Motivation of staff helps to increase labor productivity. How to build an effective system of staff motivation? What if your motivation system does not work? Read all about this in our article.
Motivation of staff helps to increase labor productivity. This is the key direction of the HR policy of any enterprise. It is important to correctly identify the motivators of the staff and apply such incentive methods that will not heavily burden the company’s budget, but at the same time will have the maximum effect. An example of a universal and budget motivator is the feedback from customers.
The experience of the companies shows that if employees are aware of what consumers are saying about the company, product and service, their effectiveness, as well as loyalty and discipline, are increasing. Good feedback inspires employees and makes them move forward, get better, bad people – think about the causes of mistakes and identify the correct algorithm to prevent a repetition of the situation.
Ways to motivate staff
In essence, all methods of motivating staff can be classified into two large groups: material and non-material incentives. Financial incentives are the main reward for the employee for his work in the organization. This type of compensation includes any types of income of employees in the organization. Another type of incentive – intangible – is aimed at increasing the degree of loyalty of employees to the company. The use of intangible incentives does not mean that the organization will not have to spend money on increasing staff motivation. Employees as a reward receive not money, but other benefits: various free services, cultural events, awards, gifts, gratitude, etc. Most often, employers face difficulties with intangible incentives.
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Difficulties of non-material incentives for staff:
Involvement in a team. In any business team, the realization of the uselessness of their work greatly demoralizes the employees. Perception of oneself as a functionally-staff unit, not of a person, discourages the desire to work at all and, as practice shows, makes me change jobs even with a salary above the market average. To solve this problem, involve the team in the project. At a minimum, a story is needed about the goals and objectives of the project, for which one or another result is needed, how this project will help improve the situation.
Formation of ownership of an important matter. It is necessary to give the employee to feel that he is contributing to the common cause. When an employee knows that the small task he has solved affects the big result, he does the work more attentively, approaches the task with enthusiasm and a positive attitude.
Gradual increase of the bar. If an employee does not see development prospects, he loses motivation for quality work. Day after day the performance of the same function without any change gradually reduces the motivation and productivity falls. To stimulate an employee, new goals are needed, both external (career) and internal (development of personal qualities or professional skills). Each employee will have his own bar and the speed of its increase.
Underlining the merits, successes and achievements of each employee. For this, a banal board of honor and a certificate of “Best employee of the month” can be used, especially if the personnel of the enterprise are of age, or hanging a similar banner and issuing a baseball cap, which are relevant primarily to the youth team.
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