Burmington Management Consulting Group

Motivation, at any stage of life is a very effective way to promote a positive attitude.

Babbling babies receive encouragement from their mothers to speak bravely;

Children who are new to school will receive encouragement from teachers and play with unfamiliar classmates.

Sons with poor grades will receive incentives from their mothers to work hard to improve their grades.

In the workplace, motivation is a means for the boss to strengthen the motivation of employees to get better results.

However, incentive is also a kind of knowledge, is good is twice the result with half the effort, with bad is to be counter-productive.

So how is it right to motivate employees? Let's look at the following questions first:

There is a horse in the distance. How do you attract it?

A. With grass B. With whip C. With mare D. Walk over and bring

You will find that no matter which method, can achieve the goal. But on closer reflection, each answer has its own problems.

If the horse is not hungry, A may not be effective, and if it is hungry, C. B and D, also if you can get close to the horse, what if you go there and it runs off?

To put it bluntly, how to motivate, or depends on the needs of the motivated. What he wants, what you give, is the best incentive.

In the incentive process, the direct supervisor and the human resources department need to cooperate with each other.

What the immediate supervisor has to do is:

The first is to conduct an employee needs survey, the second is personality needs inspiration, the third is the implementation of spiritual inspiration, and the fourth is to stimulate policy implementation.

What HR does is:

The first is the organization of employee needs survey, the second is the common need to motivate, the third is the implementation of material incentives, the fourth is to stimulate policy.

The main four steps:

Step 1. Investigate employee needs.

Every year, HR department should organize all departments to carry out employee needs survey to understand what employees focus on. Line manager should cooperate with HR department to do employee needs survey, explain the importance of needs survey to employees, ensure the authenticity of employee needs.

Step 2. individual requirements and generic requirements management.

According to the survey results of employee needs, to the common needs, human resources department should establish the company level to meet the needs of countermeasures; On personality needs, and line managers to research specific personality solutions.

The third step, material incentive and spiritual incentive double management.

Human Resources Department is responsible for formulating the implementation plan of material incentives to meet the needs of employees. Line manager to develop specific spiritual incentive programs to meet the spiritual needs of employees.

The fourth step, incentive policy management.

Human Resources regularly complete the incentive policy, supervise all departments to implement in place, line manager is responsible for the implementation of incentives in place. Joint efforts by both sides are really effective incentives.