"Do you want to give plants fertilization to water, if they grow, you will have a beautiful garden, if they do not become, they are cut off, this is what management needs to be done. ”
— — GE Jack · Welch
Employee motivation was enterprise management of core and eternal issues. On the domestic and foreign many experts already have many expositions related books is voluminous. But these deals can be summarized in the following two aspects: a reasonable remuneration system and the scientific and systematic management system.
But our research has found that human needs is a multi-level, material needs only a minimum level of demand, pay to the employee's inspire employees working passion plays are limited; and manage a but institutionalized becomes stiff, dead things to live for people not necessarily effective.
Therefore we try from a new angle--humanity, to explore the people behind the real power of action. We eventually found, crisis, honor, mission, competition, communication, survival, interest and space to bring the most powerful people.
Based on this eight powerhouses we developed 20 new inspire employees work for non-economic instruments.
At the same time we also concluded that in order to guarantee that these incentives have the desired effect must adhere to the two fundamental principles.
Staff motivation enthusiasm of immaterial method
One of the basic principles of personnel motivation — fairness
Equity is the staff management a very important principle, any unfair treatment will affect employee productivity and work incentive effects of emotional impact. Achieve the same performance of employees, must receive the same level of incentives; Similarly, commit the same mistake, should also be equal levels of punishment. If you do this, administrators would rather not reward or punishment.
Managers in dealing with staff issues, be sure to have a fair attitude, there should be no prejudices and preferences, there can be no denial of speech and behavior. Employees as long as there is uneven, and many previously able to motivate staff, now become that wouldn't work.
Employee motivation of basic principles of II – varies from person to person
Divided according to their abilities and attitude, all types of enterprise's employees can be divided into four levels, in the incentives should vary by level.
Level standard evaluation of incentive measures
A-level high-passion, high-capacity-this is the most ideal of outstanding talents. Reuse — give these talents fully authorized by giving more responsibility.
B-grade low warm, high-capacity such talent to their jobs and career without clear objectives. 1. rescue: encouraged, insistently, on the one hand, sure its ability and trust, on the one hand give specific goals and requirements; in particular, to prevent these "underappreciated" talents of the grumbling and dissatisfaction with the infection to the enterprise, to communicate with them. 2. don't leave: difficult to integrate into the corporate culture and management mode, simply look for the dismissal.
C-level high-passion, low capacity-this is a relatively common, especially among young people and new employees. Leverage staff enthusiasm, timely on their system, effective training; improving the ability of specific requirements and specific methods; adjust staff to the most suitable position or job title.
D-level low passion, low skills such talent for the enterprise. 1. limited role: do not lose faith in them, but control the time spent, only carry out small fires its first training; enthusiasm, to change its attitude, then placed in the appropriate position. 2. dismissal of dismissal
I. Mission method
1. self motivation
A £ ® method:
Spur method can vary. Example: the CEO or other career employees who explained the entrepreneurial experience, make employees aware of the success of the possible rows and difficult; invited expert on the science of success to the company's speech; order success of books to read to employees; let employees speak the ideal of your heart, and realize these ideal plan, etc.
B £ ® principle:
Everyone has their own dream, desire to succeed, all want to live a good life. When employees feel awaited by dusty ideal was again lit, they showed great explosiveness. And they knew that to be successful it must pay, must do the work at hand.
2. personal business commitment scheme
A £ ® method:
Let each employee at the beginning of the development of annual business plans I, to make "junlingzhuang". From its direct supervisor is responsible for the inspection results for the implementation, enforcement and team spirit, and the necessary guidance, assistance and encouragement.
Submit your proposal, and I will provide you with a variety of resources. This way you will be the many proposals and plans, I might say: "I don't like this idea, but that idea is very good." Such exchanges more creative.
Do not give employees develop too many goals, and to encourage their full potential and creativity.
B £ ® principle
According to the expectations of the probability theory, a person engaged in an activity of power or the size of the exciting force depends on the outcome of the appeal and the chances of the results. Full target oriented inspired staff struggle and innovative power, step by step through making them full of a sense of accomplishment, the team's support and let them feel the power and comfort.
3. set up temporary team
A £ ® method:
An important business plans or project entrusted to a temporary form of team to do it.
B £ ® principle:
Temporary teams are able to produce higher efficiency, its organization forms on the incentive created by members of the organization. Interim Group have the following characteristics: one small (best scale for 3 ~
7 people), volunteer, goal-oriented, usually done after the dissolution. Temporary teams are easy to exercise goals motivation, self-regulation of the typical organization. Appropriate, with some challenging and potentially reach a goal can inspire innovative temporary team members. At the same time a temporary team practiced self management, team members are from the original control into a certain decision-making power. Human control, decision rights and people's sense of responsibility is proportional. When a person with a sense of responsibility, he will dedicate to enter.
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