How should enterprise managers do a good job in employee motivation?

In modern enterprise management, an important task is to fully mobilize the enthusiasm of employees, that is, employee incentives. The higher the level of employee motivation, the stronger the degree of effort and satisfaction of employees to achieve the organization's goals, and the higher the work efficiency achieved. Conversely, the lower the level of motivation, the less motivation to accomplish the organization's goals, and the lower the work efficiency.

In this era, everyone wants more, the desire is getting stronger and stronger, in order to meet their own needs, people began to work hard, for the struggle, and in the process of enterprise management, the position of employee motivation has become more and more important, sometimes, even directly affect the development of the enterprise, as an excellent leader, you should learn to motivate employees: 1: make the best use of their talents, make the best use of things.

When arranging work for employees, we must follow the principle of "making the best use of talents, making the best use of things", if you put a technician in the sales position, then it is absolutely inappropriate, its ability can not be displayed, and it will also make it very painful, so we must learn this truth, a person only when doing what he is willing to do, the efficiency will be the highest, the most motivated, the most serious. 2: The design of the reward system.

When designing wages and some reward systems, it should be noted that the reward system should make the remuneration of employees and their work performance linked, which requires that employees who undertake different job responsibilities be rewarded according to different work performance on the basis of job evaluation, and it is also a good way to provide more training opportunities for employees, which is also a disguised incentive. 3：

Material incentives. Material motivation is the most direct and effective way to motivate employees, but it is not long-lasting, but who can say that it is not important. To a large extent, it can be said that if there is no guarantee of material incentives, any other non-material incentives are empty talk, because if even life is not guaranteed, what is the spiritual level? Therefore, through the establishment of a scientific performance appraisal system, strict assessment process management, the implementation of fair performance appraisal, and the assessment results are directly linked to the salary income of employees, and gradually realize equal pay for equal work for all employees, and truly reflect the principle of income distribution according to work.

How Managers Motivate Their Employees, 8 Ways to Inspire People That Have No Money to TDo With

How Managers Motivate Their Employees, 8 Ways to Inspire People That Have No Money to TDo With

Abstract: In order for employees to maintain a proactive attitude at all times at work, there must be a set of motivational methods that are suitable for employees.

There are two kinds of incentives for employees, one is material incentives and the other is spiritual incentives.

To keep employees motivated at all times at work, it's important to have a set of motivational approaches that work well for them.

Material incentives are the foundation, and without material incentives as the foundation, spiritual incentives are difficult to last. Without spiritual incentives, the role of material incentives will be greatly reduced. Mental motivation is the accelerator.

When using material incentives, we need to pay attention to two aspects:

First, the material incentives of employees should not be taken as a burden. Many companies are saving costs, and the first consideration for cost savings is to reduce employee benefits. As a manufacturing industry, Lenovo's profits are very thin, and every expenditure must be carefully calculated, and profits must be wrung out of the towel, but Lenovo will definitely not screw it from the aspect of employee treatment.

Material incentives will form the cost of the enterprise, and the efficiency of employees will be reduced if there is no material incentive, which is equivalent to increasing the cost of the enterprise from another perspective.

The second aspect is to put forward requirements after material incentives for employees, although material incentives are rewards for employees' previous work, and as managers should be more concerned about employees' future performance, so when employees get material incentives, we should put forward our requirements and expectations for him in the future. Spiritual encouragement generally includes: atmosphere motivation, praise, mutual recognition, etc.

To do a good job in spiritual motivation, we must also do a good job in two aspects:

The first is to be timely, as long as we see that employees are performing better, we should motivate, and we can't motivate after a long time.

The second is diligence, because many spiritual incentives are achieved by communication, and we must be diligent in communicating with employees, because only high-frequency communication can really do a good job in spiritual motivation.

Practical guide: material incentives are the foundation, and spiritual incentives are the boosters.