations, anniversaries, sports, and culture can be used as themes for some contests. Sports certainly provide the greatest opportunity for a variety of different contests, and culture can also be used to create some themed contests.
15. Focused management. If possible, start a workshop on key management techniques within the organization, which will not interfere with working hours.
Generally speaking, the focus of the seminar is on issues that all people in the organization are concerned about, and any time is the best time to hold such a seminar. It's a great way for employees to learn and feel like they're making a difference and growing within the organization. The 15 methods mentioned above can be used in a variety of situations, but it is important to remember that the frequency of each method must be considered, and that it is not advisable to use the same method too often to motivate employees.
Simplest Programs to Motivate Employees to Work 2Simple Programs for Employee Motivation
According to the form of monetary payment, the remuneration can be divided into two major parts:
A part of the wages paid in the form of direct monetary compensation, including basic salary, bonuses, performance-based pay, incentive pay, allowances, overtime pay, commissions, profit sharing, etc.
One part reflects pay in the form of indirect monetary compensation, indirectly paid through benefits (e.g., pensions, health insurance) as well as services (paid vacations, etc.).
You ask employees what makes a job attractive, and the number one . The factor is usually not money, but appreciation and recognition of their work by their superiors. After consulting with multiple staffing experts, owners and some brave low-paid people, we've come up with 6 ways to motivate low-paid staff without spending any money.
1, cancel the excellent staff of the month selection activities
This activity is not very meaningful. If the selection right in the hands of managers, employees do not know the truth, will think that it is a political activity, and therefore lose interest. If it is based on work performance, the outstanding ones are always a few; if the award is rotated, it will not stimulate any motivation, because the opportunity is equal. But if you can find a way to let the customer to the workers - some additional incentives, the effect is very different, such as a customer stored a large number of promotional hats, you can arrange for them to participate in the project staff each issued a top, which will make the staff feel that his work has added value. When someone asks him, hey, how's your job at so-and-so? He'll say that the pay is low, but sometimes they give out stuff.
2, verbal praise can not be ignored
For the interests of people above all else, verbal praise may only hear the stairs, do not see people come up, but for the pursuit of upward mobility of employees, it means encouragement. Verbal praise is considered to be the most effective motivator in business today.
3, maintain a positive attitude
Motivated employees are those who have questions, ideas, although their ideas are not always practicable, but as a manager, you should encourage a hundred schools of thought, a hundred flowers, let them say that the only way to do so, the business can be vibrant. If you have a positive and guiding attitude towards your employees, they will take the initiative to share their concerns for the company.
4, pay attention to body language
Frowns, stares, pointing west, and all this will be seen as the boss of the power and control, rather than employees rely on the careful leader, the result will undoubtedly cause hostility, cooperation will be difficult.
5, managers do not need to do everything himself
A low-paid employee said: the boss once said to me, "These need to be in the afternoon before the box, labeled, loaded into the box and shipped to the garage, and when you're finished, there are some other things you need to help. " and then walked away. It made me feel like I was an important part of the program, that my boss believed I could do it right, and I was thus encouraged to prove that I could do it right and not let him down.
6, do not always be serious
Managers on the occasional small violations of the staff if you can smile but silent attitude, but also to create a healthy, harmonious atmosphere within the company, so that employees feel that the management of humane and live in peace and work.