What methods of motivation do employers use
Social and moral support
The desire to receive approval of their work, recognition and respect of the boss and colleagues is important for both novice and experienced employees. Any assessment of the leader — oral or written gratitude, diploma, award, press publications on behalf of the company — are at the same time simple and important ways to note the importance and significance of the work performed by the employee.
Often in companies there is a clear regulation of remuneration for the work done. But a competent leader feels his subordinates and applies "random rewards", encouraging employees for non-standard or intermediate successes. Even if such an award overtakes an employee in the midst of corporate party and is presented in the form of a comic diploma, maintaining the employee's interest is achieved.
Supporting employees at a critical moment in their lives is not only a manifestation of care and attention in human relations, but also an element of social motivation that will affect future work.
Creating a feedback system
The importance of feedback is obvious: it helps to exchange information about the current labor results of each employee, acts as a self-test and helps to quickly identify new needs of employees.
How exactly to build direct contacts with each of the employees in the system and quickly identify, for example, the need for any training seminar or training, the head decides independently.
Ensuring relative autonomy of employees
The practice of individual working conditions is important if you consider the features
different types of temperament. Thus, the conditions of strict regulation contribute to greater productivity of phlegmatic and melancholic, but act opposite to sanguine
and choleric.
In general, the field for autonomy is not plowed. Employers stipulate alternative options for the operating mode, flexible schedule, free choice of pace and rhythm of work, individual choice of the duration of the cycle of work operations and many other variations.
Creating opportunities for professional and career growth
For especially proactive, responsible, and ambitious employees, participation in management and career advancement is a key requirement to achieve the effect of a satisfied employee. If the managerial abilities could not be discerned when hiring a specialist, they soon appear in the work, and it is important to find rational use for them. After all, having prevented active individuals from making independently some of the decisions related to the work they perform, they can soon be lost.
The development of the creative beginning of employees
Encouraging an employee to pay an iota of work time per day to his favorite activities increases his productivity at times. Indeed, the maximum variety of labor and the possibility of changing operations is most often not enough for workers. The presence of a corporate culture, a comfortable workspace, lounges help to partially solve this unpretentious task.
People tend to show interest when they are interested. A competent leader always remembers this and shows a genuine interest in his subordinates in the form of a complex of material, psychological and social incentives. And, in most cases, it is non-monetary compensation that provides the organization with a large profit per unit of invested funds.
The desire to receive approval of their work, recognition and respect of the boss and colleagues is important for both novice and experienced employees. Any assessment of the leader — oral or written gratitude, diploma, award, press publications on behalf of the company — are at the same time simple and important ways to note the importance and significance of the work performed by the employee.
Often in companies there is a clear regulation of remuneration for the work done. But a competent leader feels his subordinates and applies "random rewards", encouraging employees for non-standard or intermediate successes. Even if such an award overtakes an employee in the midst of corporate party and is presented in the form of a comic diploma, maintaining the employee's interest is achieved.
Supporting employees at a critical moment in their lives is not only a manifestation of care and attention in human relations, but also an element of social motivation that will affect future work.
Creating a feedback system
The importance of feedback is obvious: it helps to exchange information about the current labor results of each employee, acts as a self-test and helps to quickly identify new needs of employees.
How exactly to build direct contacts with each of the employees in the system and quickly identify, for example, the need for any training seminar or training, the head decides independently.
Ensuring relative autonomy of employees
The practice of individual working conditions is important if you consider the features
different types of temperament. Thus, the conditions of strict regulation contribute to greater productivity of phlegmatic and melancholic, but act opposite to sanguine
and choleric.
In general, the field for autonomy is not plowed. Employers stipulate alternative options for the operating mode, flexible schedule, free choice of pace and rhythm of work, individual choice of the duration of the cycle of work operations and many other variations.
Creating opportunities for professional and career growth
For especially proactive, responsible, and ambitious employees, participation in management and career advancement is a key requirement to achieve the effect of a satisfied employee. If the managerial abilities could not be discerned when hiring a specialist, they soon appear in the work, and it is important to find rational use for them. After all, having prevented active individuals from making independently some of the decisions related to the work they perform, they can soon be lost.
The development of the creative beginning of employees
Encouraging an employee to pay an iota of work time per day to his favorite activities increases his productivity at times. Indeed, the maximum variety of labor and the possibility of changing operations is most often not enough for workers. The presence of a corporate culture, a comfortable workspace, lounges help to partially solve this unpretentious task.
People tend to show interest when they are interested. A competent leader always remembers this and shows a genuine interest in his subordinates in the form of a complex of material, psychological and social incentives. And, in most cases, it is non-monetary compensation that provides the organization with a large profit per unit of invested funds.
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