How To Make Good Use Of Incentive Mechanism

Sometimes it is puzzling that the work that can be completed in the past one hour can not be completed one day. Once the market is laid down, the situation will be opened immediately. Now the troops will not be moved but ask for the request first. Before they urge the subordinates to report the work voluntarily, they should now be stared at behind their butts. The bonus has not been much less, but the bonus has been more controversial. Why is this? It's useless to reprimand, change, and change jobs. In fact, the real reason for these problems lies not in the employees but in the leaders. There is a problem in your incentive mechanism, which leads to the emergence of the results. When the Department has problems, the supervisor should naturally assume the first responsibility, instead of pushing them on to others. The company has problems, and CEO naturally can't get away from it.

Every enterprise has its own incentive mechanism. For example, an employee's expectation is 3000 yuan monthly income, you add 1000 yuan to him, and when the employee's expectations do not rise, you go up to 500 yuan. In case of special circumstances, when you reduce your income to 3000, contradictions arise. He has to slow down and leave, so your incentive mechanism has lost its scientific significance. So how can we use incentive mechanisms to run most of the company's employees? When managers are using incentive weapons, we must be fully aware of the way to motivate them when we are using incentive weapons. We should be familiar with feelings, help, training, reward, punishment, competition, justice, authorization and sixteen words and make comprehensive use of them, so your subordinates will run.

Emotion means appreciation and trust. Some leaders and employees have a good feeling. They are brothers and brothers. They find their prestige getting worse and worse. Why, because employees feel that the boss is just the same, they are all brothers, and no one can get away from them. Emotions are the recognition of your employees' work, their trust in their abilities and personalities. Sometimes they see their employees tired and patted him on the shoulder. Spiritual encouragement All the time, we will urge our subordinates to have a positive nerve. At the same time, companies and individuals must be separated from each other. The details of private life are concerned about the true feelings, and birthday party celebrations can play a good role.

The core of the band is body teaching over words. The power of demonstration and example is endless, but many managers are puzzled, I am everywhere in the service, why the efficiency of the subordinates is getting worse and worse, because your example has evolved into a hands-on, and according to their own operation process to ask each subordinate, long time, what leaders have done, the subordinates of course, easy to wait for you to do it, do not always carry on with them; the standard of the help and help is phased and innovative, when there is a new job or a time period with a division of meaning, leaders need guidance.

Training plays an important role in motivation. Especially for young people who are growing up, it is more attractive for them. "To enjoy training is the best reward" is scientific. But for those who have achieved some considerable experience, mental training is no longer important. So the leader's personal charisma and the company's future guidance are potential training guides. If the subordinates can't see the hope of development from the leadership, the leadership's personal charisma can't play a potential role in training and guidance, so the enthusiasm of subordinates can't be mobilized. The higher the leadership's position in the company, the greater its potential role, because your personal accomplishment represents the hope of the company's development, so the other meaning of training is training Leader Training yourself first.

The reward is that money should be spent on the knife edge. In the past, the awards were rooted and punished. Rewards include material rewards and promotions, and rewards can not be too casual. This phenomenon is particularly easy to appear in family businesses. When leaders are happy, they will issue awards decisions, some of them systems, and others for individuals. reward On the contrary, there are side effects. The reward is supposed to promote enthusiasm. The result is contrary to the expectation. The reason is that the reward system is unreasonable, and the rebound is inevitable. The prize is to be published and announced in some form. Some leaders give bonuses to employees, but also secretly, for fear that others will know that the results are wrapped up in the paper. The prize must be fair and aboveboard, and the prize will be the recipients of the award, so that we can play an example.

For more information, please pay attention to the world clothing shoes and hats and Internet cafes.