Is motivation related to the proximity of the goal? 50

Yes, friends, enthusiasm has a lot to do with the distance of the goal, when people don't have a goal, they will be very confused, so once the goal is determined, they will become very positive, but once the time limit is relaxed, they will feel that the time is still too abundant and will become slack, so since you have the big goal of buying a house in 10 years, it is very good, but doing things is not achieved overnight, so you can also decompose the long-term goal and complete it in stages, such as how much money to save every month, what kind of results to achieve every year, In this way, you will find that small specific goals will bring you the most continuous motivation, so your troubles still need your careful planning!

Of course, if you set your goal too far, you will feel that the goal is out of reach and produce inertia, and thus lose the confidence to pursue the goal; But if you set your goals closer, such as small goals one by one, then you will have more enthusiasm to achieve your small goals, and one day in the future, your big goals will be achieved in your hands.

Of course, enthusiasm has a certain relationship with the distance of the goal, if you say that your goal is more appropriate, it can mobilize enthusiasm, if the goal is too far or transit, it is not conducive to mobilizing enthusiasm.

Of course, enthusiasm is for the goal, and it has a relationship with entering the park, and the closer the goal, the higher the enthusiasm.

Motivation has no necessary relationship with the goal, but the closer to the goal, the more motivated the person is, and the more convicted the willpower will be.

It is believed that motivation is related to the distance of the goal, and if the pressure naturally increases in front of you, the motivation will also increase.

Motivation must be related to the distance of the goal.

Is motivation related to the proximity of the goal? Of course it's related.

It's not that I think it has to do with your personal ideas, but if you think you have to do it, then you will definitely be highly motivated.

Motivation also has a lot to do with the distance of the goal, and we should all work hard to set a goal for ourselves, and I think you will have a good time.

Everyone should become more positive.

In this way, you can achieve your goals faster.

In short, in addition to clear goals and the attention of all employees, the key to good performance lies in whether the degree of relevance, causal relationship and logical relationship between the setting of key performance indicators and the achievement of performance goals are matched. Secondly, there must be a set of objective evaluation mechanism, then there is a clear reward and punishment mechanism and the ability to strictly implement, and finally there is a performance improvement mechanism. If we do these well, performance management will have vitality and meaning, otherwise it will be formalism.

The boss is concerned about the long-term interests, and the employees are concerned about vested interests, and it is good to handle these two relationships.

There is a certain relationship between employee enthusiasm and performance support, but if you want to mobilize the enthusiasm of employees and improve the efficiency of the limb core, it is not a simple performance appraisal or a few simple rewards and punishments.

1. First of all, understand the company's business and profit model, and analyze the company's current development stage;

2. You must start from the job description, start from yourself to maximize the understanding of what each position does, and gradually establish daily communication with employees and middle managers, so that the other party gradually understands your intentions;

3. Combined with the division of the organizational structure and the gradual deepening of the business department, start to design modules such as performance, salary, training, etc., I believe that at this time you have formed a very harmonious interpersonal relationship with the department head and employees, and they understand that you are to help them progress not to punish them, and then there will be a virtuous circle.

At the same time, it should be noted that in the process of module establishment, you can spread, dye and spread the excellent culture of the company, I have always believed that the corporate culture is osmotic, is to infect employees anytime and anywhere, and to human resources employees consciously indoctrinate rather than as a rigid work task to with.

Employees of the enterprise should be motivated and have good execution, and should do:

1。Have clear beliefs. The members of the enterprise have high respect for the leaders of the enterprise and are willing to work hard for them.

This requires the work ability of enterprise leaders (including management level, technical level, communication level, etc.), character quality (including caring for subordinates internally, training subordinates, etc., and being able to protect subordinates externally and strive for the interests of subordinates due to subordinates.

2。It can organically combine the goals of the enterprise with the goals of the members of the enterprise. The members of the enterprise strive for their own goals while also achieving the goals of the enterprise. This is the source of intrinsic motivation for a business.

3。The members of the enterprise are all good, but also the people who are left over from the extremely cruel elimination of practical training.

4。The members of the enterprise are united and mutually helpful, harmonious and happy.

5。The members of the enterprise are full of fighting spirit when encountering difficulties, and have strong willpower and excellent execution. And truly make sure that you know your mistakes and change them, and never make mistakes.

Finding ways to meet these standards and implementing them step by step can gradually increase the motivation and execution of the members of the enterprise.

Key enterprises should have reasonable humanized management!

Salary is linked to assessment, so that employees know how much money they can get for each thing they do.

Nothing more than two, carrots and sticks.

Incentives: Set targets and attractive incentives, and get rewards for meeting or exceeding targets, so that factories can take the initiative to pursue their goals.

Penalties: Set a minimum target and impose penalties if they are not met.

The above target value should be set reasonably, and it is the kind of goal that can be reached by jumping and jumping.

From the original point of view, no one is willing to work, people work only for the needs of life and personal value realization, about the construction of executive power, is a big problem, need to be ensured by the relevant system system, so that employees maintain a sense of awe of the system! It is necessary to evaluate through performance management and form an executive culture in the whole company; As for motivation, it needs to be designed from the institutional perspective: for example, enterprises adhere to legal and compliant operations, people-oriented, create promotion channels for employees, performance systems centered on efficiency and effectiveness, humanistic care, and let employees work under appropriate pressure.

First of all, it is necessary to make a work plan in advance. With a plan, you can quickly find your way forward and avoid wasting time on irrelevant things. We can take advantage of the advantages of multi-classification and easy induction of dedication signs to formulate a work plan in advance, arrange a reasonable time for each job, and make efficient use of every hour of work.

Secondly, it is necessary to summarize the lessons and lessons in a timely manner so as to avoid them in time when we encounter them again. As long as you log in to the same account, you can view the recorded content on Windows computers, iPads, Android mobile phones, Apple iOS mobile phones and web pages, ensuring that we can refer to lessons anytime and anywhere.

Finally, with the help of the "group sign" function of the dedication sign, the manager of the group sign can break the limitations of communication with the team members through the functions of reminders, assignments, logs, pushes, etc., and assign the work tasks of each team member quickly and in a timely manner, and the division of labor will be clearer. Moreover, for the content of the group sign, it also supports all employees to view, which can make the work information more transparent, increase fairness, establish a communication bridge between team members, and mobilize the enthusiasm of team members, so as to improve the work efficiency of the team and achieve a good situation of win-win cooperation as soon as possible.

In addition, the content of the group signing can also be participated in or modified by team members, provided that the above operations can only be performed after the administrator of the group signing has enabled the permissions. This function can help managers know the progress of the project at the first time, as well as understand the efficiency of each team member, so that they can make better work arrangements next time.