- How many people work in your company?
- Approximately half.

How to motivate employees? To answer this question, you must first understand why motivation is needed at all. It's not just because "everyone does it". So what are our goals in this area of ​​management?

Team motivation plays an important role in the development of the organization, conquering new levels. By neglecting various incentive tools, you:

• you will never be able to implement many administrative technologies that greatly simplify the life of a business owner;
• unlikely to be able to attract valuable personnel;
• do not dare your team members to perform functions that are more or less significant for the business, because they are interested in salary, and not in achieving your goals;
• you will always fight staff turnover, even offering a decent salary;
• you will correct the mistakes of employees, resolve issues redirected to you due to the lack of interest of employees.

A person is so arranged that for successful activity he always needs some kind of intelligible, meaningful incentive. And not always the interest of an employee is limited to money. There are many ways to increase the productivity of employees by satisfying not only material, but also, one might say, abstract, immeasurable needs: the desire for self-realization, the need for recognition of merit, comfortable interaction with colleagues and management.

Motivation system

How can a manager motivate employees? There is a system of principles, methods, tools of motivation, which is successfully applied both in large corporations and in mid-level enterprises. Admittedly, this is a rather complicated, multi-stage work, but the results are definitely worth the effort.

Principles of motivation

A properly built motivation system is a mutually beneficial process in which both parties (management and staff) are satisfied: the first - with the achieved performance of the enterprise; the second - received incentive benefits of a tangible and intangible nature.

The strategy of motivating employees is based on several important principles.

1. Setting clear, transparent goals and objectives that are understandable to the team: an employee cannot show enthusiasm in the implementation of the process when he does not understand its meaning.
2. Compliance of remuneration with the tasks performed. Firstly, it is necessary to ensure that absolutely every employee understands what his salary consists of; he could freely calculate how much and thanks to what actions he earned for today, for a week, etc. Secondly, it is necessary to ensure strict adherence to the standards of encouragement adopted in the company. This is necessary so that employees firmly know that they will always receive a reward for achieving their goals.
   A negative example: the staff of the unit exceeded the plan, and at the end of the month received a bare salary. The direct manager explained that in this period their branch “did not pull out” the given indicators, so the head office cut the bonus fund. That is, in fact, people were punished who fulfilled their immediate duties and could not influence the work of other divisions of their branch in any way. Question: Will the team strive to fulfill the plan in the next period? Obviously not.
3. Publicity and feedback. It is necessary to ensure that the team can express their views, wishes, report on emerging difficulties. This is not about catering to the whims of the state, but it is important that employees understand that their interests are taken care of, their opinion is asked for and taken into account to the extent possible. In addition, it often happens that, while dealing with global issues, the owner or director really does not notice the “field” conditions and offers those incentives in which employees are not interested.
   One of the feedback tools is to identify the expectations and requests of the team by anonymous or open questionnaires.
4. The correct ratio of measures of motivation. How to properly motivate employees:
   - rely more on incentives than on negative incentives (the predominance of punishments will lead to a nervous atmosphere in the team, and then to “churn”);
   - to achieve the optimal combination of moral and material methods of encouragement.

If money isn't the only way to increase team engagement, what other incentives can be used? To answer this question, let's look at the levels of motivation.

Levels of motivation

If you ask a line worker, what is the main motive for him in achieving the set job tasks, he will probably answer that this is a salary. But actually it is not.

The truth is that money is a need, not a motivator. That is, there is no direct relationship between the satisfaction of material needs and the effective work of an employee.

Ask the employee the second question: “Why are you not doing your job well?” He will answer: "As they pay, so we work." Let's say you agreed with this logic and increased the employee's salary. What have you done? You stimulated inefficiency!

Why is it important to motivate employees with something other than salary? Because money is the lowest level of motivation.

Trying to incentivize performance with financial incentives alone - the right way to staff the staff with employees who are simply "a light bulb" about any goals of the company. After a while of implementing such a policy, you will see that no one in the organization lifts a finger without an additional “carrot”, and all exhortations that profit is created by joint efforts are smashed against a wall of indifference. At best, you will be able to achieve "imitation of vigorous activity."

Therefore, every leader should know what incentives make up the scale of incentive motives.

1. money motivation.
2. Personal achievements. A rather low level of motivation, at which the employee is driven by exclusively selfish goals: to get a promotion, to flaunt his status and success in front of friends and acquaintances. Personal qualities such an employee is not too high: he still does not care about the tasks of the enterprise, but he understands that he will not achieve his goal if he does not prove himself. However, if he has a chance to easily get a promotion due to, say, nepotism, such an employee will certainly take advantage of this chance.
3. personal beliefs. The employee is driven by the desire to fulfill himself. He is ready to work overtime to solve the current problem, takes on additional obligations. It is important for him to prove to himself and others what he is worth. Of course, such an employee needs appropriate remuneration, but he has a clear understanding that he is paid for the result, and not just for the fact of the effort expended.
4. Call of Duty. It is hardly possible to artificially pull an employee to the highest level of motivation, but employees with a developed sense of duty are the best employees. They are imbued with the philosophy, culture of the company, take the successes and failures of the enterprise to heart, and are ready to continue working in a crisis without receiving proper material remuneration. For obvious reasons, it is difficult to expect such loyalty from line employees. This was possible only in the days of the USSR, when the state ideology promoted the priority of the interests of the collective over personal values.

Clearly, the most motivated member of the team is the business owner who is willing to stay up late, pay himself last. However, when closing top positions, one should try to select candidates with at least the third level of motivation: under appropriate circumstances, they can develop a sense of duty towards the enterprise.

How to motivate employees: types of motivation

In recent years, trends in the labor market have changed: many applicants, in addition to the salary level, pay attention to the company's social policy, working conditions, and career prospects.

Pecuniary incentive instruments

There are a great many tools of monetary motivation, and some of them are enshrined in law, for example, additional payments workers in hazardous industries.

Monetary incentives include:

• salary increase;
• premium system;
• allowances, commissions.

For effective work monetary incentives, it is necessary to develop a complex key indicators for each position, which will rationally and fairly evaluate the performance of each employee. In addition, each employee will know on which criteria the bonus part of his salary depends, which will increase his desire for efficiency.

Material non-monetary incentive

Non-monetary incentives are better known as "social package". Some components of such a package (for example, providing employees with overalls and means personal protection) are guaranteed by law, others are introduced at the request of management, which increases the attractiveness of the company in the eyes of applicants and current employees.

Non-monetary incentives include:

• provision of extended medical insurance (VHI);
• compensation for meals, travel;
• free professional development;
• provision of service housing (with or without the right to further privatization); loans, loans for the purchase of housing;
• payment mobile communications, at - compensation of expenses for traffic, software, equipment;
• provision of additional rest at the expense of the organization;
• vacation allowances, gift certificates;
• presentation of memorable gifts.

AT large organizations the composition of the social package usually depends on the hierarchical position of a particular employee; in small companies it can be the same for all employees.

Non-material incentives

Is it possible to effectively incentivize employees without offering them various monetary equivalents?

“I do not congratulate my employees on their personal holidays, I do not pay the most high salary in the world, but my team is highly motivated. I have a simple secret: in each employee I try to consider his professional talents, abilities, experience. And in the course of my work, I focus primarily on these things.”

The non-material system has no monetary expression, but operates with no less important intellectual, moral, personnel incentives:

• public recognition merit;
• providing individual employees free schedule (a sign of trust and confidence of the manager in the high responsibility of the employee);
• change of workplace (for example, when diligent, responsible worker engages in work for which he clearly does not have the ability); employees of one workshop are periodically swapped (thus two goals are achieved at once: each of them masters the entire cycle of operations, while people do not get tired of monotonous work);
• non-monetary incentives associated with the increase, completion of the project, making valuable proposals;
• organization of corporate events; overall culture of the enterprise.

The level of culture, corporate spirit to a large extent depends on the development of the company's ideology, exact wording mission, which should reflect the core commercial and social values ​​of the company.

Thus, we were convinced that, in general, employees are not completely uninterested in increasing labor productivity, if the motivation system is properly organized.

Let's see what specific incentive methods can be applied in certain situations.

Working with new staff

The trial period ensures the interests of not only the company, but also the new team member: this is the period of his adaptation, the time during which the trainee evaluates the internal corporate conditions and makes the final decision on employment. How to motivate a new employee?

The main tool for motivating an employee undergoing probation, is constant attention. After all, despite the fact that the demand from the trainee is less, he often has a harder time than the main employees, since it is necessary:

• adapt to working conditions;
• build relationships with the team;
• get used to the routine and job requirements(which can vary significantly from organization to organization).

Understanding these aspects leads to the conclusion that it is necessary to build a competent system for supporting new employees.

1. Lay on personnel service the task of developing an adaptation plan for various positions (and for posts high level individual plans internships). The program should include:
   - introductory part - general principles organizations, personnel policy, familiarity with the main activity;
   - familiarization with organizational documentation(rules of procedure, instructions);
   - Familiarization with the workplace (equipment, team, list of unit tasks).
2. A curator is necessarily attached to the newcomer, usually the immediate supervisor or one of the responsible line employees acts in this role (which, by the way, can also serve as a motivation tool for the “old man”).
3. A few days later, the curator draws up a plan for production adaptation: training in tools, methods, work standards, familiarity with the software.
4. At the end of the training, the mentor, based on the grading system, formulates a conclusion about the results of the probationary period.

It should be noted that many organizations, wishing to increase their attractiveness in the eyes of applicants, colorfully talk about the advantages of work and are silent about the shortcomings. There is nothing wrong with trying to present your company in the most beneficial way, but it is important to avoid material misrepresentation, otherwise you should not hope to motivate an employee for a long-term cooperation.

Motivation for learning

There is a category of people who do not need stimulation when it comes to learning: they are happy to go to trainings or courses, because they enjoy the very process of acquiring new knowledge and skills. Other employees are focused on career advancement, and this serves as sufficient motivation for them. What about those employees who do not have their own need to improve their professional level?

1. Show the specific benefits of training: inclusion in the personnel reserve, demonstration of the usefulness of new skills for the employee (for example, when introducing a new software simplifies the workflow).
2. Provide employees with material, psychological, informational, organizational support. For example, to clarify the relationship between the effort expended and the increase in the bonus part of the salary.
3. Minimize risks. Some managers do not take measures to develop training because of their own prejudices, they say, a specialist will be trained at our expense and fly away to competitors. A student agreement helps to avoid such a danger, according to which the employee undertakes to work at the enterprise for a certain time, and in case of early dismissal own will- to return a proportionate part of the funds spent on his training.

It is clear that to entrust the case better than that who are interested in the process and achievement end result. However, unfortunately, ideal situations rarely occur in business, when everyone can do only what they like.

How to motivate an employee to complete the task? Consider the problem on the example of the sales department as the most important division that provides the organization with profit.

First of all, you should pay attention to the salary structure of the manager:

• salary - a fixed part, should not exceed 40% of the salary;
• the variable part should consist of bonuses for the implementation of the plan, a percentage of personally closed indicators, and other factors.

The percentage of profit (achieved indicators) often becomes the decisive factor in motivating all employees who are on piecework pay. This incentive is clear, easy to calculate, the employee is able to influence its size.

The second thing to do is to reconsider the "setting of tasks - measures of execution" link. For example, if you want to achieve a sales target, then you should not focus too much on employee time tracking. Of course, some discipline tools are needed. However, if we introduce strict control, an expanded system of fines, and other penalties, employees will be busy not with the level of sales, but with counting the minutes worked and inventing ways to get around the oppressive system. In fact, why work hard all day, earn an award if tomorrow it will be removed for being ten minutes late? It's easier to sit on the salary and not worry about anything.

Giving the employee a certain degree of initiative is essential. If you put a task in front of him and limit in the ways of implementation, then with a high degree of probability you can expect that the task will not be completed. In the context of the sales department, this refers to compliance with standards. Many executives require strict adherence to sales scripts, handling objections, etc. In fact, scripts are good as a general reference system to help close the deal, but experienced salespeople are quite capable of contributing a bit of useful improvisation. After all, the client doesn't stick to our conversation script.

In summary, we can say this: in order to understand how to motivate an employee to complete a task, you need to try to combine your requirements with his position.

When building a motivational system, it is important to pay attention to demotivational factors that can nullify all management efforts.

1. "Do like me". Bosses of any level often tend to identify their interests and abilities with the qualities of employees. “If I can stay late at work, then so can you, we all need it.” Not to mention the fact that each employee may have personal circumstances that do not allow processing. Therefore, the boss makes the mistake of comparing his level of motivation and the level of motivation of a line employee, which suggests a different incentive than an appeal to a sense of duty.
2. "I am alone in a white coat." The opposite delusion, in which the manager believes that no one but him has other motives for solving production problems, except for material rewards. Accordingly, such a manager will use for the most part punishments, not rewards.
3. "Form without content". A formal approach without a deep understanding of the processes and methods of incentives leads to the fact that the system spends resources on motivation where it is not needed and leaves really critical nodes unattended. As a result, the entire result remains only in the reports.

In an effort to acquire valuable personnel, managers sometimes hire employees whose knowledge and experience far exceed the proposed vacancy. It is clear that it will be difficult to motivate such an employee: he has nowhere to develop in this position, but at the same time, a discrepancy official duties with his experience can lead to making the stupidest mistakes due to excessive self-confidence.

Conclusion

How to motivate employees to work is a question that worries any employer. The basic rules of the motivation system are simple: pay someone who gives a result; establish a system of criteria for assessing labor that is understandable to employees; Ensure transparency of incentive conditions.

The main rule of systematization is specificity. The more detailed the incentive algorithms and performance levels are, the more likely the team will strive to achieve them. However, detail and consistency are indispensable conditions in general or any of its business processes separately.

Despite the global automation of business processes, the human factor still plays a key role in the work of a company of any level. And sooner or later, every manager faces the question of increasing the efficiency of their employees.

To do this, it is important to determine the motive that stimulates each employee to perform their work qualitatively. Respectively,motivation of labor personnelshould be the main focus personnel policy any organization.

The main types of motivation

To choose the right ways to motivate employees, follows

identify the following types of motivation:

• material

• social

• psychological

The main motivation for company employees different levels First of all, there is salary and monetary incentives -material motivation of the staff.However, it is not possible to increase wages. First, it is costly for the company. Secondly, wages in each industry are dictated by the labor market. And thirdly, the motivational effect of the salary increase lasts no more than three months.

The question arises,How can a manager motivate employees to work?in the least costly way for the company? There are many ways to improve work efficiency usingnon-material methods of motivation. What methods of motivation can be introduced in the company andhow to motivate employees.

1. Additional training and advanced training with the prospect of career growth

In fact, it is impossible to increase the salary of an ordinary employee to the level of a department head. But it is quite possible to give him a chance to become a leader. Seminars, conferences, internships, visits to specialized exhibitions are a great way to encourage promising employees with an eye to career advancement.

2. Free schedule for the most responsible employees

A good reward for distinguished employees can be a convenient work schedule without a clear time reference or a transfer to a partially remote work mode.

3. Unscheduled day off

Instead of a bonus, you can give an employee an extraordinary day off. You can time it to some event in the life of an employee - for example, to the birthday of his child. Or declare a clear sunny day as a park day. Or you could set aside a day for shopping after certain work is done, and thus motivate employees to complete the plan.

4. Congratulations on significant dates

Events can be very different - birthday, anniversary of work in the company, marriage, promotion, etc. It is important that when congratulating, in addition to colleagues, managers must be present.

5. Support personal hobbies and interests of employees not related to work

Often, management is not interested in what the employee is interested in in his spare time. Meanwhile, such information can be useful if it is necessary to encourage this employee. If he is fond of dancing, you can pay for a trip to a dance competition or reward him with a subscription to gym fitness enthusiast. For fans of the theater, tickets to the premiere of a performance with the participation of their favorite actor will be the best reward.

6. Recognition of the success of employees and personal praise

This can be written or verbal gratitude, expressed personally or in the presence of the team. It is important that the employee feels that the manager sees and appreciates his work.

7. Creative approach to labor motivation

For creative, creative individuals, ways of encouraging should also be non-standard. Equipping the workplace with new technology that no one else in the department or office has will be the best motivator for effective work.

8. Building a bank of ideas and feedback

A wise leader will certainly create conditions in the organization for the generation and implementation of rational ideas of employees. Have them post their ideas, suggestions, and recommendations on the company's internal website. The most successful ones can be adopted, while the author must be singled out and awarded.

9. Comfortable workplaces and recreation areas

If the office has created comfortable conditions work with rest corners, where you can relieve stress and restore strength, the working day will pass as efficiently as possible.

10. Targeted financial incentives

An employee's financial incentive can be made more effective if you replace the traditional envelope with a ticket to a good resort, a gift certificate for the purchase household appliances or a fashionable gadget, a sightseeing tour for the whole family. Discounts on goods or services of the company, the provision of an interest-free loan for purchasing a car, etc. will serve as a good motivator.

Combinations of material and non-material motivation methods can serve as examples of the most effective incentives. A properly designed staff motivation system helps to find a balance between material and non-material incentives. Thanks to this, employees will not only be satisfied with their income, but also feel their own value and significance for the company.

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In this article, we will explain how to motivate employees to increase their efficiency and productivity. You will learn about classical and non-traditional methods of motivation that can be used in any team, its types and differences from the incentive.

Types of motivation and difference from incentive

Before you start motivating employees, you need to understand the nature of motivation: what it is.

Classification

There are about 20 types of motivation. But they can be grouped into 6 main groups.

Motivation	Description
	The most common type of motivation: a person is encouraged to work or a certain behavior is imposed. It is regulated by material and psychological conditions: money, additional rest, encouragement, reprimand or punishment.
Internal	There are no promptings or impositions from outside. Man is driven intrinsic motivation do what he loves and enjoys. This happens for a number of reasons: personal growth, self-affirmation, the need for communication, a sense of need, the fulfillment of a dream or the realization of an idea. That is, a person sets his own motives for action.
Positive	This type involves motivating people with positive incentives: a bonus for a completed plan, an additional day off, career etc. Example: if I make a report before 2 p.m., I can go home 3 hours earlier.
negative	This is where negative incentives come into play. Example: if I work faster, I will fulfill the plan and I will not be deprived of bonuses and additional days off.
sustainable	Motivation, which is based on the natural needs of a person: hunger, thirst, fatigue, etc. Example: when I finish this article, I will go to bed.
unstable	Motivation requiring external support. It is applicable to cases when a person quits smoking or goes on a diet: he needs the support of relatives and friends.

Difference from stimulus

Often people confuse motive and incentive. But these are slightly different concepts.

The stimulus is external influences on employees to improve work efficiency. If an employee does not fulfill his duties, he will be fired.

A motive is, most often, an internal impact on a person, that is, his “I”. If "I" work well, I won't get fired and I can support myself and my family.

The motive has a higher efficiency than the stimulus. Because motivation is more related to the positive impact, and the incentive - to the negative. But they cannot exist without each other.

In general, it can be seen that the tasks of motivation and stimulation intersect, but still have differences.

Now that the types of motives and differences from the incentive are known, we can proceed to solving the main problem: staff motivation.

Classic ways to motivate employees

financial motivation

Man works for money. This is the main motive of any employee. Therefore, it is necessary to start with the salary.

To encourage employees to perform their work qualitatively and responsibly, it is necessary to adequately pay them for their work.

The manager needs to understand what level of salaries to adhere to for each individual specialty. It should not be lower than that of competitors.

A good motivation will be a salary higher than in a similar company. But there is one problem here - wages are dictated by the labor market. And it is worth remembering the profit of the company or enterprise, so as not to work at a loss. Everything must be economically justified.

Bonuses are another important motive for employees.

Few people agree to work on a bare salary. Therefore, it is necessary to offer various bonuses in the form of premiums for Good work. That is, fulfilled or exceeded the norm - get a bonus.

Many enterprises practice bonus payments depending on the output of an employee. For example, if the machine operator completed the plan by 70%, then he is given only 50% of the bonus amount, if by 90% or more, then the bonus is 100%.

Bonuses for staff

Employees can be offered corporate discounts on services or goods manufactured by the company. This is also in the nature of financial motivation - the ability to save and save money. Moreover, the employee's loyalty to the company and to the management increases.

Let's say there is an employee of an Internet provider. He receives a corporate discount of 50% for using the Internet at home. This is where intrinsic motivation comes into play.

As a bonus, you can offer payment for employee training: give everyone the opportunity for career growth.

You should not think that the whole team will want to take retraining courses or go to university for a specific specialty. But this will also increase the loyalty of the staff to the employer.

Employees can be directed to:

• refresher courses;
• seminars;
• trainings;
• master classes;
• workshops;
• etc.

After this, most employees simply will not be able to quit because of their own convictions. Because the psychological factor will work - the principle of mutual exchange ( note: a term from the book "Psychology of Influence" by Robert Cialdini).

Corporate - another classic and effective method employee motivation. After all, every employee likes to relax and have fun - especially at the expense of the company where he works. Therefore, do not neglect such activities. But you don’t need to get carried away with fanaticism either: 3-4 corporate parties a year are enough ( New Year, March 8, the birthday of the company, etc.).

“Corporate parties help not only increase employee loyalty, but also bring the team closer together, which will have a positive impact on labor efficiency.”

A good bonus would be public recognition of the achievements and results of employees for a specific period of work: a month, a quarter, half a year or a year. To do this, it is enough to make a "Honor Board". The idea is a bit reminiscent of the USSR at times, but this motivation works in the 2000s as well.

Now it's time to move on to the most interesting ways to motivate employees.

Non-traditional methods of staff motivation

Distant work

Only a quarter of firms in Russia offer their employees to work remotely from home. But the experience of foreign companies shows that working outside the office increases staff productivity by 15%.

Many companies in Europe and the US are transferring people to remote work to reduce the cost of renting offices. In Russia, this practice has not yet been widely used. But the game is worth the candle - both to motivate employees and reduce costs.

Extra rest

In addition to work responsibilities, employees have a personal life. Therefore, additional days off and days off can be a good motive for responsible and high-quality work.

For high performance, employees can be offered time off with pay.

Or, for example, if an employee processed more incoming calls than colleagues before Friday afternoon, then he can go home early. This will improve productivity on the last working day, when staff efficiency is known to be declining. This motivation is practiced by the editors of the General Director magazine.

Employee expenses

Taking on part of the staff costs will be an excellent incentive for high-quality and efficient work. How can I do that?

For example, the best employees can be paid for subscriptions to a fitness center or free lunches can be offered to everyone.

Most employees' expenses include travel and mobile communications. The company can take them upon itself and thereby increase the loyalty of the team to the management.

Personal contact with management

Management should not distance themselves from employees. Care must be taken to ensure that each employee can freely communicate with the director or his deputy.

An example is the famous Steve Jobs. He constantly invited one of the employees for a walk and discussed with him various problems, questions and listened to ideas. A well-known businessman and author of business books personally answers all the letters of his employees.

Bank of ideas

This variant of motivation is a bit similar to the previous one.

We must constantly be interested in the ideas and opinions of employees. After all, many of them can give worthwhile recommendations that will help increase productivity, increase profits or reduce costs.

For these purposes it is necessary to create a bank of ideas. It can be organized using, for example, Google. Documents: employees will enter their ideas into a text document, and the manager will review them daily or weekly.

You can also use the method of direct contact with employees. The main thing is not to refuse them immediately, not to interrupt.

When management listens to the opinions of employees, the team begins to feel better about their work. After all, they understand that they are personally involved in the development of the company.

Motivational board

A simple marker board is installed in the office, where the sales figures of departments or specific employees are recorded. The effectiveness of this method will be noticeable in the first week.

For example, before the worst specialists understood that the results of their work are imperceptible. And with a motivational board, you will have to work better in order to keep up with your colleagues.

That is, this method creates a kind of competition conditions and enhances the team spirit.

And 5 more ways to motivate

In conclusion, we offer 5 more ways to motivate employees worthy of attention.

1. Give employees unexpected gifts for the holidays: birthdays, professional holiday, March 8, New Year, etc.
2. Offer unscheduled days off. Provided that this will not slow down the workflow of other workers.
3. Pay bonuses to those who, for example, have never been on sick leave in a year, or quit smoking. This is practiced by many companies in Europe.
4. Give gifts to the families of employees: health insurance, vouchers to sanatoriums, tickets for various events etc.
5. Create a relaxation room and a play area in the office: billiards, table tennis and everything you can afford.

Now you know everything about employee motivation and you can implement one or more of the methods described above tomorrow.

The level of motivation, like the level of pressure, we begin to measure over the years. If in childhood we need something, we just go to the sandbox and take it. A normal child does not need to be motivated to climb a tall tree or learn a new game. The kid himself is looking for where to spend free energy. At school, we often start doing something through “I don’t want to”, but this is compensated by good grades - a motivation factor that does not work for everyone. If good grades can be converted into pocket money, then studying for "excellent" becomes not only prestigious, but also profitable - a set of motivations is already working here. At the same time, there is always a temptation to skip classes, and this is already a motivation for avoidance.

With the course of life, the range of motivations only becomes greater, you no longer want just food, but dinner in your own kitchen with a good interior. At the same time, the motivation to satisfy hunger intersects with the motivation to lose weight by the summer. The psyche of an adult is a tricky tool with a huge number of settings: if you press the wrong place, there will be no music! A good boss in this situation is like a conductor, he must clearly understand how to motivate his employees.

How to motivate employees?

Let's go from the opposite, suppose that a new employee does not need to be motivated. He has a record in the labor and some vague expectations from work. Today he is motivated by his fantasies, tomorrow he is simply wrapped up by the real volume of affairs, and the day after tomorrow he is irrevocably demotivated. Such a worker is like a disease-causing virus; he not only does not work himself, but also devalues ​​the value of labor among his own kind. Conclusion: it is necessary to develop and improve the system of material and non-material motivations constantly.

How to build a material motivation system?

If it is possible to distribute the salary fund yourself, then its bonus part should be divided as bonuses. Inevitable punishment and ruble rewards are an important component of motivation. The worker who makes money himself works effectively, and does not stupidly receive it. A person who has no influence on his salary (even a decent one) feels like a victim of circumstances. However, if the distribution of funds depends on the sympathies of the leader, this is arbitrariness. Here the feeling of injustice suffocates even more. It is necessary to develop a transparent and strict system of motivations (same for all) and fix it in the corporate code.

Corporate Code

Without a moral code, any professional turns into an unscrupulous mercenary pirate. He is happy to take the last nut from the factory, to betray his colleagues, to go over their heads. Since ancient times, each profession had its own guild code of honor. The worked out rules of corporate ethics over time are integrated into a person's value system and become the basis of behavior for him. The general takes off his trousers with stripes, but the red stripes have already eaten into the skin and the very Essence of man. This professional deformation may not always be clear to outsiders, but it is certainly beneficial to the company. The very belonging to the system for a highly moral worker is already a huge motivation. The code of the organization should be the subject of myth-making and work instruction to resolve business dilemmas. It's not even worth mentioning that the leader must be the most faithful adherent of corporate ethics, then he has a chance to become not only a formal, but also a charismatic leader.

Demotivation of employees

Most people get frustrated when faced with a motivational mismatch. They were promised everything at once, but they gave only a little bit. For example, a person was promised a quick career growth and a salary from which the wallet is bursting at the seams, but they were given a living wage and an old pick. When expectations are shattered, the inevitable frustration (disappointment) sets in. The first motivation of such an employee is like a strong power surge, from which the lamp burns out, and distrust remains forever. Therefore, it is important to focus on the fact that the picture of your own success will have to be painted with blood and sweat. The path of becoming for such a frame should be laid out in small steps: for example, training, first contact, sale, first closing of a feasible plan. The technique of small wins develops in a person the necessary skill to achieve what he wants and forms preactive thinking instead of reactive. Unfortunately, no one is immune from professional burnout. The fiery spirit of the novice leaves, leaving the coals. If you cannot refresh the work life of an employee with new tasks or a position, it is better to let him go on vacation, or maybe for good ...

Understanding what motivates employees is essential for any leader. Understanding the ways people are motivated is essential for any entrepreneur. There are a few managerial theories about how to motivate employees. Here are 16 ways to put these theories into practice .

1. Recognition – When someone does something well, praise them. Where is it possible to praise them in in public places. Always criticize behind closed doors.
2. Training – Offer training to your employees. They need this to succeed in their jobs.
3. Work environment – ​​create a good working environment, this will increase their productivity. Don't kill their enthusiasm with pointless rules and procedures.
4. Team spirit - people like to work in a team and will work to make the team successful.
5. Feedback - give feedback, As soon as possible.
6. Improve employee performance by delegating responsibility – if they are responsible for a particular task, ensure that the task can be done and done well, especially if the task contributes to a team effort and performers can expect to be recognized for their contributions .
7. Credibility - Don't stand behind your employees or they won't feel trustworthy and won't be held accountable for their tasks.
8. Communication - Tell your employees what's going on and make sure they communicate with each other.
9. Reduce distractions - modern organizations have many factors distracting their employees from work. If as a manager you can eliminate some of these distractions, your team will be more productive and more motivated.
10. Goal Setting – It is easier to work towards a goal than to work without a goal. Team goal, when team members are held accountable for achieving the goal, this is especially good.
11. Involve your employees in the decision-making process - let them know that you value their experience and opinions on a particular issue.
12. Criticizing actions, not people - this should be obvious.
13. Listen and effectively address the causes of employee complaints – show them that you value their contribution to the business and respect their feelings.
14. Creating a climate of trust and open communication – make sure employees can come to you with problems. You must give them a sense of responsibility and be willing to accept mistakes. You shouldn't punish them for the same mistake multiple times.
15. Show that you have confidence in your employees by giving them the opportunity to take responsibility and showcase their best qualities.
16. Money - pay them fairly. Bonuses can be used to encourage the achievement of goals.

Don't forget that there are other ways to motivate your team, but these 16 should help get you up and running.