Various Ways To Encourage Without Salary

When it comes to motivation, many people will think of "bonus". These are important, but as managers, we must master other incentive methods, especially those without "salary", which can better reflect managers' leadership ability and enterprise management level, enhance staff satisfaction and enhance organizational vitality and cohesiveness.

Regular communication within the team.

The frequency of communication can be determined according to the specific circumstances of each marketing team. Its purpose is to enable employees to know the sales situation, important pactions, business performance and major issues of the team during this period, especially those inspiring contracts, achievements, personalities and events, which can encourage and stimulate employees to a great extent, and inspire everyone's sense of honor and belonging.

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Communication is not a "one-man show", but a "social dance". On the one hand, it requires supervisors to be able 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 honest.

This will 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.

Challenging arrangements

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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.

Formulate "mentor" system.

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

Taking a mentor system, an old employee brings a new employee, so that not only can the new staff become familiar with their job responsibilities and skills, but also an incentive for the old staff. From a psychological point of view, the old staff can be regarded as "mentors", reflecting the importance and respect of the old employees and giving them a sense of satisfaction and honor.

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The traditional way of management by objectives is from top to bottom. The advantage is that we can decompose the enterprise goals and implement them to departments and posts. The disadvantage is lack of flexibility.

The target is relatively fixed, but the change of the external environment leads to the infeasibility or incompletion of the 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, so that employees can 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 their staff and stimulate their enthusiasm and creativity.

Set up interest groups.

A variety of interest groups or clubs can be set up by enterprises, such as painting and calligraphy group, chess and card group, literary and art group, etc.

Such an interest group can increase the communication between departments and improve the harmony and cohesion of the organization.

Enterprises can hold basketball matches, volleyball matches and table tennis matches regularly. They can be held on weekends or with customers. They can not only enhance communication and cooperation among employees, but also improve relations with customers.

Outing and meals organized by departments can not only enhance communication, improve employee satisfaction, but also cultivate team spirit and shape team culture.

Provision of convenient facilities and services.

In order to facilitate the work and life of employees, enterprises can do some welfare institutions and facilities, such as laundry, kindergartens, convenience stores, shuttle buses, drinking room, lounge, psychological consultation, etc., which is conducive to improving employees' job satisfaction and belonging to enterprises.

Convenience facilities require a certain amount of input, and require operational and maintenance costs. It is suggested that enterprises can cooperate with external organizations and try not to scatter their resources and energy in their main business, in principle, they should act according to their capabilities, otherwise they will backfire.

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