Twenty Non Economic Means To Motivate Employees

We must proceed from human nature to explore the real source of power behind people's actions.

We find that crisis, honor, mission, competition, communication, survival, interest and space can bring people the most powerful action.

Based on these eight kinds

A non-material approach to motivating employees

One of the basic principles of motivation: fairness

Fairness is a very important principle in staff management. Any unfair treatment will affect the work efficiency and work mood of employees, and affect the incentive effect.

Managers must have a fair mind when dealing with employees' problems, and should not have any prejudices or preferences.

Employees who have achieved the same results must be rewarded at the same level. Similarly, employees who commit similar errors should be punished at the same level.

If this is not possible, managers would rather not reward or punish.

As long as employees have an uneven mentality, many ways to motivate employees will become useless.

Two of the basic principles of motivation: it varies from person to person.

According to ability and mindset, employees of all types of enterprises can be divided into four levels.

I. mission law

1. self motivation

A. method:

There are many ways to encourage fighting spirit.

For example, the company boss or other successful people can explain the entrepreneurial experience to their employees, so that employees can recognize the possibility and difficulty of their success; invite experts from successful learning to lecture; order the books that are successful in the study to the employees; let the employees tell their own ideals and achieve their ideals.

B. principle:

Everyone has their own dreams. They all want to succeed. They all want to live a better life.

When the employees' hearts are long lighted up, they will show great explosive power.

And they understand that to succeed, we must start with the work at hand.

2. person business commitment plan

A. method:

Let every employee set up his annual business plan at the beginning of the year and set up a "military order" to the company.

The direct supervisor is responsible for inspecting performance accomplishment, execution and team spirit, and gives necessary guidance, assistance and encouragement.

But do not set too many goals for employees, but encourage them to give full play to their potentials and creativity.

B. principle

According to the theory of expected probability, the magnitude of the motivation or incentive of a person to engage in an activity depends on the attractiveness of the results produced by the activity and the probability of achieving the achievement.

Complete goal orientation inspires the motivation of employees' struggle and innovation. The step by step completion of the plan fills them with a sense of achievement. Team support gives them motivation and comfort.

3. form a temporary team

A. method:

Transfer an important business plan or project to a temporary team.

B. principle:

Temporary team can produce high work efficiency, and its organizational form has an incentive to members.

The temporary group has the following characteristics: less people (the best size is 3~7 people), voluntary composition, goal orientation, and usually dissolves after completing the task.

Appropriate, challenging and possible goals can well stimulate the enthusiasm of the temporary team members, while the temporary team practices self-management, that is, the team members are originally controlled to have a certain decision-making power.

When a person is full of sense of responsibility, he will devote himself wholeheartedly to it.

Two, survival method

4. competition for survival

A. method:

Make a dynamic assessment of employees so that everyone knows where they are.

B. principle:

Let employees know that if they do not work hard or work without performance, they may be eliminated by the company.

In a modern society where competition for survival is fierce, the pressure of losing jobs will greatly stimulate employees' enthusiasm for work.

C. example:

GE has divided all its employees into five categories.

The first group is the top talent, accounting for 10%; the second group is second, accounting for 15%; the third category is the middle level of the staff, accounting for 50%; their flexibility is the biggest; they have the opportunity to choose where to go; next, they account for fourth of the 15% categories. They need to alarm them and push them forward; fifth is the worst, 10%, and can only relentlessly dismiss them.

This elimination mechanism gives the staff a sense of urgency and gives them enough motivation.

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Three, competition

5. metabolic mechanism

A. method

The company, departments and individuals should work out goals and set up corresponding assessment mechanisms. Those who fail to achieve their goals must step down regardless of their grades, qualifications and past contributions.

B. principle

Many companies' business plans are very energetic when they are formulating, but in the process of execution, they are constantly discounted for various reasons. Finally, even if they fail to complete, they will not be able to finish, so that the formulation of the business plan itself has lost meaning, the leadership has lost authority, and the staff has lost the sense of urgency and responsibility.

6. group competition mechanism

A. method:

The company's business departments are divided into several groups, and the performance charts are published daily (weekly).

B. principle

The best mechanism is not to try to "make lazy people productive", but to form a high performance environment in the enterprise, so that the employee's dedication spirit can be carried forward, so that the lazy person has nowhere to hide.

Based on the internal competition between sincere cooperation and commitment, the pressure from peers is better than the orders from superiors to promote their enthusiasm and enthusiasm.

7. introduce external competition internally.

A. method:

Allow internal institutions to purchase products or services from outside, so that the relevant internal supply departments can no longer rely on exclusive business, and live comfortably without thinking.

B. principle:

"Iron rice bowl" has become a "dirty rice bowl".

If the internal organizations do not work hard, they will not have enough to eat. Of course, they will redouble their efforts to improve the quality of products and services, and strive to reduce costs to enhance competitiveness.

Four. Interest method

8. encourage "illegal action".

A. method

Allow and encourage employees to do some normal work, outside of routine procedures.

B. principle

Many times, employees' new ideas and new ideas in their work are unexpected. But this part of the plan has the same value as many ideas in the plan, which needs to be valued and supported by the enterprise.

Some of the new ideas that cost little, technicians can be tested by their own simple experiments.

Similar situations often occur at the grass-roots level of the enterprise. Grass-roots employees are often the most understanding of the products, customers and the market. They have a unique understanding of these aspects and know how to improve the efficiency of production and market expansion because of the actual operation of years of age.

B. example:

The great success of general electrical appliances, such as the success of industrial plastics and aircraft engines, is the direct result of "illegal activities".

IBM even deliberately designed a loophole in the management system so that some people could do something outside the budget and execute plans beyond the plan.

In the past twenty-five years, none of the important IBM products has been produced by the company's formal system.

9. give employees full freedom to play.

A. method:

For company researchers, it can allow them to spend 15% of the company's time and engage in research and inventions in their chosen fields.

B. principle:

Interest is the best teacher and the best working propellant.

Only when employees are genuinely interested in what they are doing, can they get happiness from it and make every effort to do their job well.

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Five, space

10. training opportunities

A. method:

To provide employees with all-round, multi-level training opportunities, increase the value of human resources and the value of employees themselves.

B. principle:

In the information age with faster and faster knowledge updating, "lifelong learning" and the establishment of "learning organization" have become the basic requirements for individuals and enterprises to remain invincible in fierce competition.

Enterprises should tap the potential of employees through training and development, so as to maintain and increase the value of employees' human resources.

This is not only a need to mobilize the enthusiasm of employees, but also a very important link in maintaining and improving the market competitiveness of enterprises.

11. job rotation

A. method:

Employees rotate jobs regularly (like one year) and try different jobs.

B. principle:

In the traditional management era, it is emphasized that the division of labor is clear and the result is repeated monotonous work every day, although to a certain extent, the productivity has been increased, but the satisfaction of the members has decreased.

After the advent of the humanistic thought, we have a new understanding of people's motivation, and begin to pay attention to improving people's ability, developing human potential, and perfecting the job rotation system on this basis, so that employees can more fully and more actively choose challenging tasks, so as to enrich and lengthen their work contents.

In this way, the joy and challenge of work become the reward for the employees themselves.

12., give employees a smooth career development channel.

A. method:

In the selection of cadres, enterprises should give employees more opportunities, mainly from the previous external employment, to both external employment and internal selection, and finally to pition to internal training and selection.

B. principle:

Career development is an important part of employees' intrinsic reward system.

According to Maslow's hierarchy of needs theory, self actualization is the highest level of human needs.

Career development belongs to the category of satisfying people's needs of self actualization, which will have greater incentive effect.

13. reduce approval procedures

A. method

Reduce the approval process and time of a product R & D or market expansion plan, do not set up too high a review standard, leave more room for the relevant personnel.

B. principle

Complexity leads to indifference and inertia.

If an ambitious expansion plan of business people is faced with company checks and checks, he will naturally reduce his enthusiasm for work.

In fact, many epoch-making products or marketing programs just come from a seemingly absurd idea.

14. employee participation in decision making

A. method:

We should establish a mechanism for employees to participate in management and put forward rationalization proposals, so as to enhance employees' sense of participation.

If employees are allowed to take part in the analysis and discussion of the company's development goals and directions, let employees participate in the project determination and participate in the formulation of rules and regulations that ensure the normal operation of the company.

B. principle:

No one likes what others impose on themselves.

But if employees are allowed to participate in the formulation of the company's business objectives and management systems, they will feel that their goals and rules of conduct will be filled with anticipation.

Six. Honor law

15. honor incentive

A. method

For employees who have outstanding performance or contributions, employees who have been contributing to the company for a long time will not hesitate to confer some titles and honors on behalf of employees, so as to motivate their employees.

B. principle

Everyone is hungry for sense of belonging and achievement. They all want their work to be meaningful.

Honor has always been a catalyst for people's passion.

Napoleon's "fight for France" is a famous sentence that makes his Army invincible.

C. example:

IBM has a "one hundred percent Club". When a company employee completes his annual task, he is approved to be a member of the club. He and his family are invited to attend the grand assembly.

As a result, employees of the company will receive the "one hundred percent Club" membership as the first goal in order to gain that honor.

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Seven, crisis

16. Crisis Education

A. method:

Constantly instilling crisis awareness to employees, let them understand the difficulties of the living environment of enterprises, and the adverse effects they may have on their work and life.

B. principle:

The road of enterprise development is full of crisis.

Because of this, Gates will constantly tell his employees: Microsoft is always away from bankruptcy for 18 months! Ren Zhengfei will warn: HUAWEI's winter is coming soon! However, this crisis is not always felt by all employees, especially non market informants.

It is necessary to instilling crisis awareness among employees, establish crisis awareness and rekindle the entrepreneurial passion of employees.

Eight, communication

17. two-way communication

A. method:

Grass-roots staff and senior management meetings, managers' reception day, staff opinion survey, President's mailbox, and complaint system are established to allow timely and effective expression of any opinions and dissatisfaction. Information conferences, columns and internal publications are set up to enable employees to understand developments and trends of enterprises and enhance their participation.

B. principle:

If employees feel that they are valued and valued, they will have the passion to work for the company.

18. change penalty as incentive

A. method:

Employees make mistakes, through managers and their friends to communicate and communicate, so that employees feel respected and loved, so that they take the initiative to admit mistakes, take the initiative to accept punishment, and actively improve the quality of work.

B. principle:

The common practice of employees is to criticize and punish severely. However, punishment can not really solve the problem, but it will cause employee grievances or even loss.

Only communication can achieve twice the result with half the effort.

19. family care

A. method:

The manager and supervisor of an enterprise should be a careful person.

Timely feedback is given to staff's performance, even a small contribution.

A small note, a telephone message, a e-mail, a red envelope of two movie tickets, can make employees feel excited by leadership and work, and excited by this.

In addition, the establishment of employee birthday statement, the general manager to issue staff birthday cards, care and sympathy for difficult employees.

It can enhance employee's sense of belonging very well.

B. principle:

It is the driving force for people to hope that their efforts can be recognized, approved and appreciated.

20. change negative management into active management

A. method:

Managers give positive opinions to employees instead of blaming them.

B. principle

Employees often only experience "management (negative Management) made by mistake", that is, most of their superiors are giving advice when they think they have made mistakes and need to be corrected.

If employees feel that their decisions are generally supported and given proper guidance when making a real mistake, they will be more aggressive and confident and willing to take responsibility and make decisions.

If employees know clearly what their superiors expect of them, know that they are valued and trusted, and will be encouraged and motivated, they will do their best to work hard.