Unpaid Incentive From Famous Enterprises

Weekly communication within the company

Let employees know the company's sales situation, important pactions, business performance and important matters this week.

It is suggested that the general manager's office or the president's office be notified in the name of the general manager. If it is a large and medium-sized enterprise, it can be communicated through the local area network or the form of EMAIL.

As early as 20 years ago, the The Walt Disney Company began to implement a company wide staff coordination meeting. Once a month, managers and staff together discuss issues of mutual concern and even acute problems, which must be answered immediately by top management.

The staff coordination meeting is a standard two-way communication system. Although it is somewhat complicated, it can enhance communication between top management and employees in a short time, solve some thorny problems, improve the prestige of top management, and improve management pparency and staff satisfaction. It is a great challenge for managers.

Weekly upper and lower levels

Once a week, communication can not only detect problems at work in time, but also enhance feelings and relationships between the two sides.

Communication is not "one-man show", but "social dance", which requires close cooperation between the two sides.

On the one hand, it requires supervisors to follow the lead, let employees open their hearts and talk about work and ideological problems and suggestions. On the other hand, it requires employees to be open and sincere.

Many managers are not good at communicating or disdain to communicate. In fact, effective and timely communication can not only solve many of the existing and potential problems in the work, but also inspire the enthusiasm of the staff and form a harmonious team.

Many multinational companies attach great importance to communication between the upper and lower levels of enterprises.

In Motorola company, 1 to 21 days in the first quarter of each season, middle-level cadres should conduct a dialogue on career development with their subordinates and answer 6 questions like "have you been respected in the past three months"?

This dialogue is one to one and anytime, anywhere.

The managers of Motorola have prepared 11 "OpenDoor" expressions for each lower level manager, including general manager mailbox, internal magazine, local area network, hotline and so on.

Make work more challenging

No one likes mediocrity, especially for those who are young and energetic. Challenging work and successful satisfaction are more inspiring than the actual salary.

Therefore, managers should appropriately empower employees to participate in more complicated and difficult work according to the requirements of employees. On the one hand, they should cultivate and exercise their employees, and on the other hand, they will also improve their employee satisfaction.

"Mentor" system

For new employees, familiarity with the various systems, methods of work and identification of corporate culture depends largely on the acceptance of new members by older employees.

We recommend a new "mentor" system for a new employee with a new employee from an old employee.

On the one hand, it can familiarise new employees with job responsibilities and skill requirements as soon as possible. On the other hand, it is also a kind of incentive for old employees.

Because from a psychological point of view, people have the desire and demand to help others, so that old employees can become "mentors" of new employees, reflecting the importance and respect of the old employees and giving them a sense of satisfaction and honor.

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Let employees develop flexible jobs.

The traditional method of target management is carried out from top to bottom. The advantage is that it can decompose the target of the company to the Department and post, the shortcomings are lack of flexibility and the target is relatively fixed, but the change of the external environment leads to the infeasible or unfinished target, thus causing the contradiction between the examiner and the examiner.

In order to solve this contradiction, managers should fully empower, give employees greater rights and independent space, enable employees to make flexible work plans, arrange their time and ways to accomplish their goals, and adjust their goals to a certain extent, so as to fully mobilize the enthusiasm of employees and arouse their enthusiasm and creativity.

Staff establishment

A variety of interest groups or clubs can be set up by the company, such as painting and calligraphy group, chess and card group, literary and art group, etc., and we organize regular activities, and the company gives some financial support. This interest group can enhance the communication between departments and improve the harmony and cohesion of the organization.

In order to enhance communication among employees, Toyota Corporation has set up various interest groups.

Employees can choose to participate in different group meetings according to their own interests.

By taking part in these gatherings, both social activities and opportunities to talk to each other were carried out.

For this gathering, the company has built facilities such as gymnasium, assembly hall, conference room and small room for free use.

Companies do not meddle in gatherings or restrictions.

The staff set up such a group with their personal membership fees, and the leaders were elected mutually, and the rotation system was adopted.

So everyone has the chance to be a leader to "play the role".

There is a common requirement for these gatherings to serve as a venue for members to communicate with each other, inspire themselves, make good use of their spare time, and communicate with members of different positions.

Organize entertainment activities for everyone.

Companies can hold various kinds of games regularly, such as basketball, volleyball, table tennis and so on. Don't think that only big companies can hold such activities. For those small businesses, they can also organize such games on weekends, or with their customers, not only to improve communication and cooperation among employees, but also to enhance relations with customers.

In addition, the picnic and dinner organized by departments can not only enhance communication, encourage staff morale, improve employee satisfaction, but also cultivate team spirit and shape team culture.

Therefore, the company should have a budget to encourage staff to travel in groups.

Provision of convenient facilities and services

In order to facilitate employees' work and life, the company can do some welfare agencies and facilities, such as laundries, kindergartens, convenience stores, shuttle buses, drinking room, lounge, psychological consultation, etc., which can improve employees' job satisfaction and sense of belonging to enterprises.

Convenience facilities require a certain amount of input, and require operational and maintenance costs. It is recommended that companies cooperate with external agencies to try not to distract their resources and energy in their main business, in principle, to do their best, not to make money, and to ensure the quality of services, otherwise they will backfire.

For example, Taiwan's famous TSMC company, because many of their engineers are busy with their work, they do not often wash their own clothes, and the company cooperate with the special laundry. The laundry can collect clothes from the designated locations of the company, and send them over in a few days, thus solving the trivial problems of the employees' lives.

Their practice in nurseries is also very unique. They use the Internet to connect computers to nurseries and employees.

As long as the employee enters the nursery website, he can see his children in the nursery class. Such a close design makes employees feel more secure, and is also an incentive for employees.

There are many ways to motivate, material incentives, HR spirit incentives and work incentives should complement each other and complement each other.

Flexible use of some "no pay" incentives can enhance employee satisfaction and enhance organizational vitality and cohesiveness.