If you are the boss, how will you motivate the employees within the company?

The salary is very simple, direct remuneration is always the best motivation, the money is appropriate, and it is difficult to let him go. But this cannot be fully understood as enough money, no matter how much is given, it is not as reasonable. Reasonableness also includes matching and fairness.

Matching is proportional to the employee's effort, which is a longitudinal standard, including many aspects, and the performance accounts for the vast majority, but the process cannot be ignored. Fairness is a horizontal standard, there is no harm without comparison, although in the workplace, salary confidentiality is an unwritten rule, but there will always be some people or ways, will expose this secret, and when this problem arises again, managers often blame this "leaking behavior" on the surface, but in private they begin to worry about the comparison between employees, so when formulating the salary plan, there must be a certain standard, not the employee mentioned, it will be raised, and the employee who did not mention it will ignore others.

Overtime may be the best performance of work motivation, and it is becoming the unspoken rule of many new enterprises, but it should be based on voluntariness, because our purpose is efficiency, not time. On the other hand, it is aimed at the needs of employees, all the books on the market about "happiness" have elaborated on rest, hobbies, and social needs, for employees who have no hobbies and socialization, maybe rest and work have become all of him, but for employees who have their own independent hobbies and socialization, independent time has become an important indicator of work willingness, do not let employees completely give up themselves for work, because selfishness is always the inner characteristic of people.

I am an ordinary employee, from my point of view, sometimes tight, sometimes loose, reward and punishment coexist, but the award is not said, the punishment is on the surface, so as to drive positive emotions to employees, occasionally to mobilize the meeting, but the premise is to do it, not afraid of a bowl of water is uneven, the weak is the way to survive the enterprise, the line is not good, and the retreat, in order to reflect the happiness to knock on the door The plot in the movie is not a lunch for nothing.

You've reached a certain level of awareness! In fact, in addition to the rewards and punishments and promotions you said, today's employees should work more the growth and career of employees! Now there are no absolute employees, and there are no absolute employers!

The most important thing is whether the people involved in the company can find their own value and position on this platform! People are inspired by dreams, and enterprises develop because of people. Solving this problem naturally solves the problem of employee motivation.

I hope you like it, our company needs talents with ideas like you, welcome to join!

Regardless of other factors, working actively is not just to complete the work assigned by the superior, but to voluntarily and spontaneously work towards the realization of the overall goal of the company. When an employee knows what to do every day, but doesn't know why to do it, do you make him motivated? Positive?

Therefore, for every employee, he not only needs to know what to do, but also to know why, that is, the company's development trend and short-term and long-term goals.

Many people in the workplace think that they give how much money to do how much work, if the boss pays too little, don't mention enthusiasm, initiative or anything, it is good to keep the personnel stable, and those who stay are basically a monk for a day and hit the clock for a day. But the boss's thinking is different, they think about how much work you do, how much you pay, or just do more work and get less money, this basic contradiction can not be balanced, and there is no way to talk about mobilizing the enthusiasm, initiative and creativity of employees.

The mobilization of enthusiasm is multi-factorial, but it comes down to the need for managers to be attentive, carefully observe the ideological trends of employees, think about the real needs of employees, and then formulate different incentive plans for each person.

The change of the boss concept, you can't use the previous management concept to manage the employees in the new era, then I guarantee that you will be very tired and have little effect (you can argue if you disagree); The change of management concept I am talking about here is not just to change the way of doing things, the method is enough, but the boss should accept it from the ideological point of view, recognize the employees of this era, and constantly understand the employees of this era.

It's easy to imagine how a quiet person can work efficiently in a noisy environment and vice versa. Similarly, a person who is not a very talkative person (not a man of words) but has a consultant or customer service assignment will not achieve the purpose of efficient work. Therefore, in terms of space, it is necessary to give employees a suitable working environment and position.

Ma Yun said that there are two reasons for employees to leave, and the money is not in place, and the heart is cold. The emotion here is to make employees chill. People have emotional needs in any environment, from the recognition of superiors, the care of peers, and the support of subordinates.

These are the factors for employees to maintain a comfortable mood, and happy work is the improvement of efficiency.

How to mobilize the enthusiasm of old employees? The more representative views are:

1) Establish an appropriate incentive mechanism to make employees feel that their efforts are worthwhile;

2) Carry out job rotation and replace the existing working environment;

3) Help employees do a good job in career planning, and guide employees to find the real joy of work before the novelty is lost;

4) Hold a variety of caring activities to make old employees feel that the company has always remembered them;

5) Establish a crisis system to make old employees have a sense of crisis. Recently, I exchanged with a friend about the company's talent structure, and he put forward a concept of "talent structure ABC" and "CBA", which made me benefit a lot and shook a lot. I have been engaged in HR for many years, but I still have a lot of gaps in my understanding of the essence of talent structure.

When a person recruits his subordinates, even if he clearly asks himself to recruit "capable people", his subconscious is to recruit people who are very similar to him in terms of ability structure and background, and at the same time the level is a little lower than himself, so that he will have a psychological advantage and be very comfortable when he manages it. If you don't believe me, reflect deeply on yourself and see if there is a similar subconscious.

In such a subconscious, if the leader of a company sets his ability to A class, he will unconsciously recruit B or B+ people as the company's VP; And the company's VP will follow the same subconscious to recruit C or C+ people to be directors. By analogy, the talent structure of a company is the "ABC" structure from top to bottom, and the best person in the whole company is the company boss himself.

When many companies start a business, they are looking for their former subordinates to be their senior management team, and they are looking for their own subordinates to enrich their team, and they are decreasing layer by layer, which is repayable! Not only is the ability of talents getting weaker and weaker, but outsiders can't get in at all, and finally it becomes a dead cycle that ends in failure. The best management book "From Good to Excellent" puts forward the concept of "fifth level managers", and their behavior is marked by - people before things, talking about:

Invite good people into the car first, and they will decide which direction the car should go. The premise of becoming a successful fifth-level leader is whether you can recruit better talents than yourself and break through the "talent ABC" structure.

Here are some tips to help bosses motivate their employees: Be clear about your goals: Make sure employees have a clear understanding of the company's goals and their role and importance in achieving them.

Clear goals can help employees understand what their work means to the team and organization as a whole. Provide challenges and opportunities: Give employees challenging tasks and projects to make their work feel rewarding.

At the same time, we provide learning and development opportunities for employees to continuously improve and increase their self-confidence. Give recognition and rewards: Giving employees fair recognition and rewards in a timely manner can not only encourage their positive performance, but also make them feel that their work is valued.

Establish good communication channels: Maintain good communication with employees and care about their needs and feedback. Hold regular team meetings, personal interviews or questionnaires to understand employees' opinions and suggestions, and solve problems in a timely manner.

Foster a positive work atmosphere: Create a work atmosphere that supports and motivates employees. Establish a culture of teamwork and mutual respect so that employees feel a sense of team cohesion and belonging.

Delegation and trust: Give employees enough autonomy and responsibility to show trust in them. This can stimulate employees' self-motivation and increase their motivation to work.

Promote career development: Support employees' career development and advancement opportunities. Provide training programs and promotion pathways to make employees feel that the company is willing to support them in their careers.

Focus on work balance: Recognise that employees need a work-life balance and support flexible work arrangements and rest times to reduce stress and fatigue among employees. Motivate competition among employees:

Where appropriate, there can be competitions or reward programs that encourage competition among employees and stimulate their motivation and creativity. Listen to the needs of employees: Actively listen to the opinions and needs of employees, try to meet their reasonable requirements, and make employees feel valued and respected.

There are three core takeaways about this: Ants.

First, the company itself must have a clear direction, a clear business, and a clear goal, simply put, when you say "to mobilize the enthusiasm of employees", the company itself must first have work and projects that can be assigned to employees, which is the foundation and core;

Second, the company should have a perfect task dismantling and distribution mechanism, so as to ensure that employees have work to do, and at the same time ensure a relaxed state, which will not be too tired, not too loose and boring;

Third, it is very important that the system of rewards, benefits, and bonuses can keep up. If the workload does not match the return, and it hurts the employee's heart for a long time, then the turnover rate will inevitably increase and the work efficiency will plummet.

Of course, regarding the third point, the benefit system of each company is different and depends on the specific situation. Just like Tianjiu Sharing, where I worked before, this company is engaged in platform economy. In terms of welfare, the most basic can ensure that the company pays on time every month; Further, he has a 16-salary system, and generally a small department of about 10 people will have 1-2 places at the end of the year; In terms of annual leave, there will be half a month's leave every year; Even before the virus, there was a four-six work system.

These are all cases that can be referred to).

First of all, improve the reward and punishment system, secondly, reasonably arrange work tasks, and then give employees certain benefits, so as to mobilize everyone's enthusiasm.

The first point should give employees some corresponding rewards, which can mobilize enthusiasm, the second point should give employees some corresponding promotion space, which can make employees more positive, and the third point should give employees more positive energy, which is a very important content.

Reward employees, when employees do well, you can reward him, so that he will actively do things.

The role of employees in an enterprise is self-evident, a more capable manager or boss can not do everything, after all, energy and time are limited, so many things still need employees to complete, and then I sorted out how to mobilize the enthusiasm of employees related content, the article I hope you like it!

Affection to keep people

This requires corporate culture, and it is necessary to change the simple material reward method and increase the spiritual reward, such as caring more about the rotation of employees, organizing more company activities, and creating a good working atmosphere, so that employees also have feelings for the enterprise and will naturally work more actively.

Empathy

Many leaders are not born and start from the grassroots level step by step, so it is necessary to reflect and empathize frequently, understand the needs and concerns of employees, and give encouragement and support according to these situations.

Reasonable pay

Every employee has material needs, there must be a certain salary requirements, if a job salary can not meet the normal life of the individual, then resignation is inevitable, so the enterprise to establish a reasonable salary level, to solve the worries of employees will inevitably enable employees to work hard.

Reward system

Generally is the performance appraisal, if any job is just a simple fixed salary, I believe that many employees will lack enthusiasm for a long time, setting a reasonable performance appraisal standard can make employees work harder and get the corresponding remuneration.

Job competition

In this society, the competition is very fierce, and the same is true in the enterprise, which has always been able to live in it, set up the corresponding job competition, and the unqualified ones will be eliminated, and I believe that employees will work hard for this.

Room for learning and growth

Some small companies may not have such a sound promotion mechanism, but to provide employees with a good learning space can also stimulate their enthusiasm, Ye Shen believes that employees have their own pursuits, in order to learn the knowledge and skills they want to learn will not be too concerned about labor remuneration, so we must give employees a certain hope.