Increasing the motivation of employees to work. How to motivate employees: tips, examples, recommendations

What are the basic principles and approaches to increase the motivation of employees of the organization? What methods are used to increase motivation? What are the mistakes in developing a motivation system?

Be a leader in highest level not so easy. The commander at work, who distributes only orders and fines, does not stay high qualified specialists. How to make subordinates get moral satisfaction from work and not look towards competing firms?

We will consider the problems of motivation and their solution in our new article. This is the HeatherBober business magazine and Anna Medvedeva, a regular contributor to publications.

At the end of the article, you will find an overview of the mistakes that are made when developing and implementing motivation systems. Read and anticipate mismanagement in your organization.

1. Why is employee motivation necessary?

A new employee in a team is usually full of ideas and enthusiasm. In this he differs from the bulk of workers, who are no longer so zealously fulfilling their tasks. job responsibilities. But after some time, the newcomer merges with the general mass of employees and also becomes more passive.

This state of affairs is typical for most enterprises. This makes the management think that employees need some kind of incentive that encourages them to be active, positive and self-development. Therefore, in institutions interested in increasing income and productivity, they introduce a motivation system.

What it is?

This is the internal need of employees to perform their work duties efficiently and effectively, as well as the creation of conditions for them that cause this need.

The correct system of motivation, that is, the one that gives results, involves the combination of two types - motivation collective and personal.

It's great when a team becomes a team of like-minded people who work together towards a common goal, and at the same time everyone is aware of this very goal. But no global goals inspire as much as personal ones.

And if the management manages to delve into the system of needs of their subordinates and harmoniously link personal motivation with collective motivation, then we can say that a positive result is guaranteed.

Inspire your employees- one of the main missions of a good leader. After all, if he becomes a leader not only by position, but also thanks to his personal qualities, the team will follow him and conquer any labor peaks. A flexible approach to business always wins.

Many will ask the question: what to do with outright loafers? Who are not motivated by any benefits and whose only goal is to receive a salary for being present at the workplace?

Competent leaders simply get rid of such. Yes, it's tough, but main danger parasites is not that they get paid for nothing. And not even that their work has to be done overtime by other employees.

The main danger of idlers This is demotivation for the whole team. One such element is able to “infect” with apathy and nullify the motivation of the entire team.

Here we will briefly describe each.

Method 1. Financial incentive

There are two types of financial incentives. The table will clearly show you their essence.

Types of financial incentives for employees:

Needless to say, that material incentives are the most tangible and strong form of motivation.

Method 2. Non-material encouragement

How to increase motivation with non-material rewards?

There are also different ways to do this:

changing the work schedule to be beneficial for employees;
corporate events;
recognition ceremonies;
change in the status of an employee;
workplace change, etc.

The main goal of non-material incentives is to increase interest and job satisfaction using intellectual and moral incentives. And also add positive to the workdays.

Method 3. Applying sanctions

This is the so-called negative motivation. That is the system of punishments.

Forms of negative motivation:

fines;
deprivation of status;
public condemnation;
in special cases - criminal liability, etc.

Such methods of motivating employees are effective, but only in certain cases. And they must be applied immediately after the implementation of undesirable actions.

The most reasonable option is bilateral motivation , that is, a combination of punishments with rewards. Moreover, incentives should act as primary factor, and punishment - as secondary.

The system of employee motivation is diverse and largely depends on the specifics of the enterprise.

We have chosen universal tools and principles that will be useful to any leader and will come in handy in any team.

Tip 1. Ask employees about the results of their work

This does not mean total control of the activities of each employee. Of course, there is some degree of control here, but the main objective in a different. Such a reception is necessary first of all for the internal composure of employees.

Not everyone will count at the end of the working day, for example, the number of calls made and how many of them were effective. If the manager becomes interested in this, the level of self-information of the employee will increase, as well as intrinsic motivation after a visual analysis of their own achievements.

The information from the article "" will complement this topic.

This is necessary to track the degree of interest of their employees in the results of labor. The majority of managers have a vague idea of the level of motivation in their team or do not have it at all. This gap is filled by ordinary communication with the team.

At pre-scheduled meetings, discuss not only working moments and plans for the future. Try to understand what is important for employees now, what drives everyone and what impedes progress.

In the course of detailed conversations, employees are convinced that management is interested in the lives of their subordinates, and the manager receives important information about the motivation of his employees.

Tip 3. Formulate instructions for employees as clearly as possible

The same applies to the reward system. The more specific the request is, the more specific the results will be.

Every employee needs to know:

what he does;
why does he do it;
how long does it take for him to do it?
what he gets for it.

Largely due to the specifics, the system of employee motivation becomes successful.

The employees themselves will help you with this. Many of them during labor activity interesting and useful ideas appear, which are sometimes useful to put into practice. The main thing is to be able to listen and find a rational grain even in the most unusual and, at first glance, unpromising ideas.

To create a bank of ideas, start a separate notebook or file (whichever is more convenient for you) and record all the ideas of employees in it. Do this, and you will see that most of your colleagues have an extraordinary mind and imagination, and many have a sense of humor.

Any employee who is set for career growth also strives for learning. A person who finds himself in his place acquires new skills in his professional field with interest and pleasure. Therefore, motivation with knowledge is a very powerful lever for self-improvement.

Let's add a little nuance. Provide an opportunity to gain new knowledge that will be useful to an employee in your production. Otherwise, you can prepare a specialist for someone else.

Tip 6: Give Employees Unscheduled Vacations

There are many variations of this incentive. For certain achievements, employees receive additional rest in the form of time off or, for example, the opportunity to come to work later or leave a little earlier on certain days.

Example
The company selling stationery introduced the accounting of goods sold per week. Every Friday evening a sales report is made.
Based on the results of the report, the most active sales manager is calculated. As a bonus for success, he gets the right to go to work on the coming Monday not in the morning, but in the afternoon.
This motivation of employees is very relevant, for example, for young professionals.
We have already talked about monetary rewards above. Here it is worth mentioning separately about the calculation annual bonuses. Such bonuses are very important for every employee, and this is natural. After all, a large reporting period is closing, and the rewards for it are the highest.
Example
If the set goals were achieved by 90% or more, the bonus is charged at a rate of 100%.
80% of goals achieved - 50% bonus.
Less than 70% - the premium is not charged.

4. Help to increase employee motivation - an overview of the TOP-3 companies providing services
Now let's turn to some companies whose field of activity is related to training in the field of business management, as well as the provision of services for the development of motivation systems.
Professionals always know better how to do it and teach it to others.
1) MAS Project
The unique management system developed by this company will help improve the workflow for both management and staff.
If you run a business, you will learn:
increase the productivity of each employee;
synchronize the goals of the company and the goals of employees;
manage projects and tasks;
regulate areas of responsibility;
control the employment of staff;
conduct quality planning and meetings.

Thanks to the MAS Project system, employees will learn:
track the achievement of goals and earned bonuses;
manage your tasks;
manage your employment;
be aware of their role in the common cause;
understand their own areas of responsibility;
view all the information in one resource.

You can safely trust MAS Project. The system created in the course of solving real business problems is the most reliable and viable.
2) business relations
This company is the first in Russia to start training in the field of relationships. Since 1996, she began her activities, and in 2007 she opened a corporate direction.
During professional activity The firm's specialists have become experts in dealing with relationships. “It is the attitude to work and life that determines the result” - the main postulate on which the entire learning process is built here.
Among others, the company offers corporate training "Business Context", after which many organizations have already made a breakthrough in business development. The training consists of 70% practice, which allows it to dramatically increase the level of staff involvement in the work process.
3) Moscow Business School
Personnel management courses offered by the Moscow Business School will be useful not only for business leaders, but also for everyone whose activities are directly related to hiring, training, motivating and improving the skills of employees.
After completing this training, you will easily:
understand legal and financial matters management;
develop employee motivation and reward systems;
evaluate and hire employees;
engage in staff training and development.

Business coaches and teachers of Moscow Business School are also employed in other areas, which allows them to develop their own teaching methods based on personal experience. After completing the training, you will also receive tips for further development.
5. What are the mistakes when increasing the motivation of employees - 5 main mistakes
Any motivational program of an enterprise is imperfect and often makes mistakes - this is inevitable.
We have selected the most common ones. After all, if not all, then many problems can be avoided, knowing their causes.
Mistake 1. Ruble punishment
This is the most ineffective employee motivation in the organization. I would even say that the deprivation of bonuses and fines have the opposite effect.
As a rule, such measures are taken in order to stop systematic violations, and not in order to increase the level of work. On the one hand, this is logical. On the other hand, such an approach is extremely undesirable, since it embitters people and kills any desire to perform their duties in a quality manner. And even more so - to develop.
Mistake 2. Lack of a feedback system
Any system of motivation requires adjustments during implementation. But any change made at the suggestion of employees, that is, direct participants in the process, will be much more efficient and rational.
Feedback helps to correct mistakes as correctly as possible. It also establishes a trusting relationship between leaders and the team. Each employee feels not only his importance in production, but also the weight of his voice for management.
Without feedback it is impossible for an employee to objectively evaluate the results of his work. What are its advantages and weaknesses? In which direction to develop? What knowledge and skills are missing to make the result of labor more efficient?
It is not surprising if such an employee sooner or later applies for dismissal, even if he copes with his duties and receives a decent salary.
Mistake 3. Excessive attention to individual employees
The selection of favorites in the team invariably suggests the unprofessionalism of the leader and his bias in dealing with management issues. Even worse, when such actions directly indicate a personal relationship that has nothing to do with the work process.
A competent motivation system will tell you how to identify an employee worthy of encouragement. And this will be visible not only to the management, but also to other members of the team.
Mistake 4. Unwillingness to train employees
Savings on training is always in doubt. It is impossible to increase the level of labor without increasing the level of qualification. And the second, in turn, is impossible without special training.
The opportunity to learn additional skills and develop is a weighty argument in favor of the company. Even qualified specialists are guided by this factor when choosing a place of work.
Any rational system of motivation provides for the training of employees. And every experienced leader knows that the cost of improving the skills of employees always pays off.

systems business expert

All management ultimately comes down to stimulating the activity of other people.

Lee Iacocca

The motivation system is what directly affects the company's net profit

Why should I motivate someone?

“And so it’s up to your neck, and you are still climbing with motivation!”- dissatisfied voices are distributed. Colleagues, everything is simple. If you are a leader, then your success(and very often a monetary reward) directly depends on the success of your subordinates. What wouldn't you do for yourself, right?

For business owners and top managers, there is something else. The system of complex motivation of employees allows the bottom line increase net profit your company! And after that you don't want to hear about motivation? Let me!

Well, if so, then a little digression into history, through what failures and losses fate has prepared for me to go through before assessing the need for motivation. Sit comfortably in your chair and make some tea...

An example of an employee motivation system: the history of the Open Studio

Carefully! Wrongly built motivation can "bite off" the hand of your business, and swallow it completely.

Motivation bites. A mistake that cost me dearly!

A long time ago... Far, far away... Actually, what am I talking about? Oh yes, motivation. So, with my motivation, I have never experienced any special problems. But as soon as the first employees appeared in my company, it turned out that the things that motivate me are - don't work for them at all.!

"Secret" Western European and Anglo-Saxon writings taught that employees must be loved with fiery love.

"My God, what to do?!" I panicked. It turned out that there is no need to go far for theories and examples of personnel motivation in an organization. Exhaustive answers are in many books. The most famous and recommended by me were quickly found, and I plunged into reading with gusto. "Secret" Western European and Anglo-Saxon writings taught that employees must be loved with fiery love. And they already sure to reciprocate, do not go to a fortune teller! In this case, of course, it is required to pay money regularly.

It seemed that everything was very simple, and most importantly, it fully corresponded to my then desire “to be a good guy and a favorite leader for your subordinates”. I was indescribably delighted with the acquired knowledge and immediately began to apply it in my business.

The results sent me into a deep knockdown

After 6 months of “applying” best practices, a grandiose picture opened up before my eyes. Smoke breaks and breaks have become a significant part of working time. Coming to work on time has become considered indecent (of course, you can leave earlier!). BUT labor productivity in the rest of the time began to tend to zero. More and more conversations and gossip, less and less real work. Some more boldly began to actively “leftist” in working time.

First, "motivation" knocked me down. Then I came to my senses and struck back at her!

Educational conversations from the category “ guys, if you also work, then where will I get the money for your salary?” Support, of course, was not found. Instead, they provoked fierce criticism and evidence of how two twenty-minute coffee breaks at my expense increase labor productivity at times.

Stop! Wait a minute! At this point (unless, of course, your business is connected with an oil pipe), costs begin to exceed receipts, and net profit becomes a net loss. Oh yes, I finally realized that the motivation scheme that I used in my company does NOT work!

A small digression: Is it worth burning Western books on motivation at the stake?

Do Western gurus write us complete bullshit? Not at all. As I later realized western culture includes the notion of regular management" (more details in the article ""). That is, many things like “following the rules”, “following instructions”, etc. they have" absorbed with mother's milk".

In the Western European mentality, there are both pros and cons compared to Russian. With your permission, in the framework of this article I will leave their more detailed comparison behind the scenes. Now we are only interested in the fact that there is no regular management in the Russian mentality.

There is no regular management in the Russian mentality!

When European and American authors write books, they NOT mentioned the lowest fundamental level of motivation. It is provided by the principles of “regular management” (and for the authors it is as common as the presence of the sun in the sky). This is where the “guess” lies.!

After reading books and studying another success story, this level remains “behind the scenes” for us. Therefore, many trying to apply only the top level in the form of smiles, praise, bonuses, etc. This approach, as a rule, only leads to losses and loss of efficiency. As a result, leaders disappointed both in the labor market and in motivation systems.

Let's continue the discussion with you on this topic through social networks. Link to my personal accounts below. Share your opinion or write a question!

Employee motivation system: how my views have evolved

In the future, my views in the field of motivation have evolved roughly in the following order:

First stage: “you need to make concessions to employees in everything, and they will work well”. Actually, it led to a serious fail. Both financially and morally.
Second step: Disappointed with motivation as such and began to believe that it is up to everyone personally to motivate themselves. Most accurately expressed by a quote by Artemy Lebedev “How to motivate yourself to do something? - No way, stay in the ass! However, even here I forgot to take into account that there are actually no such people on the market.
Third step: “Money motivation is the best!” The development of a flexible system of monetary motivation with a bonus and a permanent part will solve all problems. I solved many, but not all.
And finally " fourth step” (where I am now, not ready to say that it will be the last one): “Complex motivation works most effectively!” That is, individually, a person is poorly motivated: money, good relationship, rewards and punishments, etc. Much better when it's all combined single system motivation. And for each person in different proportions.

But before you start “motivating”, I suggest asking yourself “on whom it is worth spending your efforts, and who you need to say goodbye to”.

It is a waste of time and money to motivate idlers, incapable employees and everyone who is in a position of “confrontation” towards you!

“Execution cannot be motivated!” (put a comma yourself)

Alas, attempts to radically improve the results of the company's work mainly due to motivation doomed to fail(and I learned this the hard way!).

Who needs to be motivated, and who needs to say goodbye? Those who need to be motivated who lost interest(It is desirable, of course, not to bring to this). BUT say goodbye to those who can NOT or DON'T want to follow the list of increased requirements that the manager regularly sets for subordinates.

The main motivator - will it work or not?

An important point that I noted for myself: each person has a certain main motivator. You need to pay close attention to this when hiring new people. Why? Very often, whether this motivator can be realized, to a large extent system dependent corporate governance and your views on management as a leader.

Let's look at an example: a person likes to improvise and look for saving solutions in hopeless situations, and you send him to work in a system where most of the tasks and steps to overcome crisis situations strictly regulated. If you take such a person - in best case it will work for you for a month. And no monetary motivation will save the situation!

Managers of all ranks believe that the staff only thinks about how to get more money. And they are trying to create a system of payment that would force them to work more for the sake of making more money.
Therefore, wage systems that are tied only to the result are so popular. For example, for managers - for percentages of sales (turnover, profits). AT real life this does not work.
In my opinion, the primary technology of work, the organization of the correct business processes in the company, which contribute to the achievement of the desired results. The head of the company should think about this first.
Only then can we talk about the development of a motivation system and its integration into the life of the company. Otherwise, there will be no effect from motivation!

gene. company director
"MMCC"

Examples of non-material motivation of employees

Personal goals of an employee in the service of your company

From my point of view, it is important to understand the distant human goals for 2-3 years. They are considered “remote” these days, as most people don't plan beyond a week.

How to find them? Talk to him frankly or on a lie detector (the second part is a joke, of course). What to do next? Build your work with him so that in parallel he approaches his goals. By the way, know these goals when you hire him to see if you can help them reach their goals.

Find out about the person's goals for 2-3 years before hiring him.

It's okay if these goals, at first glance, diverge from yours. Firstly, nothing lasts forever, and in any case, a person will only work with you for a certain time. Secondly, if you help him advance his goals, then it is likely get reliable partner for joint work in future. In summary: the most important thing is to your local goals coincided for a certain period of time. Well, if this interval is at least 2-3 years.

Help build subordinates “horizontal career”

Another good example non-material motivation- the so-called "horizontal career". Horizontal career- this is an opportunity to improve your professional skills and knowledge, to solve more complex and interesting problems.

As long as there is a horizontal career, the employee is usually continues to work for the company(unless, of course, he has goals and ambitions to become a real professional in his field). However, one should not forget about the vertical career (positions, titles) either. A big plus of a horizontal career is that you can always lose money and positions, but knowledge and experience will always remain with you!

It is important that the leader here acts as an assistant who supports the employee’s development vector, helps him solve complex problems, and participates in his personal growth. Actively participates in building a horizontal career of an employee.

Monetary motivation of subordinates (where without it!)

Of course, monetary motivation is one of the main important motivators. But just like other motivators, he Does NOT work on its own. Standard question: “What should be the ratio of salary and bonus part of wages?”. Let's turn to the so-called Taylor's law.

Salary to bonus ratio should depend on the ratio of mental and physical labor in the work of the employee. Taylor will highlight the following options (figures, of course, indicative):

1 class: 20% premium from salary - light mental and light physical work (watchman)
Grade 2: premium 40% from salary - hard mental and light physical labor (programmer)
3rd grade: premium 60% from salary - heavy physical, light mental (miner)
4th grade: premium 80% from the salary - heavy mental, heavy physical.

The figures are, of course, indicative. If you want to calculate optimal size bonuses for a specific workplace in your company, experiment on a small area. What matters is not the scale, but the accuracy of the experiment!

When collective motivation magically turns wine into water

There is an old parable about collective motivation. They asked ten wise men to bring one cup of wine to fill the common cauldron. When they scooped up from the filled cauldron, it turned out that there was pure water. Each of the 10 wise men brought water instead of wine in the hope that it would go unnoticed against the background of the others.

The same is true with the collective motivation in the team. It is inefficient for the whole team to assign an equal reward. The team must have supervisor, which the distributes remuneration depending on the specific contribution of the participant.

How to motivate employees to work: a systematic view

Three axes that we focus on when choosing a job

Anyone constantly evaluates his position at work along the following three axes (his overall satisfaction is determined by the sum of the achieved indicators and taking into account the weight of one or another axis at a given point in time). Here is their list:

"Material" axis provides the possibility of existence in modern society(money).
"Social" the axis is responsible for the relationship of a person with his environment (at work - this is the leader, colleagues, clients).
"Mental" the axis is responsible for the state of our ego (a person is satisfied with his life, if what he does corresponds to his ideas about "what is good and what is bad").

The leader is the main source of motivation

The leader must provide for his subordinates a motivational impact in three dimensions.

Interest ensures the attractiveness of the fulfillment of tasks, promising a comprehensive reward along three axes: material, social and mental. I spoke about them above.
Compulsion(official corporate culture, developed regulations, penalties for misconduct). Read more in the article "".
Support. The leader helps to achieve the goals. Provides process participants with all kinds of resources and technologies.

Boundary variants of the ratio of planes according to Alexander Fridman

By the name of the options you can decipher yourself. As you may have guessed, any border options are highly undesirable. If, while reading, you find one of them in your place, take care of restoring balance.

Measure and identify "full cats" among your subordinates. Please note that if there are any, only you personally, as a leader, are to blame for this.

Well-fed cats= Interest + Support + NO coercion.
School of survival= Interest + WITHOUT support + Coercion.
Scorched Management= WITHOUT interest + Support + Coercion.

Instead of a conclusion + a surprise in the end!

Of course, motivation is not an antidote to all the problems that arise in your company and with your employees. Not less important manager to have a range of competencies to effectively perform their duties (primarily as a leader): presentation (sale) of own solutions, group management, operational motivation, operational leadership, communication techniques, coaching.

The list is not final. I will cover this in more detail in one of my next articles.

A person with a Russian mentality is unstable and unpredictable in his motivation

How about a surprise? No, I didn't forget! Be sure to take into account the specifics - a person with a Russian mentality is unstable and unpredictable in his motivation. At any moment, he can give a damn about any of his motives, replacing it with other behavior. This does not mean that motivation is not needed. And this is another reason why Western book models crumble. It also follows from this that motivation cannot solve all the problems in your company. I wish you success in motivation!

How to motivate employees, seeking to improve performance indicators, fulfill the plan? Every manager has to look for answers to this question, whether he manages a transnational corporation or a small department. Obviously, the right motivation can make people more responsible for their professional duties. How to find it and is money always everything?

How to Motivate Employees: Gratitude

Surprisingly, material bonuses are far from the only motivational tool that an experienced leader has in his arsenal, seeking the fulfillment of the plan from his subordinates. The boss can non-materially motivate employees by simply thanking people for the work done. We are talking not only about such popular means of expressing gratitude as boards of honor and certificates, as well as public recognition of a person’s merits. Any employee is pleased to receive an informal compliment from the boss, expressed in person, by phone or even in the form of an SMS message.

Using gratitude as a motivational tool, it's worth celebrating not only outstanding achievements that are obvious to everyone. It is useful to praise a novice manager who managed to interest the first one during his work in the client's company, even if the contract has not yet been signed. Having supported a person, there is no doubt that he will begin to try even harder.

The initiative is welcome

How to motivate employees correctly? An effective method that can provide excellent results is the encouragement of initiative. Many people occupying leadership positions, like to talk about how the company needs initiative workers. In reality, they (wittingly or unwittingly) suppress the attempts of subordinates to think independently. As a result, people do not dare to take the initiative, fearing the disapproval of the authorities, which negatively affects the result of the work.

It is likely that in the past a leader who complains about the lack of initiative on the part of subordinates repeatedly rejected the ideas expressed by them without even getting to know them properly. It may be worth considering the incoming proposals more carefully, as well as giving employees a little more freedom in making decisions, welcoming a creative approach - of course, within a reasonable framework.

Individual approach

How to motivate employees, set them up for work? Without exception, all people like it when they are seen as a person, and not a labor unit devoid of individuality. Every person has talents, the presence of which he is especially proud of. Moreover, these abilities may, at first glance, not be directly related to his professional duties, but prove to be quite valuable on closer examination. So why not celebrate them?

For example, if a person is a pedant, he secretly prides himself on his ability to keep documents in perfect order. Why not praise him for this quality, which in the future can save not only the employee himself, but the company as a whole from serious problems! The subordinate will definitely like it if he is cited as an example, emphasizing the value of his unique talent for the organization.

Right to be wrong

How to motivate a new employee? Lack of experience often forces people to make mistakes that do not at all indicate their professional unsuitability. If a new person unknowingly makes a serious mistake, which turns into losses for the company, it is far from always advisable to immediately say goodbye to him. The "pardoned" employee can start working with a vengeance, trying to prove his worth and devotion to the common cause.

Of course, each manager has his own idea of the scale of the error, which can be overlooked.

Creation of comfortable conditions

How to motivate employees to complete the plan? Leaders who manage to create comfortable working conditions for their subordinates win. It must be borne in mind that all people are different from each other, therefore, various factors affect their productivity. In most cases, negative factors are easy to eliminate, causing a feeling of gratitude in the subordinate, which will also have a positive effect on the result of the work. The person realizes his need for the company.

A simple example: people can work worse because the office is too cold or, on the contrary, too hot. In the first case, the solution to the problem will be the installation of a heater, in the second - the purchase of an air conditioner.

Flexible working hours

How to motivate employees? Increasingly popular is the phenomenon of flexible working hours. Many leaders these days do not require their subordinates to "hatch" 8-10 hours at the workplace, but look only at the result of their work. Surprisingly, what at first glance seems like a lack of discipline often provides a performance boost. Employees are less likely to arrange “smoke breaks”, try to finish current affairs faster, having the right to personal time.

It is also worth asking the question of whether being late is always an evil that needs to be fought? Many people are professionals in their field, but have serious problems with punctuality. If the “habit” of an employee to be late does not negatively affect the work of the organization, why not turn a blind eye to it? Of course, if a person manages to cope with his labor duties.

Stability

How to motivate employees to work? An effective incentive is the feeling of stability that a company can give a person. In the age of rented apartments and loans, for many people it is a matter of "life and death" to have a permanent source of income. Therefore, the best motivation that a leader can offer his subordinates is the absence of doubts about the future.

How to achieve this? Wages should be issued without delay, employment should be official. The prospects of the industry with which the organization's activities are connected also play an important role. Finally, a person must see an opportunity for himself career development, count on a promotion that will be a reward for effective work. In this case, he will not have the thought of leaving the organization, he will put more effort into his work.

Keeping Promises

How to motivate employees to work? good leader knows how not only to make promises, but also to fulfill them exactly. Any deception of expectations, even a minor one, makes people doubt the reliability and honesty of the employer. As a result, their productivity is also reduced, they, in turn, allow themselves to be forgetful and inattentive.

For example, a newcomer is promised an increase in salary as soon as he passes the probationary period, but they forget about it. Not every person dares to remind the authorities about this promise, some silently continue to work, however, the efficiency of their work is significantly reduced due to disappointment and resentment, and distrust of the employer arises.

Demonstration of trust

Total control is not always effective tool to motivate employees to work. Studies show that productivity in most cases does not increase, but falls if a person constantly feels monitored. Surveillance tools can be different: installing video cameras in offices, tracking activities on the Internet, using speech modules. Of course, subordinates are always in good working order, but at the same time they do not go beyond the task of “serving time at work from 9 to 18”.

A leader who seeks to motivate employees of the organization should also not encourage denunciations of subordinates against each other. Lack of trust in colleagues negatively affects team spirit. Not every person is effectively capable of working in a dominating atmosphere of intrigue. Difficult working conditions can force many professionals to say goodbye to an organization in which they are not trusted.

About social networks

What else can motivate employees, in addition to all of the above? Managers who purposefully block access to social networks for staff do not always do the right thing. Firstly, popular networks are actually an analogue of the media, they can also be used by subordinates to solve professional problems.

Secondly, not every person who logs into Facebook from time to time does a bad job. Also, the excommunication of employees from social networks does not guarantee the growth of labor productivity indicators. Solitaire", mobile phone, communication with colleagues on personal topics - people who have no desire to work will always find other ways to kill working time. While trust, which is expressed in providing access to social networks, will be appreciated by everyone, therefore, it is an effective motivation.

Raise

How to motivate employees to complete the plan? The prospect of career growth is a fail-safe incentive enjoyed by experienced leaders. Obviously, it is impossible to provide new positions for everyone who works perfectly for a couple of months. However, there are also temporary, intermediate positions. For example, a department head going on vacation can choose the most efficient of his own subordinates to be his deputy. You can also appoint an employee as a manager important project that the organization is currently working on.

How to motivate employees without promising a promotion? An effective alternative is the possibility of improving working conditions. For example, you can promise people such bonuses as a new computer, modern equipment, a separate office and so on - depending on the capabilities that a particular organization has.

Unexpected Prizes

It's no secret that the easiest way to motivate employees is financially. In this case, it is not only about the size of wages, although the prospect of increasing it will also be a wonderful motivation. It is great if the organization has a fund to pay unexpected bonuses to encourage the best performers. Surprise bonuses can be paid based on the results of work for the year, after the end of a long-term project, and so on.

Intermediate bonuses will also be welcomed by employees with gratitude and motivate them to work. For example, it is possible to reward the contribution of a subordinate to a grandiose project, even if work on it has not yet come to an end. After receiving a cash bonus, the employee will try even harder.

Employee training

Many modern companies motivate employees by paying for their training. A person who is interested in professional growth, with pleasure attends trainings and seminars, allowing him to improve in his own specialty. They also feel gratitude to the company that provides them with a similar opportunity, which positively affects the results of their work.

Many learning opportunities modern organizations offered as a bonus given to employees who provide the best results.

Discounts, bonuses

How to motivate employees correctly? Many organizations these days give their employees discounts on their own services or products. People get the opportunity to reduce their own costs, as a result, their loyalty to the company increases. This category also includes reimbursement for cellular communication, travel, which can be quite impressive, the organization of free lunches.

Such bonuses as payment for visiting the pool, fitness club are popular. This not only motivates the staff, but also allows people to keep fit and take care of their health. It is obvious that his ability to work and energy, as well as the frequency with which he goes on sick leave, directly depend on the physical condition of a person. The main thing is that visiting a fitness club does not turn into a kind of duty for subordinates, otherwise the result will be the opposite.

Corporate gatherings

The ability to motivate employees also implies constant care for the team spirit. Team building is facilitated not only by joint work, but also by entertainment. Many managers now from time to time gather subordinates in places such as a bar, a bowling alley. People get the opportunity to take a break from the routine, get to know each other in an informal setting, get new impressions and take on the upcoming project with fresh energy.

Of course, such sorties should not be carried out too often. People who are forced to go bowling with colleagues once a week will sooner or later begin to perceive this as another job duty.

Willingness to Dialogue

How to motivate employees to work? The leader must demonstrate his openness to subordinates. Many people have a negative attitude towards bosses, which are difficult to get an appointment with, and this also negatively affects the results of work. Be sure to allocate time for communication with subordinates outside of production meetings.

Research shows that everyone enjoys hearing their own name. Of course, the larger the organization, the more difficult it is to remember the names of all employees. However, it is worth spending time on it, because many people stay in the company for years. The fact that the manager knows the name of the subordinate helps the latter to feel his own importance for the company. This becomes an incentive for more productive work.

There are actions that should be carefully avoided by a manager thinking about how to motivate employees. First of all, you should not set people obviously impossible tasks, threatening to deprive them of bonuses, bonuses, and so on. Goals must be achievable, otherwise subordinates give up.

Excessive use of instruments of disciplinary motivation and control is harmful. People who get fined for being 5 minutes late are thinking about how to leave the company, not how to increase their efficiency. It is impossible to constantly remind employees of the mistakes they have made, forgetting about praise, it is especially harmful to humiliate a person in public. It is also dangerous to constantly emphasize how easy it is to replace an employee with another specialist, reducing his importance to the organization. Only healthy competition is welcome.

10 best motivations for sports

Even if you are far from a sports lifestyle, no, no, and you are thinking about morning jogging or a subscription to a fitness club. But not always these thoughts become material. What prevents you from starting to exercise regularly and not looking for reasons to skip workouts?

Julia Piliguzova

Previously, showing off on the honor roll was the ultimate dream of every Soviet worker. Beautiful photo, from which the hero proudly smiled, having overfulfilled the plan - such a prospect was tantamount to a modern hit on the cover of Forbs magazine. Thus, they made it clear that the person worked for a reason, his work was noted, praised and ready to honor the hero of the editorial until his result overthrows the new factory Hercules. There were also “black” boards - pictures of shame, wall newspapers, where brawlers, truants, drunkards were hung for educational purposes, and of course, they tried to capture them on these photographs in the most obscene form.

Today, for some reason, the most popular way of non-material motivation has become an obsessive corporate culture. Colleagues are gathered for trainings, they are forced to celebrate memorable dates together and mass cultural trips are organized. All this is good, but when an ever-depressing atmosphere reigns in the organization itself, rare corporate parties, even with cheerful songs by an invited favorite (boss) group, will not save. But the mood and motivation of employees need an eye and an eye!

Despite the fact that today the best motivation for employees is traditionally a generous bonus and corporate culture, managers who are not deprived of imagination manage to come up with new budgetary ways to motivate employees. After all, happiness is not always hidden at the bottom of an envelope with money, many owners highly paid professions suffer, for example, due to the fact that they were underestimated somewhere, they were not understood, they were not assigned an interesting task. Yes, even under the guise of a careerist, there can be a subtle mental organization that simply craves praise, attention, or an extraordinary vacation.

Plunging into the world of "high" leaders, you can find many interesting examples of finding new means of how to make your employees happy. For example, the thoughts of the father of modern animation Walt Disney (Walt Disney) were busy not only with colorful cartoons. His imagination was also enough to come up with new ways to motivate the employees of his company. He perfectly understood the needs and requirements of workers and knew perfectly well that people, regardless of wage conditions, are always happy to run away from jobs where it is not prestigious to work. Therefore, he personally turned non-prestigious jobs into prestigious ones. For example, laundries at Disney amusement park hotels, less popular with employees, were renamed textile services, equating them in importance with marketing or customer service. At the same time, it was much easier to get a job in the textile service.

Philip Rosdale ( Philip Rosedale, the founder of the most famous three-dimensional social network Second Life, came up with the idea of introducing an internal software platform in the company - a kind of aggregate for collecting feedback from employees about their colleagues. In this program, everyone could send notes of appreciation and encouragement to each other. All messages are posted in the public domain, so this system of collecting information about the work of employees has become a good tool for management in the labor assessment system.

But marketing companyHime&Co, in turn, he gladly supports the spiritual impulses of his employees. For example, management freely allows employees to take walks for half of the working day, but only if there is the serious reason. Among these, by the way, is visiting seasonal sales. Of course, buying stylish new clothes for the new fashion season is a sacred thing, you can not even go to work. And if your partner suddenly leaves you (husband, boyfriend - it doesn’t matter), then you will be given time off for the whole day to heal a spiritual wound: to cry enough and come to your senses.

Perhaps every large company has special ideas on how to make employees happy.

Here are 10 ideas to motivate employees that you can try to implement in your company:

1. Publicly encourage the merits of a distinguished employee.

2. Unexpected gifts, pleasant gifts for employees, just in honor of the day of good mood.

3. Can't Afford a Bonus - Find More budget way merit promotion. For example, give an employee an unscheduled day off.

4. Can install from time to time valuable employees free work schedule.

5. Instead of a cash bonus, let employees choose their own prize: say, dinner at a restaurant, a subscription to a fitness club, some kind of gift certificate.

6. Organize a corporate sports trip. This is not just a vacation, but the desire for sports victories and achievements. Today, corporate karting, yachting and football are especially in vogue. You can hold dance competitions.

7. Bonuses for those who take care of their health. For example, many Western companies pay annual bonuses to employees for not getting sick for a year and regularly visiting doctors.

8. Some companies not only reward the best, but playfully punish the worst. For example, they introduce the title "Turtle forever" or the "Get a Skunk" award into the company.

9. Caring for the employee's family. These can be vouchers for children to a wellness summer camp, preferential health insurance for the employee's family. Tickets for concerts, performances...

10. Motivation by entertainment. Look at the offices of world-famous corporations, all of them are equipped not only stylishly, but in such a way that employees can work and relax as comfortably as possible, so that they want to come to work and do not want to leave. In such offices, play areas, recreation and entertainment rooms are necessarily provided. 8 working hours would not be as effective if employees could not relax in time, relieve stress and simply change the environment to a more pleasant and informal one.

Yes, of course, any non-material rewards and incentives are unlikely to compete with Her Majesty's salary in the power of motivation. But the manager should always remember that people usually come to work for the sake of money and a career, but they leave the routine and bad management. Therefore, the creation of an adequate system of non-material motivation is an important thing, even a basic one for creating an effective corporate Dream Team.

Hello! In this article, we will tell you all about staff motivation.

Today you will learn:

What is motivation and why to stimulate employees.
What types of motivation exist.
Most effective ways encourage employees to do their job well.

The concept of staff motivation

It is rare to find a person who is completely and completely satisfied with his work. This is because often people occupy positions not by vocation. But it is up to the manager to make sure that the work process is comfortable for everyone, and the employees perform their duties with pleasure.

Successful businessmen know firsthand that their employees need to be stimulated and encouraged in every possible way, that is, motivated. Labor productivity, the quality of the work performed, the prospects for the development of the company, etc. depend on this.

Motivation of personnel in the organization – these are activities aimed at the subconscious of a person, when he has a desire to work effectively and perform his job duties efficiently.

For example, imagine a team where the boss does not care about his subordinates. It is important for him that the work is done in full. If an employee fails to do something, he will be fined, reprimanded or otherwise punished. In such a team there will be an unhealthy atmosphere. All workers will work not at will, but under compulsion, with a goal.

And now let's consider another option, where the employer motivates the staff in every possible way. In such an organization, all employees probably have friendly relations, they know what they work for, constantly develop, benefit the company and receive moral satisfaction from this.

A good leader simply must be able to stimulate staff. Everyone benefits from this, from ordinary employees to the highest management of the company.

Goals of staff motivation

Motivation is carried out in order to combine the interests of the enterprise and the employee. That is, the company needs high-quality work, and the staff needs a decent salary.

But this is not the only goal pursued by the stimulation of workers.

When motivating employees, managers strive to:

To interest and attract valuable personnel;
Minimize the number of people leaving (eliminate "staff turnover");
Reveal and deservedly reward the best employees;
Manage payments.

Theories of staff motivation

Many novice businessmen thoughtlessly approach the solution of motivation issues. But in order to achieve the desired results, it is not enough just. It is necessary to analyze the problem and proceed to its competent resolution.

To do this, it is necessary to study the theory of motivation famous people. We will now consider them.

Maslow's theory

Abraham Maslow argued that in order to effectively stimulate your employees, you need to study their needs.

He divided them into 5 categories:

physical needs- this is the desire of a person to satisfy his needs at the physiological level (drink, eat, rest, have a house, etc.).
The need to be safe- all people strive to be confident in the future. They need to feel physically and emotionally safe.
Needs of a social nature Every person wants to be a part of society. He seeks to acquire a family, friends, etc.
The need for recognition and respect- people strive to be independent, recognized, have status and authority.
The need to express yourself- a person always strives to conquer peaks, develop as a person, realize his potential.

The list of needs is compiled in such a way that the first item is the most important, and the last one is less significant. It is not necessary for a manager to do everything 100%, but it is important to try to address every need.

McGregor's "X and Y" Theory

Douglas McGregor's theory is based on the fact that people can be controlled in 2 ways.

Using theory X, management is carried out with the help of an authoritarian regime. It is assumed that the team of people is unorganized, people hate their work, dodge their duties in every possible way, and need strict control from the management.

In this case, in order to establish work, it is necessary to constantly monitor employees, encourage them to conscientiously perform official duties, develop and implement a system of punishments.

TheoryY fundamentally different from the previous one. It is based on the fact that the team works with full dedication, all employees approach their duties responsibly, people organize themselves, show interest in work, and strive to develop. Therefore, the management of such employees requires a different, more loyal approach.

Herzberg's theory (Motivational-hygienic)

This theory is based on the fact that the performance of work brings a person satisfaction or dissatisfaction for various reasons.

The employee will be satisfied with the work if it contributes to his self-expression. The development of personnel depends on the possibility of career growth, the emergence of a sense of responsibility, recognition of the achievements of employees.

Staff motivation factors that lead to dissatisfaction associated with poor working conditions and shortcomings in organizational process companies. It might be low wage, bad conditions work, unhealthy atmosphere within the team, etc.

McClelland's theory

This theory is based on the fact that the needs of people can be divided into 3 groups.

The need for employees to manage and influence others. People with this need can be divided into 2 groups. The former simply want to control the others. The second tend to solve group problems.
Need for Success. People with this need strive to do their job better every time than the last time. They love to work alone.
The need to be involved in some process. These are employees who want recognition and respect. They like to work in organized groups.

Based precisely on the needs of people, it is necessary to introduce the necessary stimulating measures.

Process Theory of Worker Incentives

This theory is based on the fact that a person wants to achieve pleasure by avoiding pain. The manager, acting according to this theory, should encourage employees more often and apply punishment less often.

Vroom Theory (Expectancy Theory)

According to Vroom, the peculiarities of staff motivation are the fact that a person performs the work with the highest quality that, in his opinion, will satisfy his needs.

Adams theory

The meaning of this theory is as follows: human labor should be rewarded accordingly. If an employee is underpaid, then he works worse, and if he is overpaid, then he works at the same level. The work done must be fairly paid.

Types of staff motivation

There are many ways to motivate employees.

Depending on how you will influence subordinates, motivation can be:

Straight- when the employee knows that in case of fast and high-quality work, he will be additionally rewarded.

Direct motivation, in turn, is divided into:

Material motivation of staff- when an employee is stimulated, bonuses, cash rewards, vouchers to sanatoriums, etc .;
Non-material motivation of staff- when the work of employees is recognized by management, they are given certificates, memorable gifts, working conditions are improved, working hours are adjusted, etc.

Indirect- in the course of the stimulating activities carried out, the employee regains interest in work, he feels satisfaction after completing any task. In this case, employees have a heightened sense of responsibility, and control by management becomes optional.

Social- a person understands that he is part of a team and an integral part of the team. He is afraid to let his colleagues down and does everything to fulfill the tasks assigned to him as efficiently as possible.

Psychological- a good and friendly atmosphere is created for the employee within the team and the company itself. A person should want to go to work, participating in the production process, he should receive psychological satisfaction.

Labor- methods of stimulation aimed at self-realization of a person.

Career when the motivation is career advancement.

Gender- the employee is motivated by the opportunity to show off his successes to other people.

educational- the desire to work arises when an employee wants to develop, learn something, be educated.

In order for the methods of staff motivation to bring the desired result, it is necessary to use all types of employee incentives in a complex.

Basic levels of staff motivation

All people are unique and individual. Some careerists and the prospect of career growth are very important for them, others like stability and the absence of change. Based on these considerations, managers must understand that the methods of stimulating employees must be selected individually for each employee.

There are 3 levels of motivation:

Individual motivation- the work of the employee should be paid adequately. When calculating the amount of payments, the knowledge, skills and abilities that the employee possesses should be taken into account. It is important to make it clear to the subordinate that in case of high-quality performance of his duties, he will receive a promotion.
Team motivation- a group of people united by one cause and purpose works more efficiently. Each member of the team understands that the success of the entire team depends on the effectiveness of his work. When motivating a group of people, it is very important that the atmosphere within the team is friendly.
Organizational motivation- the entire team of the enterprise must be combined into one system. People should understand that their organization is a single mechanism and a positive result depends on the actions of everyone. For a leader, this is one of the most difficult tasks.

A systematic approach to staff motivation

In order to competently conduct stimulating events, it must be remembered that motivation is a system consisting of 5 stages.

Stage 1. Identification of the problem of staff motivation.

The manager, in order to understand what kind of motivational activities to carry out, it is necessary to analyze the motivation of the staff. To do this, you need to conduct a survey (it can be anonymous) and identify what the subordinates are dissatisfied with.

Stage 2. The implementation of management, taking into account the data of the analysis of motivation, its goals.

When motivating employees, management must work closely with the staff. Based on the research data, implement those methods that will benefit your enterprise.

For example If the majority of employees are not satisfied with the length of the working day at the enterprise, then it is necessary to make changes in this direction.

Stage 3. Impact on employee behavior.

Carrying out activities to motivate the work of staff, it is necessary to monitor changes in the behavior of employees.

Employees will change it if:

Management will accept constructive criticism;
Timely reward employees;
Demonstrate correct behavior by example;
They will be taught the right behavior.

Stage 4. Improving the personnel motivation system.

At this stage, it is necessary to introduce non-material methods of stimulating employees. Workers need to be convinced of the need to increase their productivity. The leader must “ignite” the subordinate, find an individual approach to everyone.

Stage 5 Well-deserved reward.

The company should develop a system of bonuses and incentives. When employees see that their efforts are rewarded, they begin to work better and more productively.

Methods and examples of staff motivation

There are many ways to motivate employees. But before putting them into practice, think about what incentive methods are right for your production.

We made TOP-20 better ways motivation, from which, each leader will choose a method that is suitable for his production.

Salary . This is a powerful motivator that makes an employee perform their work efficiently. If wages are low, it is unlikely that this will inspire workers to give 100% to the production process.
Praise . Every person who conscientiously performs his work is pleased to hear that his work has not gone unnoticed. The manager needs to periodically analyze the work of employees and not neglect praise. Using this method, you do not spend a penny, but at times increase labor productivity.
Address employees by name . For the authority of the director of the company, it is very important to learn the names of all employees. Referring to a person by name, the leader shows his respect for the subordinate. The employee understands that he is not just a faceless secretary or cleaner, but a person who is valued.
Extra rest . Some enterprises encourage employees to do their work faster and better by offering additional rest. For example, an employee who at the end of the week showed best result, Friday may leave work a few hours earlier. Thus, the excitement and desire to be a winner wakes up in the team.
Rewarding with memorable gifts . On the occasion of any memorable dates, you can present memorable gifts to your employees. It can be trinkets, but if engraved on it, then for sure the employee will show off such a sign of attention to his friends for the rest of his life.
Upgrade prospect . All employees should understand that for the quality performance of their work, they will be promoted. The prospect of career advancement motivates just as much as material rewards.
Opportunity to speak your mind and be heard . In any team, it is important to give all employees the opportunity to express their opinion. But it is not enough just to listen, the management must also listen to the advice and wishes of its employees. Thus, employees will understand that their opinion is considered and listened to.
The opportunity for each employee to personally communicate with the company's management . All leaders, first of all, must understand that they are the same people as their subordinates. Directors only organize the production process, and the execution of work depends on their subordinates. Therefore, it is necessary to regularly organize personal meetings with employees, where important issues on various topics can be raised.
Hall of Fame . This is a non-material method of motivation that perfectly increases productivity. To implement it, it is necessary to create a board of honor, where portraits of the best employees will be placed. Thus, production competitions are created that stimulate workers to improve their production performance.
Provide an opportunity to fulfill your . This method is only suitable for individual companies. If an office employee has routine work that he can do without leaving home, he can be asked not to come to workplace on certain days. But the main condition will be the quality performance of official duties.
nice job title . Each profession and position is good in its own way. But if a nurse in a medical institution is designated as a junior nurse, then it will not be shameful for a person to say who he works for.
corporate events . At many enterprises on the occasion of big holidays, parties are arranged. At these celebrations, people communicate in an informal setting, relax, make new acquaintances. Corporate events help distract employees and demonstrate that the company cares about them.
public gratitude . You can praise an employee not only personally. It's best to do this in public. There are several ways to implement this idea. For example, to announce the best worker on the radio, through the media or loudspeakers at the enterprise. This will encourage others to work better so that everyone knows about their results.
Providing discounts . If a company produces a product or provides services, then a discount can be provided for employees of this company.
Premium accrual . Financial incentives are effective method staff motivation. Employees need to set a goal, upon reaching which they will receive certain additional payments to the basic salary in the form of bonuses.
Motivational board . A simple but effective method of motivating employees. To implement the idea, it is enough to draw a graph of the productivity of each participant on a demonstration board production process. Employees will see who performs better and will strive to become a leader.
Company sponsored training . It is important for many employees to improve and. By sending employees to seminars, conferences, trainings, etc., the manager shows his interest in the professional growth of the subordinate.
Payment for a subscription to a sports club . From time to time, production competitions can be held in teams, as a result of which, the best worker will receive a subscription to a fitness club.
Coverage of transport costs, payment for communication services . Large companies often motivate their employees by paying for their travel expenses or cell phone services.
Creation of an idea bank . At the enterprise, you can create a bank of ideas in the form of an electronic box. Everyone will send letters to it with their proposals. Thanks to this, each employee will feel their importance.

Increasing the motivation of personnel of certain professions

When developing motivational activities, it is important to take into account the profession of employees and the type of employment.

Consider an example of the motivation of workers in certain professions:

Profession	Motivation Methods
Marketer	Give them the opportunity to make their own decisions; Pay a premium (a certain percentage of sales)
Manager	Organize production competitions with other managers; Reward depending on sales volumes; Link salary to company profits
logistician	For people in this profession, most often wages consist of a salary and a bonus. Moreover, the salary is 30%, and 70% are bonuses. You can motivate them with bonuses. If their work did not cause failures, then the bonus is paid in full.

Non-standard methods of modern staff motivation

In the Russian Federation, non-standard methods of stimulating labor are rarely used. Nevertheless, they bring good results.

Not so long ago, a survey was conducted, in which office workers from different parts of Russia. They answered questions: what bonuses would they be happy with and what would they like to see in the workplace.

Most people preferred:

office kitchen;
An automatic machine where everyone can make coffee for free;
soul;
Lounge, bedroom, smoking room;
simulators;
massage chair;
tennis table;
cinema hall;
Scooters.

The fair sex preferred massage chairs and gyms, while the stronger sex preferred entertainment (table tennis, scooters, etc.).

Professional assistance in motivating employees

If you are a young leader and doubt the correctness of developing staff motivation, you have 2 options for getting out of this situation.

You can contact special organizations that, for a fee, will develop a motivation system and successfully implement it in your company.
Or enroll in a business school where you will be taught the basics of management.

What will competently motivate employees

If the manager properly stimulates his employees, then in a few weeks a positive result will be noticeable.

Namely:

Employees begin to take a more responsible approach to the performance of their duties;
Improving the quality and productivity of labor;
Production figures are improving;
Employees have a team spirit;
Reduced staff turnover;
The company begins to develop rapidly, etc.

If you are a beginner entrepreneur, you must properly motivate your employees:

First, always positively set up subordinates to do the job;
Second, ensure that the basic needs of employees are met;
Thirdly, create comfortable working conditions;
Fourth, be loyal to your employees.

In addition, use the following tips:

Be interested in the lives of subordinates, ask about their needs;
Do not scold employees with or without reason. It is better to help to do the work that the employee cannot cope with. After all, the failures of workers are the failures of managers;
Analyze periodically. Conduct surveys, questionnaires, draw up work diaries and internal reporting;
Pay unscheduled bonuses and incentives.

Conclusion

The role of staff motivation in any enterprise is quite large. It is in the power of the employer to create such working conditions where the employee wants to work with full dedication. The main thing is to competently approach the development and implementation of stimulating methods.