Four Incentives For Efficient Employees

　　 staff Incentive factors are more reflected in the psychological and emotional level of people. It is a high value-added incentive to win the emotional stimulation of employees. As an enterprise, it is necessary to take the initiative to motivate employees.

There was once such an entrepreneur who was honest and sincere. When he started his business, he treated everyone who followed him as if he were his own brothers and sisters. He was like a big parent who paid close attention to everyone's life, introduced objects to the young people, officiate at the wedding ceremony, gave money in difficult times, helped the car to buy a house, and so on. At the same time, we should pay more attention to everyone's growth, boldly use and cultivate employees, even send employees to read MBA and so on. So naturally, we have won the support of all of us. Almost all our employees have become desperate friends. No one cares about wages. No one cares about working hours. They regard their company as their own home and regard their colleagues as their families. Though hard, though very tired, they are very happy and secure. Such a company naturally has a very strong vitality, and it is difficult to succeed. In a short time, it has become a well-known listed company.

After listing, the company attracted a large number of talents. They unanimously put forward the same problem - the company's management is too irregular, such as car distribution, housing, school, all kinds of subsidies and so on have not formed a system and norms, there is no uniform standard, usually several executives of the company according to the specific circumstances of staff customization. In order to improve the standardization level of company management, the company has formulated the corresponding system and standard, and issued it, but gradually it has undergone some opposite changes. The attention of the employees has been placed on the comparison of these personalization treatments.

This is something that puzzled a lot of people. What led to this terrible change?

The old employees of the company began to miss the days when they were very tired, but very full and happy. The whole atmosphere of the company also changed a lot. Everyone was wondering what had changed the good tradition of the past. So warm atmosphere, there were many explanations among employees, such as the subversion of culture by foreign people, and the ingratitude of the entrepreneur. The original culture itself is not sustainable and so on.

In fact, the entrepreneur has not undergone any essential changes. He still knows that the future development of an enterprise is inseparable from the efforts of the employees. He is not an ungrateful person. The original excellent culture must inherit and develop. The key to this problem is the wrong change in the use of incentives.

Hertz Berg's two factor theory says that the factors that affect employee status mainly include health care factors and staff motivation factors. Working conditions, conditions, wages and so on are all health care factors. Those factors that can bring positive attitude, satisfaction and motivation are incentive factors.

Employee motivation is more reflected in the psychological and emotional aspects of human beings. This is precisely the most difficult aspect for people to understand as the most complex creatures. It is full of infinite variables. This special attribute of human beings is destined to achieve the goal of encouragement. It is not easy to achieve the goal. Therefore, there will often be incentives to spend a lot of money, but employees do not buy it. Sometimes they do not spend much money or even spend money. Earned the lifelong loyalty of employees. It is a high value-added incentive to win the emotional stimulation of employees, so it is necessary to take the initiative to motivate employees.

　　 high efficiency The staff incentive measures should at least consider the following aspects:

First, sincere

Although some people laugh and say, "now fool is too little and not enough", there is really no fool in the world, unless everyone with mental illness knows it very well, even if he does not understand it for a moment, he will understand later. The feeling of being deceived is the biggest killer of trust, and even if faced with deception, employees may not be directly exposed. Therefore, enterprises usually do not know whether employees really believe, nor do they know how long they can trust. The only feasible way is to treat employees honestly. Once the staff really feel your sincerity, the trust you get will be a "premium" nature of trust. 。 Know that winning trust is the foundation of effective motivation.

Two, targeted

In view of the different needs of everyone, we must fully understand the real and most urgent needs of employees when implementing incentive measures, and targeted incentives will be more effective. If the most urgent problem that an employee needs to solve is to buy a house. If you assign him a car, it will not only have no incentive function, but on the contrary, it may become a burden on employees. Therefore, the most effective way of encouragement must be the most direct, personalized and targeted incentive.

　 Three, moderate incentives

Employee motivation not only has clear utilitarian purpose, but also enables employees to work hard to create maximum value for enterprises, and at the same time has profound emotional factors. A good corporate culture will unite people's hearts, so that enterprises can not only be full of vitality, but also rely on the backbone of forming the core, so that they can put forward the present and future, so that enterprises can have a steady stream of development momentum. Therefore, a good incentive policy must be a long-term goal, with some emotional incentive. However, it is difficult to be too emotional in the process of encouragement. We must master the appropriate principles, and try not to exhaust the incentive measures at the same time, so as to leave room for the subsequent incentives.

　 Four, the way to pay attention to

There are many ways to encourage, and there are no universally applicable rules to follow. However, some basic factors can still be taken into consideration, such as setting goals, and directly giving benefits to the target, which is equivalent to the "reward way". This method is more suitable for short-term goals, not involving emotional factors. If we want to enhance our loyalty to the enterprise, we should try our best to avoid such an intuitive way of offering a reward. We should know that there is a subtle psychological change in the issue of treatment. If the reward is directly released, it will become a reward. Once it is directly linked to interests, it will greatly weaken the emotional factors, and at the same time, the greatest harm will become a lot of quick and instant employees' chase goals in the shortest time, and there will be many false images. It will deviate from the starting point of the enterprise.

The entrepreneur mentioned above is an employee. Incentive measures In the absence of careful consideration, the simple taboo and release of the taboo make the employee's attention turn to "bounty", weaken the emotional factors in the incentive measures, and completely change the value orientation of the enterprise, and the impact it brings will be subversive, even irreversible damage, which is a great pity.