What is the key to whether the incentives are effective?

Effective motivation refers to the ability of an organization to achieve the expected results and effectively enhance the cohesion of the workforce.

Centripetal force and overall combat effectiveness of the motivating behavior.

1. Mobilize the enthusiasm of employees.

The goal of employee motivation must be in line with the company's development strategy.

The motivation to motivate employees is to find ways to make employees see the connection between their needs and the goals of the enterprise, so that they are in a state of motivation that drives their efforts not only to meet their personal needs, but also to achieve their goals through the achievement of certain work performance. Motivation plays a very important role in mobilizing the potential enthusiasm of employees, enabling employees to achieve their work goals and continuously improve their work performance.

2. Retain outstanding talents in the enterprise.

Motivation exists in every link of human resource management, and every link reflects the value of employees, so that employees feel that there are new opportunities in the next step. When an employee's skills are developed to the top, the company can expand the scope of his work. Increase the workload, make his work challenging, make employees feel that he is in the company, can learn things that never end, and also allows them to take up administrative positions in the corresponding positions.

or special professional and technical positions.

It not only makes them feel that the company values them, but also gives them a platform to display their careers, so the appropriate incentives make employees feel a sense of belonging to the company.

It has a great effect.

The power of rewards cannot be overlooked.

Whether the incentive is effective or not, the most important point is the degree of motivation and the event can give the object the greatest incentive satisfaction, so that he can get the greatest effect.

Knowing the needs and managing expectations is a prerequisite for effective incentives. People have needs, survival needs, development needs, emotional needs, belief needs, etc., needs represent internal drives, so as a manager, the first consideration is to understand and be familiar with needs.

There are three important needs that an individual has in a work situation:

1. Achieve demand.

People with this need are eager to be more efficient, do their jobs perfectly, and be more successful. They pursue the joy of solving problems and the sense of accomplishment after overcoming difficulties, and they are very enterprising, and do not value material rewards the most.

2. The need for power.

Its essence is in "influence". They like to call the shots, like to be competitive and show their status of power, and enjoy the pleasure that power brings them.

3. Affinity needs.

There is a need for friendly and intimate relationships. They crave friendship, are more cooperative than competitive, are more sensitive to relationships, show fear of losing intimacy, and are avoidant of conflict.

The key elements of incentives do not include the type of incentives.

Motivation refers to the process of stimulating, reinforcing and sustaining human behavior and directing behavior towards a special and lenient goal by giving appropriate satisfaction to a person's various needs. When people are motivated, they will glow with high enthusiasm for work, show active, conscious, and creative work behaviors, and motivation is manifested as a kind of mental strength or state.

Incentive mechanism, that is, the interconnection, interaction and mutual restriction of various elements of incentive activities in the process of operation, as well as the comprehensive function of the internal connection between them and the incentive effect.

It has three key elements: 1. Incentive timing, that is, the time to motivate in order to achieve the best incentive effect; 2. Frequency of excitation, that is, the number of times that the incentive is carried out in a certain time and hunger; 3. The degree of incentive, that is, the size of the amount of incentive.

The key elements that need to be determined in the equity incentive plan of a listed company

1. Motivation time

By studying the key factors of the successful implementation of equity incentives, it is found that the launch of equity incentives by listed companies can play the greatest role of this financial instrument during the period of economic recovery and market bottoming.

2. Incentives

Driven by national policies, listed companies are actively exploring equity incentive mechanisms. Common incentive models in the market are divided into two categories: equity incentives and stock ownership plans.

3. Incentive object

The selection of incentive objects depends on the purpose of the equity incentive plan of the listed company. Common incentive targets include, but are not limited to, the company's directors, senior managers, as well as management backbones and core technical personnel who have a direct impact on the company's future development. If other persons are to be incentive, the company must have reasonable reasons to ensure fairness.

1. The goal is too high and unrealistic

This year's goal is to double the performance, everyone works hard, and the bonus at the end of the year is doubled! ”

The reality is that through market research and analysis, there is a high probability that it will grow by 20% this year. Employees must think to themselves, "This is too difficult to do."

Forget it, I don't want to think about this reward. "When the goal is too high and it is difficult for employees to achieve it, no matter how big the incentive is, it is like a flower in the mirror, a moon in the water. High goals, high motivation is true.

But you can't just have a goal, you have to have a budget. The goal is what we want to do, and we can even set several goals for filial piety; Budgeting is based on historical data and market analysis, and there is a high probability that we can do it to match resources and inputs.

On this basis, OP partners are used to motivate the budget and goals at all levels based on historical data, so that employees can see and reach the pie.

2. There is no data, and it is all based on feelings

Xiao Wang, as long as you work hard, it is not a problem to get xx salary a year. ”

What does it mean to do a good job? If you don't arrive late or leave early, do you want to do a good job if you are active at work? Working overtime all year round, is it a good job? Usually fishing, but acting positive in front of the leader, is it considered a good job?

Doing a good job is not just an evaluation of behavior and feelings, but also a concrete performance result. For example, the sales volume is 5 million, the gross profit is 1 million, the expense ratio is 8%, and so on. KSF is used to concretize the contribution value of handwriting and manuscript employees into key indicators, and use data to objectively evaluate whether employees are doing well, and through the efforts of employees, they can get timely incentives while doing a good job in indicators.

3. The cycle is long, and you can't wait for the flowers to bloom

In five years, when our company goes public, all of you can make millions a year and drive a luxury car......”

Five years is too long, we are only seizing the day". The future can be looked forward to, but it still needs to be achieved step by step, and it is difficult to achieve it overnight. And the process of realization must continue to give incentives, just like a car to run 50,000 kilometers, you have to refuel, maintain, lubricate him in the process, otherwise it will definitely not run.

The longer the incentive period, the weaker the incentive effect. Therefore, it is necessary to match a reasonable mechanism, form an incentive mechanism for the long-term goal of the shed, and decompose it into years, months, teams and positions. First, break down the flatbread into small pieces that can be realized, let the employees eat each piece, and when they eat them all, the flatbread will be eaten.

Excitation in a circuit refers to whether it is a transmission and conversion circuit of electrical energy, or a transmission and conversion circuit of signals, in which the voltage and current input from the power supply or signal source to the circuit play a role in promoting the work of the circuit.

The response in the circuit refers to the output of the voltage and current caused by the excitation of the various parts of the circuit, also known as the memory function. In addition to the response caused by the excitation, the "initial state" within the system can also cause the response of the system.

In a "continuous" system, the initial state of the system is often provided by the "energy storage elements" inside it, such as a capacitor in a circuit that can store electric field energy, an inductor coil that can store magnetic field energy, etc.