Two Aspects Of Staff Motivation

William James, a professor at Harvard University, pointed out in his book "behavior management" that by studying the motivation of employees, he found that the staff with piecework wage only played 20%~30%. When fully stimulated, their abilities could be exerting to 80%~90%.. That is to say, the role of the same person after receiving sufficient incentives was 3~4 times that before the incentive.

How to motivate employees is also an important consideration for business leaders.

Incentives can be divided into two positive and negative aspects, that is, we often say that rewards and penalties are clear.

We must encourage the excellent employees, enhance their work enthusiasm and create more value for their enterprises. For those employees who have mistakes and mistakes, they will also make negative incentives to ensure the sense of responsibility of the whole staff.

There are two aspects of employee motivation:

1, determine the standard of motivation, that is, what kind of employees will be motivated, and what kinds of things or contributions will be motivated.

2, objective and realistic understanding of the needs of employees, targeted incentives.

In particular, employees who have made contributions to value can not even take the granted incentives of some employees for granted.

The author understands that Whitman and Peters, the US management scientist, and the survey of the 60 largest and best performing companies in the United States found that the reason why they can keep up the long term is that they operate their employees as important assets.

In the process of business operation, they have been creating an environment and atmosphere conducive to attracting and retaining talents, aiming to meet the needs of employees' esteem and self actualization needs.

The survey shows that the annual turnover of employees has become the biggest problem perplexing the development of enterprises, which has made many enterprises have to spend a lot of time and money in the repeated recruitment of employees.

The loss caused by brain drain is far from being as simple as higher recruitment and retraining costs. It has even become one of the reasons for the failure of enterprises.

Although many managers have realized that there is a problem in the incentive mechanism of enterprises, they also try to reduce employee turnover by raising welfare benefits, but the effect is still limited.

How to effectively motivate employees and make employees happy to work for enterprises has become a common problem that plagued the whole management circle.

However, Mr. Tan believes that whenever and wherever you want, you should try to find yourself a way to express appreciation, recognition and motivation.

Recognizing others' efforts may enhance the friendly and positive energy of the team. At the same time, it also makes you look like a member of a team family, a good leader, and a gold that glitters wherever it goes.

Our entrepreneurs and managers can ask yourself:

What inspiring ways do others inspire me?

Did I ever shock others when I praised someone?

When was the last time I praised others at work?

Have I ever discovered that some people need motivation?

If so, did I give them?

Does anyone think that I only encourage others and are indifferent to him or make him depressed?

In fact, it's easy to motivate others.

Simply patting people on the back, showing their friendliness, do not lose anything, but also benefit the recipients.

A recent study has shown that complimenting others produces the same incentive effect as money incentive.

Therefore, our leadership must conscientiously learn how to motivate people.

We can learn from Tang Haoming's "Zeng Guofan (continuation of the letter on the Internet page)", the Zeng brothers incentives to the Xiang army is still superior.

What impressed Tan Xiaofang deeply was Zeng Guo Quan's naked material reward Law: when the Taiping Heavenly Kingdom first fell to Jiangning (Nanjing), Zeng Guo Quan flagrantly encouraged its subordinates, and captured Nanjing City, killing and looting adultery in seven days and promoting promotion.

If there is no attack, or those who run away from the battle, they will kill no pardon.

To tell the truth, the effect of Zeng Guo Quan is far better than that of his brother Zeng Guofan.

Of course, Zeng is more important than others.

Comparatively speaking, Zeng Guofan focuses more on spiritual encouragement and creates sense of honor, such as rewarding waist knife, spiritual care, Confucian reasoning and sermon.

Here is a negative example: when Chu Han struggled for hegemony, Chen Ping, who had taken refuge with Liu Bang, evaluated the Western Chu's overlord Xiang Yu. The main idea was that Xiang Yu loved his soldiers on the surface, and his soldiers would be in tears because of his illness. But when he wanted to reward his officers, he was very mean, and he had the "seal" issued to his subordinates (equivalent to the official seal and the appointment book), and even the corners of the seal had been polished, but he was not going to give it up.

Subordinates can not get the reward that they should have. They will feel that he does not really care for his subordinates, and even the tears of soldiers are hypocritical.

For a long time, the hero's "true colors" will be clearly seen by his subordinates, and fewer and fewer people follow him.

To speak, it is still true that Li Yunlong came from "Liang Jian". In order to let the soldiers train their soldiers, Li Yunlong made people kill the pigs and cook the cooking class.

Let people throw grenades, who can throw meat in that basket, and, of course, other strong ones can also eat meat. What can they not do?

I'm sorry, smell the smell.

As a result, Li Yunlong's soldiers, all military technology perfect!

Let's take a case of training a store for a clothing company a few days ago -- the salesperson usually has twelve hours from 8:00 in the morning to 9:00 in the evening, and 1 years and 365 days. If we ask our boss not to sell clothes, we will sit in the store for 6 hours, for fear that many of us will not be able to bear it.

Work is really hard!

But work can be hard, but work can not but be full of fun!

It is always the responsibility of store managers to make employees work full of fun and keep your employees happy wherever and wherever you want.

Mr. Tan Xiaofang suggested that entrepreneurs should organize training, organize tours and expand their organization -- giving employees joy and growth, and our organization's celebration is the most effective way to motivate them.

Let's listen and listen to the teachings of the sages and gentlemen: three words of winter, warm words, a cold June.

At the store, our bosses and managers should not be relieved of some small failures. We must try our best to celebrate even a small victory, and cheer for our staff. In fact, we don't have to spend too much money, a snack or a dinner can be done.