發布時間：2021-01-08 發布人：山東股章瀏覽次數：729次 來源：www.newadnetwork.com
Employee motivation needs to reflect the company's cultural values. No matter what level employees are at, they want to be respected and recognized after solving the problem of food and clothing. Even if the problem of food and clothing has not been solved, the post-80s and post-90s still hope to be respected and recognized. Motivation needs consistency of words and deeds, and unity of knowledge and practice. If you think about it from another perspective, employees are not machines that allow people to shout and shout. They have flesh and blood and soul. They see and keep in mind all kinds of practices of the management. The reason why I didn't leave the company for the time being may be that I didn't find a more suitable subordinate, not because of the charm of the management.
Before designing a specific incentive plan, we should be clear about several questions: what is the purpose of motivating employees? What kind of motivation do employees want? How is motivation useful?
What is the purpose of motivating employees? In the final analysis, motivation is to hope that employees can work harder and bring more value to the company. If every employee is working hard and spontaneously, does the company still need motivation? Maybe, but the method of motivation needs to keep pace with the times.
Some companies' incentive plans are exquisite and meticulous, and all kinds of publicity are fancy, but the employees have no interest at all. Why? Of course, employees hope to have more material incentives. No one will think that there are too many benefits and too high bonus. However, employees in different companies, at different stages and at different levels can flexibly adjust the incentive plan. But the key is to get the recognition of employees and spend money on the edge of the knife. Sometimes, a sincere commendation, a simple certificate, more can let the employee from the heart moved.
In many companies, many people think that employee motivation is a matter of the human resources department. As long as HR designs some benefits and pays more bonus, the motivation will be in place. The opposite of motivating employees is to attack employees. Most of the time, employees are very concerned about positive incentives, and they are also concerned about negative ones. You can't see that human resources continue to launch incentive schemes here, while business leaders continue to attack employees there, which makes the hard work of several months go down in an instant.
Incentive is a systematic project that requires the participation of all management. Every manager should realize the importance of incentive. Compared with the superior leader, the employee is more concerned about the team he gets along with day and night and the line supervisor who shares weal and woe with him. Incentive, can be anytime, anywhere, can be the spring breeze, moisten things silent.
Employee motivation is not so much an important step in human resource management as a key link in enterprise management.
No matter in the industrial age or in the Internet age, the object of enterprise incentive is our employees, all capital people. Motivation is an art that can reflect the company's values and leadership. It needs the mutual support of all the management, focusing on the big and starting from the small.