Let Incentive Be The Accelerator Of Enterprises.

For enterprises, effective incentives for employees are essential. How can we motivate employees to work well for enterprises and employers? Is the incentive mechanism of an enterprise effective? Is it a great deal of energy and cost, but it has little effect? The most important thing is that the motivation of enterprises is not really a sense of achievement. Just like a distinguished person, this is not only a problem and puzzle faced by Chinese enterprises and local enterprises, but also a global problem.

Encouragement appreciation after affirmation

The globalization of market competition not only causes the enterprises to pay special attention to the motivation of employees, but also makes employees themselves have important associations and expectations for motivation. This is not only because employees are the most important resources of enterprises, but also the degree and effect of human resources investment significantly affect the competitiveness of enterprises. Moreover, the most fierce competition is the competition of talents, and the competition for talent is becoming more and more fierce. Whether the incentive given by employees to enterprises is more effective than the competitors in the same industry is the key to win the business.

In management, such as recognition, approval, encouragement and reward for employees' work, they are "judging from others" and will have an incentive effect. Managers should make good use of them, do not spare the right evaluation, and produce good incentive for employees. It is not necessary to give employees a lot of bonuses and benefits to motivate them. Because the two are not directly proportional to each other. Managers and employees jointly set goals, and employees can achieve an incentive after self-evaluation is achieved. In other cases, employees' aspirations, pursuits and implementation are all motivating, and managers can make good use of them.

Motivation - need to cultivate loyalty

Motivation is not an isolated event. Motivation should be a system in the management of an enterprise, and it can make employees visible and enough. It can not separate the incentive and contribution and the results of the usual work objectives. Do not think that managers will motivate employees one by one, and employees will be effectively motivated. The incentive mechanism plays a decisive role in stimulating employees' effectiveness. Therefore, there is a more important problem: to build an incentive mechanism for enterprises.

In traditional enterprises, employees' loyalty to their superiors is often more important than their employees' ability and effect. The concept is bound to be embodied in the code of conduct: those who are loyal to their superiors are frequently valued, rewarded and promoted. This is not an objective and fair appraisal and recognition of the contribution and achievements or achievements made by the staff, which is very unfavorable for the establishment of the enterprise incentive mechanism. If this is not the case, the incentive mechanism of the enterprise is not motivated by the enthusiasm of the staff, but rather the "initiative" of the factional friction, which eventually leads to the pathetic state of everyone's muddling.

The motivation of modern enterprises is just the opposite, emphasizing the ability and effect of employees' work, ignoring employees' loyalty to their superiors and the so-called "universal evaluation response", so that those who have the ability and effectiveness of work will receive constant attention, award and promotion. The evaluation of personnel and work in enterprises is restricted by this criterion, which forms another incentive mechanism: stimulating effective and effective behavior, restraining "loyalty" to the boss, and cooperating with others. A healthy and effective situation can be formed when the upward trend of righteousness rises.

Success, motivation and achievement win win.

A job satisfaction survey shows that the growth of knowledge and skills in the workplace is the first time in terms of salary and job promotion, and the most depressed thing in the workplace is not the decrease in income, the lack of promotion and the deterioration of the office environment. The sense of achievement generated by the success of an enterprise is like a sculptor in this sense that the sense of achievement in the enterprise is largely due to motivation and recognition. In management, the way to improve employees' expectations of work achievement is an important way to motivate employees.

1, workers (continue to send a letter to the web page) details decided to come from a sense of satisfaction.

The work of employees often comes from the grasp of the details of the work. If the details are achieved, then the work will get a better result. At the same time, the task can be divided into smaller units as far as possible, so that smaller work teams or individuals can undertake the task, which can clearly show the way of staff's ability and performance, and is also an effective way to enhance team members' achievement motivation. The smaller the work team, the clearer the individual contribution of the employees in the work results, the more it can inspire employees' expectations of personal contribution experience.

2, clear the individual's responsibilities, rights and interests.

It is very important for employees to clarify responsibilities and rights in their work process. This makes employees clearly aware of their responsibilities and rights. They are deciding how to do some work instead of being led by others themselves. The more important a person's status is in a team, the more intense the sense of achievement is, and the stronger the sense of motivation is felt.

However, in practice, everyone can not be a supervisor. Therefore, every job requires a clear and specific responsibility, so that everyone in the team knows that he is indispensable. That is to say, employees will know very clearly that the final work will have their own contribution. Employees will work harder to see this achievement as soon as possible. This enables employees to enhance their expectation of personal contribution experience in work outcomes.

3, constructing a fair and transparent performance comparison platform.

Through performance comparison, excellent employees can produce experience of achievement advantage, so as to provide the satisfaction of achievement needs. Even if the organization does not provide a platform, employees will make a secret comparison with themselves, but this will not enhance the expectations of employees. A series of performance competition system, performance ranking open system and performance progress evaluation system can be organized by the organization, so that employees can have a clear expectation of the performance advantage experience, thereby stimulating their sense of accomplishment.

4. Provide effective personal training.

Training is a kind of welfare, training is a kind of enterprise's investment to employees, which is just like the speculation of stocks and the long line. Enterprises must provide all training for their employees to achieve their career planning, and enable them to become effective incentives. This is also the main demand for expanding the field of vision of employees from their jobs to multiple posts or higher posts. So that employees have the expectation of achieving the established goals step by step along the path of career planning.

5, the challenge comes from the practice of employees.

Challenging work can stimulate employees' enthusiasm for work, learn many new things, and stimulate their own potential, and this challenge through his own efforts to achieve the desired success. When this goal is achieved, the self-confidence and sense of achievement it brings to employees will have a very positive impact on achieving better performance in the future.

In short, the sense of achievement is a source of self motivation, more lasting than material incentives, and an effective way for enterprises to maintain long-term stability in the excessive human resources to human capital. In the enterprise, we should not only promote the spiritual stimulation of achievement, but also need substantial material incentives, so that organic combination can enable enterprises to manage successfully when setting incentives. It not only puts forward higher requirements for enterprises HR or CHO in the new situation, but also poses the same grim challenge for the managers of enterprises. Enterprises should be sober to realize that only with effective incentives of achievement can motivation be successful, and input and cost will not be wasted. Finally, in enterprises, the invisible value and tremendous contribution of incentives can show that it really plays the role of "accelerator".