How to build a quasi block, long term incentive mechanism in the team

As we all know, the success of an enterprise is the result of the team's efforts, and a good incentive mechanism can keep the team more efficient. So how can we do a good job in the incentive mechanism of the team in the process of starting a business? Here I will share it with you based on my own summary, I hope it will be beneficial to you.

Workers and erection raw material computer method Step 1 to do a detailed understanding and analysis of each employee of the team, including position, personality, ability, family background, education, personal preferences, career planning, on this basis, do a good job of one-to-one corresponding incentives.

2. Combine the performance of each employee and make corresponding representations, including financial rewards, goods and benefits, vacations, promotions, etc. Employee performance can be short-term or long-term, and it is necessary to do it without discrimination.

3. For the regression of employees' performance, the incentive mechanism should be flexibly adjusted, and the ideological work of employees can be done or accompanied by warnings, corresponding punishments and other measures to deal with. Mistakes of principle must not be allowed, and mistakes of non-principle may be made once or twice, but a third time is not allowed.

Dear, hello, I am glad to answer for you to carry out team building and employee motivation to change the team management mode and reward system, you can do it in accordance with the following methods: if you want to strengthen team building and improve team cohesion, you need to start from three aspects: changing the team management mode, improving the team's comprehensive ability, and cultivating the team's cultural spirit. Only by changing the traditional team management mode can the team atmosphere and cohesion be fundamentally improved, so this is the "root" of team building.

There are four main points: 1. Enhance the team's ability to understand. Let the members fully understand the work tasks and goals, only when the team members have a clear and common understanding of the work goals, can they work in unison, increase the sense of urgency of the implementation process, and establish a sense of achievement in the hearts of members.

2. Cultivate the responsibility ability of the team. Responsibility is the most basic professionalism, better than ability, there is no bad work, only irresponsible people. Responsibility carries capacity.

Encourage shared responsibility in the team, cultivate the sense of responsibility of team members, and when encountering problems in work, we must first find the reason from ourselves. 3. Build the trust of the team. Trust is the foundation on which the team works and functions.

The trust we talk about should contain two meanings, the first is that the team leader trusts the team members, "employs people without suspicion, suspects do not use" to empower the team, has the courage to give team members new work, gives team members the freedom to act, and encourages members to solve problems innovatively; Rather than thinking that you are very capable of doing everything, you can do it yourself. The second is that team members should have a high degree of trust in each other, believe in each other's integrity, personality expertise, work ability, etc., only by establishing a relationship of mutual trust and improving the trust ability of team members, the work results can achieve the effect of 1+1 2. 4. Improve the team's communication skills.

Smooth communication is the guarantee of team productivity. Therefore, we must first establish sufficient communication channels in the team, encourage members to fully communicate on problems, current situations, etc., and stimulate the collision of ideas; secondly, to create a fair and equal communication environment, so that all members who encounter problems dare to raise their own problems; The last is to establish an open, problem-oriented style of communication. Improve the comprehensive ability of the team.

The comprehensive ability of the team is the combat effectiveness of the team, which is the core of a team. The comprehensive ability of the team should include the team's execution ability, learning ability, performance ability, harmony ability, etc. 1. Ability to execute.

Team execution ability refers to "the ability to respond quickly and implement or implement instructions or requirements from superiors". The execution ability of a team directly determines the life of the enterprise. No matter how good the operation and management strategy is, if the implementation is not effective, it is waste paper.

The ability to execute also reflects the leader's overall planning ability and the team's overall combat ability.

Team motivation can be assisted by software.

The core value of TeamToken employee wallet is to provide an employee wallet for each enterprise employee, so that each employee can have their own points account, cash currency account, virtual stock account, option account, enterprise annuity account, etc., to realize the management of employees' digital assets in the enterprise. It also provides an application ecology with incentives as the core, including such as team collaboration software, performance management software, CRM software, etc., which are also the data of employee wallets, so that collaboration, performance, sales and other work can reflect the recognition of employees' work in real time, and reward the corresponding points, cash, ** or options, etc., so that management has a more incentive effect. The navigation and permission settings are clear, and the features are numerous and in-depth, making it suitable for small, medium, and large businesses.

As a BAI leader, think about yourself.

The team led by Du Ji maintains the excitement of struggle and has strong combat effectiveness, and needs to mobilize every specialty.

The motivation of the individual belongs to the genus, in which the means of motivation are indispensable. But do you know how to motivate your team? Let's take a look.

The first trick: goal motivation The so-called goal incentive is to combine large, medium, small and far, medium and near goals, so that each employee can closely link their behavior with these goals at all times in their work. The goal motivation process includes:

There are three phases of setting, implementing, and checking goals. When setting goals, it's important to take care to set feasible goals based on the team's actual business situation. An exciting, achievable goal can boost morale and motivate employees.

Conversely, goals that are unattainable or neither desirable nor attainable are counterproductive. Human resource managers can set and issue business goals and tasks that are in line with the annual, semi-annual, quarterly, monthly, and daily business goals and tasks for the team or individual, and regularly check them to make them work hard and strive towards their respective goals. Everyone works hard, and the team's combat effectiveness will inevitably rise.

The second trick: data incentives, the use of data to show achievements, can more effectively motivate the enterprising spirit of employees. For various indicators that can be quantitatively displayed, quantitative assessment should be carried out, and the results of the assessment should be announced, so that employees can be clear about their gaps, have a sense of urgency, and will catch up with the laggards.

Motivating a team can be done in the following five ways:

Care about the needs and dreams of team members, help fight for resources, develop plans to achieve them, and reward achievements.

Everyone will not be willing to be mediocre and always be a screw, otherwise they will not be able to be a good designer. But no matter how lofty the ideal is, it must be based on the accumulation and efforts in reality step by step, at this time, a simple encouragement, a seemingly small opportunity, some persistence and supervision, may even change a person's life. Let designers who want to develop vertically and horizontally get enough space.

Motivate team members, strengthen communication, and let the team have a healthy atmosphere and sustainable growth.

The effect of one person thinking for three days and three people thinking about one day is definitely different, and design is one of the professions that requires the most collision of ideas. The growth of the individual designer is very dependent on the team atmosphere, and the team and the individual need to continue to grow. There are practical things to be done about whether the workspace is conducive to collaboration, whether the way work encourages collaboration, and whether the team's mechanisms promote collaboration.

Help designers see the product from a bigger perspective and collaborate with other teams.

Communication and collaboration with other teams is not only a matter of skill, but also of vision. When a designer is obsessed with a design point, they need to think about where it fits in the big picture, how to prioritize the rest of the team, and adjust their work. Designers who often work across functions and products have the opportunity to see the whole picture of the product, and should be encouraged to think about the overall situation and even the strategy of the product.

Strive to improve their own quality and serve the public professionally. Fight with your teammates.

The best leaders hire better people than themselves, but in technical teams, it is always important to serve the crowd professionally. The value of good leadership lies in achieving the value and growth of designers, filling in the neglect and lack of the team, thinking about strategy and strengthening execution, and making everyone and team better. If you are not proficient professionally, you will not be able to gain insight into the problem, let alone come up with constructive solutions.

Develop a competitive salary system to mobilize the enthusiasm of employees.

For pay, the most practical evaluation is the space in the upward channel and the flexible reporting of the compensation system. A competitive salary system is not only the pressure on the designer, but also the driving force for the designer team to move forward.

1.First, find self-motivated members to help achieve goals and achieve events.

2.Recognize and appreciate the shining moments of employees from the heart;

3.Give full play to everyone's advantages, so that everyone has a platform to bloom themselves, realize the optimization of the team, and improve the overall sense of efficiency;

4.Publicly commend and congratulate, and lead the team to experience the peak of achievement;

5.Lead the team to review the growth memorabilia, extract the experience of successful demolition, inspire everyone's confidence and ability;

6.Create a growth air travel grinding shed, build a learning team, so that everyone can grow;

7.Inspire and enlighten members to explore solutions for themselves and empower everyone;

8.Partners, options, equity, to retain really good people;

9.Listen deeply to the dialogue of employees, give timely and objective feedback, give real, convey and express real respect;

10. Create a positive, positive and harmonious atmosphere for the team.

Summary. Pro-<>

Hello, I'm glad to answer for you Here's the answer: you can motivate your team members in this way. Make team members aware of the importance of collaboration.

It is the managers and leaders of the enterprise who want to let the team members understand the importance of our team to the company, and only by deeply understanding it, they will work harder, feel that they are valued, and their work efficiency will be much better.

2.Enhance everyone's sense of identity.

Some team members can't integrate into the team, that's because they don't have a strong sense of identity with the team, as a leader, you should do this job well, so that every team member has a good sense of identity. If everyone is on the same page, it will be very beneficial to promote teamwork.

3.Increase opportunities for face-to-face communication between members. Managers need to make everyone understand what is important to the team and what the results of cooperation and non-cooperation will be, so that when everyone understands, they will feel more at home for the team, and it is also very beneficial for them to integrate.

How to motivate team members through effective communication?

<>Hello dear, I'm glad to answer for you The answer is as follows: you can motivate your team members in this way. Let team members understand the importance of collaboration and understanding.

It is the managers and leaders of the enterprise who want to let the team members understand the importance of our team to the company, and only by deeply understanding it, they will work harder, feel that they are pointed to and valued, and the work efficiency will be much better. 2.Enhance everyone's sense of identity.

Some team members can't integrate into the team, that's because they don't have a strong sense of identity with the team, as a leader, you should do this job well, so that every team member has a good sense of identity. If everyone is on the same page, it will be very beneficial to promote teamwork. 3.

Increase opportunities for face-to-face communication between members. Managers need to make everyone understand what is important to the team and what the results of cooperation and non-cooperation will be, so that when everyone understands, they will feel more at home for the team, and it is also very beneficial for them to integrate.

Hope mine is helpful to you<>

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