The development of enterprises needs the support of employees. Managers should understand that employees are not just a tool, their initiative, enthusiasm and creativity will have a great impact on the survival and development of enterprises. If you want to get the support of your employees, you must motivate them. If you want to motivate employees, you must understand their motivation or needs.
First, managers must recognize two points: ① each employee is different; ② : the work needs of the same person are different at different stages. So, what are the main incentive mechanisms that executives can use? Although the setting of incentive mechanism is complex, varies from person to person, and there is no single best answer, we can still summarize some main incentive methods.
Monetary incentive: for different employees, the value of money is different. The same money has different values for employees with different incomes; At the same time, for some people, money is always extremely important, while for others, it doesn't matter.
Monetary incentive must be fair. Whether a person is satisfied with his reward depends not only on its absolute value, but also on social comparison or historical comparison. Through relative comparison, he can judge whether he has been treated fairly, which affects his mood and work attitude.
Monetary incentive opposes Egalitarianism: monetary incentive must oppose egalitarianism. Equal distribution is equal to no incentive. Unless employees' bonuses are mainly based on personal performance, they will not be greatly encouraged even if the company pays bonuses. When we said fairness before, we meant institutional fairness, not the average of reward levels. These are two concepts.
Goal motivation: it is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As an inducement, goal has the function of triggering, guiding and encouraging. Only by constantly enlightening a person's pursuit of lofty goals can he stimulate his internal motivation to pursue progress.
In fact, in addition to money goals, everyone has goals such as power goals or achievement goals. The manager is to excavate everyone's hidden or visible goals, assist them in formulating detailed implementation steps, guide and help them achieve their goals in the follow-up work.
When everyone's sense of urgency to achieve their goals is stimulated, they will be eager to pay attention to the development of the company, have a strong sense of responsibility for their work, and can consciously do their own work without being supervised by others. This goal motivation can have a powerful effect.
Respect motivation: we often hear that "the performance of the company is the result of the efforts of all employees". On the surface, managers respect employees very much, but when employees' interests appear in an individual way, managers will reject them based on the overall interests of all employees of the company. They will say, "we can't just consider your interests" or "if you don't want to do this, we don't have to worry about finding someone." At this time, employees will feel that "pay attention to the value and status of employees" is just a slogan.
Obviously, if managers do not pay attention to employees' feelings and respect employees, they will greatly frustrate employees' enthusiasm, make their work only for reward, and the role of incentive will be greatly weakened. At this time, laziness and irresponsibility will follow.
Here, "respect" is not just a slogan. It's not wishful thinking. Here is the combination of target incentive and monetary incentive.
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