Seek to mobilize the enthusiasm of employees, formulate rewards and punishments, and design performa

With my years of experience, factories like yours have a small number of people, and it is necessary to carry out performance management according to your actual situation

1。It is advisable to assess in a team way, not in an individual way.

Because there are many opportunities for everyone's cooperation, it is very important. Therefore, I suggest that the cultivation of team spirit should be strengthened, and everyone should have several common indicators for assessment during the assessment to promote everyone's cooperation. Together, we produce performance.

2。In terms of quantity, in terms of pieces, it will be difficult to deal with according to the difficulty, and it is necessary to do a lot of basic work, which does not conform to the principle of simple management, so it is recommended to assess the total shipments or total output value of the factory.

3。Several indicators can be examined: the total output value or total shipments are linked to bonuses. Quality, cost control, cooperation, etc. are set with different deductions for each different position.

5。The company is not big, the management must be simple, do not go wrong, too complicated.

Formulate a reasonable system, in order to effectively mobilize the enthusiasm and initiative of employeesThe operation of the enterprise needs a variety of systems, and similarly, to motivate employees to develop a reasonable system, in order to effectively mobilize the enthusiasm and initiative of employees. Make the company more vigorous and energetic, and better promote the growth of the enterprise. (For example:.)

Reward and punishment system: Recognition and reward are the most important basis for employees' efforts or enthusiasm. There is a close relationship between high performance and reward, reward can promote members to achieve high performance, and after achieving high performance, there is something worthy of reward, the two are mutually reinforcing and mutually reinforcing.

The system of rewards and punishments is not only to reward, but also to punish, and punishment is also an incentive, a negative incentive. Negative incentives include elimination, fines, demotion, and dismissal. Create a good working and living environment for employees with great openness, high degree of freedom and strong fairness, further improve the welfare system, and ensure that the welfare level of all kinds of employees continues to improve with economic development.

It is also the key to fully mobilize the enthusiasm of employees. Only by establishing a normal flow renewal and metabolic mechanism and maintaining long-term continuous mutual communication with the outside of the organizational system can an organization always maintain vitality and vitality and keep pace with the times.

As long as a few employees do all the process steps of the product, calculate the average time of each step, and then divide it by the time of a shift, you can roughly know that no matter that employee, choose that process, at least how much to do, and then you can make a standard with this quantity, and if you exceed this standard, you can reward accordingly, so that regardless of the difficulty of the process, there will be the right person to achieve the corresponding standard base of the operation, and you can assess the quality and quantity, which is the piecework system.

1.Incentives: Develop incentives such as bonuses, promotions, benefits, etc., to motivate employees. These incentives should be related to the employee's work performance and performance.

3.Performance design: Design a performance appraisal system so that management and employees can have a clear picture of their performance. This can include aspects such as goal setting, regular evaluations and feedback, performance reviews, etc.

4.Training and development: Provide training and development opportunities to help employees improve their skills and knowledge. This can include internal training, external training, learning programs, etc.

5.Engagement and communication: Encourage employees to participate in the decision-making process and provide feedback channels. This fosters effective communication and collaboration between employees and management.

Finally, it is important to ensure that all measures are fair, transparent and in line with the company's values.

In the performance planning stage, when setting employee performance goals, conduct in-depth communication with employees, so that employees understand and recognize the set performance goals, have confidence in achieving goals through efforts, and have an understanding of responsibilities. Employees are also required to develop specific work plans around the goals, and give advice and guidance so that employees can achieve the goals by completing the plans. In the process of performance implementation, managers should communicate with employees regularly and regularly to understand the current status of employees' work, the completion of performance and the gap between performance and ability, give guidance and help, focus on cultivating employees' abilities and improving performance levels.

In the performance evaluation stage, it is necessary to make a reasonable evaluation of the employee's work performance, communicate with the employee, feedback the results of the employee's performance evaluation, and point out its performance, shortcomings and improvements, so that both parties can reach a consensus. At the same time, prepare for the next cycle of performance planning. One of the purposes of performance management in the performance incentive stage is to motivate employees, and the results of performance appraisal should be linked to the incentive method for employees.

Don't just tie it to wages. There are a number of incentives that can be tied to the results of performance reviews. The first is cash remuneration incentives, such as wages and bonuses, etc., in the medium and long term, including options, equity, projects and investments.

The third is to formulate promotion incentives, such as job promotion and training, and spiritual encouragement, such as honor and recognition. The larger the company's incentive space and the more incentive methods, the greater the impact on employees' work intentions and performance. Motivation in communication.

To motivate through communication, you must first respect your employees. Modern people crave respect. As employees, they want to be appreciated, and respecting them is the greatest appreciation for them.

The way to respect is to meet the five requirements that you don't have to say when getting along with your subordinates: pure listening, not criticizing, accepting differences, not blaming, affirming their unique character, looking for better, and telling them what you really think with your heart.

If we can do these five things, we will feel respected and even cared for. If ordinary people feel that they are receiving a lot of respect and attention, they will use their brains and they will use their real personality. Praise employees appropriately in their communications.

This is not only an affirmation of his work, but also a promotion of the harmony of interpersonal relations between the two parties, and more importantly, it can motivate him to consciously give full play to his talents. The secret of praise is to praise past accomplishments, not the other person. Complimenting established facts has nothing to do with the depth of the friendship, and the other party and other employees are more receptive, thus avoiding the suspicion of being different from each other.

Good listener. One can imagine the enthusiasm of an employee when they feel aggrieved because they have been treated unfairly.

Employees can be given benefits frequently, such as arranging afternoon tea frequently, which can mobilize the enthusiasm of employees.

If you want to mobilize the enthusiasm of employees, the easiest way is to give money, as long as the money is in place, let alone let employees work actively, that is, let employees live in the company every day, and employees are also very happy.

Some reward and punishment systems can be formulated, even if there is no performance appraisal, employees should know that there are rewards after doing a good job, and there are fines for not doing well.

I like this.

Reward scheme:1Company performance. (The percentage of the company's profit in the previous month is given to the company's performance according to the position level.) ）

2.Project bonuses. (Company R&D, sales type positions.) ）3.Special Contribution. (Organize events, promotions, etc.) ）

4.Full attendance bonus.

5.Birthday allowance. (Bonus, it's a nice thing to get it on your birthday) Bonus should be pretty much the same. Generally, it is a departmental bonus, which is used by the department manager for dinner and training.

Corporate culture is very important, spiritual plus material.

Let them participate in things that do not affect the interests of decision-makers, and increase the entry of opinions to appropriate rewards.

Employees should be given a "reward" and "punishment" rule, which should improve their motivation for work.

Is an employee's performance a factor that should be considered when designing a salary increase plan, and why?

Dear, hello, I am glad to answer for you, is the performance of employees a factor that should be considered in the design of salary increase plans, and why there are the following three elements: 1What about the character of the employees?

2.Is employee loyalty high? 3.

Is the ability of the staff to work? The design of the performance-based salary adjustment can only take into account the previous factor, or it can consider both factors at the same time. Performance appraisal and salary design are the most used by the human resources department in the internal management of enterprises, among which salary design is an important basis for salary payment and an important means to motivate employees; The performance appraisal is a constraint, such as the completion of the company's sales this year, service satisfaction, and the improvement of the efficiency of executives.

The incentive of salary design is the technology to mobilize the enthusiasm of employees, which is equivalent to the accelerator in the car, and the performance appraisal is the brake. In the practice of human resource management, salary and performance have always been linked to reflect, as long as one party is not coordinated, then the development of the whole company will be uncoordinated, resulting in a decline in corporate profits, not to mention serious paralysis. However, the research team of Huaheng Zhixin found through the investigation of external enterprises that enterprises generally divide salary and performance into two departments or employees, and the salary commissioner and the assessment specialist are separated, which also brings many problems to the enterprise.