How to motivate introverts and extroverts

In a company, if you make a simple distinction between subordinates, you can divide them into introverted and outward-looking. Most introverted employees are not good at expressing themselves, and it is difficult for supervisors to understand their true thoughts, and it is difficult for supervisors to provide targeted incentives when subordinates are demoralized or lack of willingness to work. In this regard, you may wish to use a warm incentive method, when communicating with your subordinates, you can play the warm card to understand the reasons for your subordinates' low mood and motivate.

For example, before motivating, you can start with daily life as a topic and start the communication by saying that you have always cared about him or her, and ask him if he has encountered any difficulties at work recently. This will help the subordinates open their hearts. If you encounter some employees who are extremely introverted or have a lot of concerns, you can use some innocuous little secrets of your own in exchange to understand the inner thoughts of your subordinates and dispel their concerns.

For example, when I was your age, I always felt that there were too many difficulties, and at that time, I couldn't eat every day, and I often had insomnia, etc. This will allow the subordinates to relieve their concerns. When motivating, you can use some warm words to make your subordinates feel that they are being cared for and valued.

For example, the reason why I care so much about you is because I think your personality is similar to mine, and you don't like to express it very much, but you have a lot of energy in your heart to show others, so I believe that you can solve this problem as long as you can. This not only warms the subordinates, but also stimulates their fighting spirit.

It's not difficult for extroverts to understand why they're feeling down, as extroverts are more willing to show themselves. However, in terms of motivation, the effect of motivating the appearance and personality should be phrased to the person with an introverted personality, and the period of introverted personality to maintain high morale is only half a month. Therefore, it is necessary to adopt a certain strategy when it comes to incentives.

Usually in the motivation, two ways can be used, one is shocking, through appropriate language to let the subordinates have the effect of being shocked to achieve the purpose of motivation. For example, it is disappointing to say to an employee with such a personality that you have so much potential, how can you be knocked down by this difficulty? This kind of motivation method not only feels valued and affirmed by the subordinates, but also achieves the purpose of motivating the subordinates through criticism.

In addition, for extroverted employees, they can also be motivated in an impulsive way to stimulate the morale of their subordinates through encouraging language. For example, as long as you work hard, there is nothing that cannot be done, as long as you work hard, you will definitely succeed, and there is no difficulty that can stump you. This can stimulate the morale of the subordinates.

Subordinate motivation is a systematic knowledge, in fact, whether it is the classification of employees or the use of incentive techniques, there is a set of practical theories to support, according to the introvert and appearance of personality to distinguish to motivate is only a very small part of the subordinate incentive, but if used properly, it will also go to a very good effect.

Meet friends by introducing friends through your own friends. Constantly expand your network. Treat your friends with sincerity.

As the chief consultant of the global high-end brand "Huitailong Hardware and Sanitary Ware", he wrote an article in its corporate culture newspaper: how to motivate employees more effectively, the key is to grasp the internal and external incentives and balanced use.

From the perspective of a professional, what does the process of each stage of life always hope for? Need something? What are you going to do?

What is the description? In terms of earning a living or occupation, it refers to the continuous activity of human beings to maintain their own livelihood and at the same time to implement social ties and self-fulfillment. It includes the work of people who need it for society; Continuity and stability in engaging in a certain job; There are three characteristics of economic income from occupation and work.

From the perspective of enterprise organization and human value, Maslow's hierarchy of needs model and Herzberg's two-factor model are used to form a hierarchical step. It is reflected in the relationship between the basic balance and dynamic promotion of the two structures, which can better convince the causes of internal and external incentives.

Maslow's hierarchy of needs model and Herzberg's two-factor model form a hierarchical step to form a symmetrical factor term; Only in a state of relative equilibrium can the correspondence between life and work be obtained. The ascension in its dynamic process happens to be the reason that internal factors act through external causes, and in turn affect external causes. When individual people are integrated into the "enterprise people"; When used as a resource, it is more able to test the guiding significance of the two masters in the real environment.

It is conceivable that if the internal incentive is higher than the external motivation, it is easy to have a sense of loss; Natural "jumping" will also be possible; On the other hand, if the external motivation is higher than the internal motivation, it will cause psychological stress and exhaustion, and the result will be half the effort. As the saying goes: if you want a horse to run fast, you don't want to give grass to eat.

Can it run fast?

The author's (Tong Tianyou) consultant experience and sharing is how to achieve the basic balance and dynamic promotion relationship between the two structural elements of internal and external incentives; To motivate employees effectively and practically, we should pay attention to the following four points:

The first point is a person's professional experience and feelings, including professional work, experience, and tasks. It is influenced by personal values, needs and emotions in many aspects. However, it should be made clear that internal causes are the basis for change, and external factors are the conditions for change.

Second, when motivating employees, we should focus on people-oriented management and basic work; In particular, the awareness and understanding of the current position, as the so-called: what to do? How? to do well.

Thirdly, in terms of communication, more attention should be paid to employees' personal issues, including feelings, habits, hobbies, and current thoughts. That is, from a people-oriented perspective, we can understand the gap between the needs of employees in all aspects and the reality, and solve them together.

Fourth, in the enterprise organization as a whole, the "enterprise people" situation should be regularly promoted. Master the necessary activation methods, including the combination of goals, material encouragement and spirituality, positive motivation and negative motivation, and the combination of on-demand incentives and democracy and fairness.

From the form of incentives, the incentives can be divided into two types: internal incentives and external incentives. The so-called external incentives refer to the incentives caused by external remuneration that are not directly related to the work task itself. Outside pay refers to the satisfaction of a job task after it has been completed or outside the workplace, and it is not synchronized with the work task.