Motivate Employees: Let Employees Love Work

Employees of enterprises and other organizations need more from work itself, from leaders and from organizations.

Employees want their work value to be reflected, eager to be recognized, and they want to be able to show their opportunities. They need to be able to give full play to their abilities and develop their potentials.

At the same time, organizations are looking for ways to motivate employees.

The potential of employees is an important resource to maintain competitive advantage.

How to motivate employees?

First look at the case of famous enterprises.

TOYOTA: Institutional Incentives

As early as the 50s of last century, the Japanese Toyota Corporation implemented a proposal system called innovation.

The company first set up an innovative Committee of mind, and formulated rules, incentives and so on.

Then, we set up the suggestion box in each workshop and set up a group of "innovative brains". The team leader helped the staff to make suggestions, so that the staff could make suggestions freely, easily and cheerfully. In each department, the suggestion Committee was set up separately, and the suggestions for encouragement were put into every corner of the company.

In order to encourage employees to make positive suggestions, the Toyota Corporation will put forward the suggestion system closely related to the reward system. The audit standards can be divided into 7 items: tangible effect, intangible effect, utilization level, originality, conception, effort level, job reduction, etc. each item has a score of 5-20 points, and the score is 100 points.

The corresponding bonus is up to 200 thousand yen, with a minimum of 500 yen, with special rewards for particularly excellent suggestions.

The "innovative brain" system was only implemented in the Toyota Corporation for only one year, and 183 proposals were collected.

After the 70s of last century, more than 5 pieces of advice were collected each year, which greatly aroused the enthusiasm of the staff and provided a continuous impetus for TOYOTA's development.

Similarly, the US Ge Corp launched an activity called "start your mind" in the early 90s of last century.

They divided 100 groups of representatives elected by various departments into several groups. Each representative put forward his own opinions and requirements in the group, and made his own views. The top managers of the company listened to the reports on the spot.

According to the company regulations, the senior managers who listen to the reports can only answer "Yes" or "No" to the requirements of the representatives, instead of using the words "research and research" or "later on" to evasive or prevaricate.

As a result, many problems which are difficult to solve at ordinary times are successfully resolved or satisfactory answers will be obtained at the meeting.

GE's "start your mind" activities has brought obvious benefits to enterprises.

John, then president of the company, even thought that this is the most basic way to find out the pulse of enterprise development and cultivate talents in the future.

A few tips to motivate employees:

First, help employees achieve personal goals.

Employees are the cells that make up the enterprise,

In fact, most employees want to do better in their work and make themselves more capable, but if they feel that this higher hope is imposed on others, they may not generate motivation, but conflict.

Managers should help them establish personal goals beyond their needs and reach agreement on this goal.

If managers can make each employee feel that their work is important to the company, every one of them will affect the development of the company and let every employee feel that he is a member of the company, so that they can motivate their employees to find ways to improve their work efficiency.

Two, integrate emotion into management.

In an enterprise, the object of management is human, but the purpose of managing people is not to bind people's hands and feet, to put people to death, but to maximize human potential.

People have feelings, in the management of the implementation of the iron system at the same time, to embody feelings, into love, such management can be managed to the hearts of employees, in order to make the system become employees' conscious action, in order to make management play the best performance.

"Love your employees, and employees will love your business more."

This is what foreign countries are committed to.

Three, let go of your posture and forget your identity.

Managers should not assume that they have the sole say in their own affairs, and do not measure and request their employees according to their own standards.

To forget your leadership status, communicate with subordinates with a calm mind, and be able to boldly authorize competent employees.

The meaning of empowerment is encouragement and trust.

A leader who does not put on airs must be able to make his staff members love each other and arouse their enthusiasm for work.

In any organization, the goals between individuals and collectives are the same. Enterprises need to improve their labor efficiency in order to achieve greater profits.

Similarly, employees hope to get more remuneration and better welfare benefits through enterprise benefits.

The key is how leaders should unify our understanding and achieve big goals together.

Four, praise employees in a fair and timely manner.

In motivating employees, we should do well in the three principle: money is not the only thing; in time, commitment is kept; success can breed greater success.

If employees meet their work standards, they must immediately make promises that are agreed before, so that employees can relate their actions to their remuneration.

Money is a way of remuneration, but money is not the whole reward. Managers should not equate incentives and money to employees. Otherwise, they may bring a lot of negative effects.

In many cases, thank the employees who perform well, especially in face to face or written acknowledgement.

If we adopt non monetary rewards, we must pay attention to the principle of fairness and timely.

I have seen such a passage: "instruction supervision allows people to work with their hands, skills training allows people to work with their brains, career planning makes people work hard, family harmony enables people to work with their own emotions, and career anchors make people work with their souls."

So the last sentence is to retain staff for a long time, and more importantly, to keep employees' hearts, so that employees can work with their hearts and souls.