How To Ignite Employee Passion With Low Cost

The essence of management is actually the simplest and most often ignored reason: people will try to do things that are most beneficial to him, which is instinctive.

So what kind of behavior do you expect employees to do is more effective than making a clear incentive to stay in hope and demand.

It is generally believed that providing employees with higher pay and better material treatment will enable employees to work hard to achieve the desired results.

There is no doubt that money is a major factor in motivating employees. A solid remuneration plan is essential for attracting and retaining talented people, but in practice, money is not the best solution.

The reason is simple: the incentive function of money is short-lived, and the extra cash will soon be spent by employees and soon forgotten.

And the company's incentive is long-term.

Peter Drucker, the management guru, is probably the most fundamental in opposing the excessive reliance on money for incentives.

In his important book management: mission, responsibility and practice, he pointed out: "managers must really reduce the need for material rewards rather than bait them.

If material incentives only produce incentives in the case of substantial improvement, then material rewards will backfire.

The substantial increase in material rewards can achieve the desired incentive effect, but the cost is too great to exceed the incentive returns.

For most of the front-line managers, the power of hard stimulation is limited, but the first-line managers do not give up efforts to motivate their subordinates and employees. They have creatively summed up a lot of effective soft incentive methods with low cost or even zero cost in management practice.

One of the most important things to do is to recognize the boss's recognition of his work.

Managers' recognition of subordinates is a secret weapon. When subordinates make outstanding performance or even make minor progress, they may send an email to their employees, or make a private phone call to congratulate their subordinates on their achievements, or hold hands with him in public and express their appreciation for him or her.

Every employee's small performance can be stimulated if they can be recognized.

Clap the shoulders of employees and write short thank you notes. This seemingly simple informal little recognition and encouragement is better than the company's annual grand model employee recognition conference.

Bob Nelson, the author of the best seller "the one thousand and one methods of rewarding employees," said: "it is more meaningful for employees to give a sincere thanks in the right time to a proper population than a salary, formal reward or a large number of qualifications and medals."

The reason why such rewards are strong is partly because managers have noticed the achievements of their employees at the first time and praised themselves in a timely manner.

Sincere appreciation and bona fide approval are the best way to impress employees.

A cleaner in a large South Korean company was originally a neglected and despised character. But when he was stolen from the company's safes one night, he had a fierce fight with the thieves.

Afterwards, someone asked him why he would protect his company's property in spite of his own life and death. He said: when the general manager of the company passed by him, he always praised him, "you sweep the floor clean."

In such a simple sentence, the employee was touched and put on his own accord.

This is exactly the same old Chinese saying that "a wise person dies and a woman is pleased with herself."

Three honorary titles and honorary titles are awarded honorary titles for outstanding employees, emphasizing the company's recognition of their work and letting employees know that they are outstanding in some aspect and inspire their enthusiasm for work.

Whether employees feel that they are being valued in the company is a key factor affecting their attitude and morale.

This is a good example.

When people use various jobs and honorary titles, they should be creative.

Consider allowing employees to make suggestions to enable them to accept these titles and integrate them.

Basically, this is a sense of honor, a positive attitude towards honor, and a positive attitude to help employees continue to progress and succeed.

For example, you can set up various honorary titles such as "creative angel", "wisdom master", "Thunderbolt rush" and "perfect beauty" in your own team. Every month, every season and every year, you will be selected once. If you choose the right person, you should hold a ceremonious honor ceremony, so that all team members can celebrate the honor.