員工激勵需要體現公司的文化價值觀。無論員工處于哪一層級，在解決了溫飽問題之后，都希望被尊重，被認可。而80、90后的員工，哪怕溫飽問題還沒有解決，也照樣希望被尊重被認可。激勵需要言行一致，需要知行合一。換位思考一下，員工不是任人呼來喝去的機器，他們有血有肉有靈魂，對管理層的種種做法，他們看在眼里，記在心里。之所以暫時沒有離開公司，或許只是沒有找到更合適的下家，而不是因為管理層的魅力。

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.

在設計具體的激勵方案之前，我們要清楚幾個問題：激勵員工的目的是什么？員工希望得到怎樣的激勵？怎樣激勵才是有用的？

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?

激勵員工的目的是什么？歸根結底，激勵是希望員工更加賣力的工作，能夠給公司帶來更多的價值。如果每個員工都是在自動自發，拼命工作，那公司還用得著激勵么？或許也需要，只是激勵的方法需要與時俱進。

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.

有的公司激勵方案精美細致，各種宣傳花里胡哨，但是員工卻一點興趣也沒有，為什么？員工當然希望有更多的物質激勵，誰也不會嫌福利太多，獎金太高，但是不同的公司，不同的階段，不同層級的員工，其實可以靈活機動的調整激勵方案，但關鍵的是，需要得到員工的認同，把錢花在刀刃上。有的時候，一次真誠的表彰，一張簡單的獎狀，更能讓員工發自內心的感動。

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.

在不少公司里，很多人都認為員工激勵是人力資源部的事情，只要HR設計一些福利，多發一些獎金，激勵就算非常到位了。激勵員工的對立面就是打擊員工，很多時候，員工對正面激勵非常在意，對負面打擊也同樣在意，君不見，人力資源在這邊不斷推出激勵方案，業務領導卻在那邊不斷打擊員工，讓幾個月的辛苦激勵，瞬間付諸流水。

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.

激勵，是一項需要全體管理層參與的系統工程，每一個管理者都應該認識到激勵的重要性。比起高高在上的領導，員工更在意的，是和他朝夕相處的團隊，是和他榮辱與共的直線主管。激勵，可以隨時隨地，可以春風化雨，潤物無聲。

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.

員工激勵，與其說是人力資源管理中的重要一步，不如說是企業經營管理中的關鍵一環。

Employee motivation is not so much an important step in human resource management as a key link in enterprise management.

無論在工業時代， 還是在互聯網時代，企業激勵的對象都是我們的員工，都是大寫的人。激勵是能體現公司價值觀和領導力的一門藝術，需要全體管理層相互支持，從大處著眼，從小處著手。

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.