HR must know 19 how to motivate employees.

19 hrThe employee motivation method that must be known.

Effective motivation will ignite the passion of employees, make them more motivated to work, make them have the desire to surpass themselves and others, release the potential huge internal driving force, and dedicate their enthusiasm to the long-term goals of the enterprise. Do you know the following ways to motivate employees?

Catfish effect: activating labor force

Comments: Norwegian fishing boats returned to Hong Kong, but the sardines caught by fishermen died. Only the sardines that Hans caught are still alive. It turns out that Hans put several natural enemies of sardines, catfish, in a transport container. Because catfish is a carnivorous fish, putting it in a fish tank will make sardines nervous. In order to avoid being swallowed by natural enemies, sardines naturally swim faster, thus maintaining strong vitality, so they survive. In this way, the sardines returned to the fishing port alive and kicking.

This is called "catfish effect" in economics. In fact, the same is true of employing people. A company, if its personnel are fixed for a long time, lacks vitality and freshness, and is prone to inertia. So we need to find some foreign "catfish" to join the company and create some tension. When employees see more "professional killers" in their posts, they will have a sense of urgency and know that it is time to speed up the pace, otherwise they will be killed. In this way, enterprises are naturally full of vitality.

When pressure exists, in order to survive and develop better, people who are afraid will work harder than others, and the harder they work, the faster they run. Proper competition is like a catalyst, which can stimulate people's potential to the maximum extent.

Horse fly effect: stimulating employees' sense of competition

Presenter: former US President Lincoln

Comments: 1860, Lincoln was elected president of the United States. One day, a banker named Barnes visited President Lincoln's residence and happened to meet Senator Salmon? Chase walked out of Lincoln's office. So Barnes said to Lincoln, "If you want to form a cabinet, don't put this man in your cabinet." Lincoln asked strangely, "Why?" Barnes said, "Because he is an arrogant guy, he even thinks he is much greater than you." When henry raymond, editor-in-chief of The New York Times, visited Lincoln, he specifically told him that Chase was jumping up and down enthusiastically for the presidential election.

Lincoln said to Raymond with his unique humor, "Henry, didn't you grow up in the countryside?" Then you must know what a horsefly is. Once, my brother and I plowed the fields on a farm in my hometown of Kentucky. I rode a horse, and he helped plow the fields. It happened that the horse was lazy and always dawdled. However, for a while, it ran so fast in the field that we could hardly keep up with it. When I arrived at the farm, I found that a horse fly stung him and knocked him down. My brother asked me why I had to abort, and I told him that I couldn't bear to let the horse be bitten. Brother said, "Oh, it's because of that guy that this horse runs so fast." Then, Lincoln said meaningfully to Raymond, "Now there is a horsefly named' Presidential Desire' biting Mr. Chase, so as long as it can keep Chase's department running, I don't want to knock it down."

No horse flies bite, the horse is slow, stop and go; With the bite of the horse fly, the horse dare not neglect and run fast. This is the horsefly effect. The enlightenment of the horsefly effect is that a person can't relax until he is bitten, and he will work hard and make continuous progress.

Rosenthal effect: an incentive full of expectations

Presenter: American psychologist Rosenthal.

Comments: Rosenthal, an American psychologist, visited a school and randomly selected three students from each class *** 18, wrote them on a form and gave them to the headmaster. He said very seriously, "All the students of this 18 are IQ-oriented talents who have been scientifically determined." Half a year later, Roche came to the school again and found that this 18 student really exceeded the average level and made great progress. Later, this 18 classmate made extraordinary achievements in different positions. This effect is the * * * phenomenon in expectation psychology.

Applied to management, it requires leaders to put their feelings, hopes and special incentives on their subordinates, so that subordinates can play their initiative, enthusiasm and creativity. For example, when a leader assigns tasks, he might as well say to his subordinates, "I believe you can do it well" and "you will find a way." In this way, his subordinates will develop in the direction you expect and produce talents in expectation. If a person's own ability is not very good, but after being motivated, he can give full play to it and become a good person.

Peter's Principle: Promotion is the worst motivation.

Comments: Every organization is composed of different positions, ranks or strata, and everyone belongs to a certain rank. Peter's principle is an American scholar Lawrence. After studying the related phenomena of personnel promotion in organizations, Peter came to a conclusion: in various organizations, employees always tend to be promoted to positions they are not qualified for. Peter's principle is sometimes called the "upward climbing" principle.

This phenomenon can be found everywhere in real life: a famous professor is incompetent after being promoted to the presidency of a university; An excellent athlete was promoted to be an official in charge of sports without doing anything. For an organization, once a considerable number of personnel are pushed to the point of incompetence, it will lead to overstaffing and inefficiency, leading to mediocrity and development stagnation.

Therefore, this requires changing the simple "promotion according to contribution" enterprise employee promotion mechanism. Just because someone has done a good job in a certain position, it cannot be inferred that this person will be qualified for a higher position. Promoting an employee to a position where he can't give full play to his talents is not only a reward for himself, but also a loss to the enterprise.

Bowling effect: the difference between appreciation and criticism

Comments: Two bowling coaches train their players separately. Their players all knocked down seven bottles with one ball. The coach family said to his team members, "Good! I hit 7. " Encouraged by the coach's praise, his players want to work harder next time and knock down the remaining three. Coach B said to his team, "What the hell! There are still three who have not been knocked down. " After listening to the coach's accusation, the players were unconvinced and thought, why didn't you see the seven I knocked down? In this way, the results of the players trained by coach A are rising, and the players trained by coach B are not as good as the other team.

It is everyone's normal psychological need to hope for others' affirmation and appreciation. It is also a normal psychological defense mechanism to defend yourself unconsciously in the face of accusations.

A successful manager will try to meet the psychological needs of his subordinates, treat them well, encourage them to play their creative spirit and help them solve their difficulties. On the contrary, a manager who only likes to find fault with his subordinates and intimidate them with outbursts may really defeat them, but what career can an angry lion lead with a flock of sheep?

The key to using the appreciation technique is to focus on the "seven bottles knocked down by the ball" and not forget the three that were not knocked down. I believe that everyone has strengths and advantages more or less. As long as "sincere praise is wider than praise", you will see the magical effect.

Rule of elimination at the bottom (vitality curve): Give full play to people's ultimate ability through competitive elimination.

Speaker: Jack Welch, former CEO of General Electric (the essence of the vitality curve is "the last elimination")

Comments: Divide employees into different categories and treat them differently. This is the "vitality curve" advocated by Welch, which is considered as one of the magic weapons to bring infinite vitality to GE.

The horizontal axis is performance (decreasing from left to right), and the vertical axis is the number of employees in the organization who have achieved this performance (increasing from bottom to top).

Using this normal distribution, you can easily distinguish the top 20% employees (Class A), the middle 70% employees (Class B) and the post 10% employees (Class C).

Welch called this method of evaluating human resources in an organization "vitality curve".

As the name implies, the "last elimination rule" is "eliminating employees with poor performance". Its essence is the behavior of enterprises to classify or sort employees after making scientific evaluation on their performance in order to meet the needs of market competition, and to transfer or dismiss the last few employees according to certain proportional standards.

Murphy's Law: Learning from Mistakes

Presenter: eddie murphy, captain of the US Air Force engineer.

Comments: It originated from the research on "the influence of sharp deceleration on pilots" conducted by the US Air Force in 1949. Volunteers in the experiment are tied to rocket-driven sledges, and when the fast-moving sledges suddenly stop, the experimenters will monitor their condition. The monitoring instrument is a kind of equipment designed by Edward, the captain engineer of the Air Force. There are electrodes in Murphy's armor. One day, the technician was very surprised that the armor did not record any data that is usually considered correct during the test. Murphy later found that every electrode in the armor was misplaced, so he improvised: If one thing can be achieved in two or more ways, and one of them will lead to catastrophic mistakes, then such mistakes will often occur.

Murphy's words were later widely circulated and summarized as Murphy's Law: If a bad thing is possible, no matter how likely it is, it will always happen and may cause greater losses.

We always forget happy things easily, but we always worry about unfortunate and depressed things.

We are not always in the slowest queue in the daily queue, and the probability of fast or slow queues is roughly the same, which is also a random event. In other things, the reason is similar.

Garbage can theory: effectively solving the problem of employees being lazy at work

Comments: A city in the Netherlands bought a trash can to solve the garbage problem, but the phenomenon of littering is still very serious because people are unwilling to use it. The health authorities in this city have put forward many solutions to this problem. The first way is to raise the fine for littering from 25 yuan to 50 yuan. After implementation, the effect is very small. The second method is to increase street patrol personnel, which has little effect. Later, someone had an idea on the trash can: an electric trash can was designed and a sensor was installed on the bucket. Whenever garbage is thrown into the bucket, the sensor will respond and start the tape recorder to play a story or joke, and its content will be changed every two weeks. This design is very popular. All people, regardless of distance, throw garbage into the trash can, thus making the city clean.

Installing an inductive tape recorder on the trash can and throwing garbage in to play a story or joke is far better than those punishment methods, which saves money and won't make people feel sick. Similarly, to solve the problem of employees being lazy during their work, it is actually very difficult to supervise and punish them, because the effectiveness of employees' work mainly depends on their efforts. Are employees lazy, deliberately lazy or busy? Is it the employee's own reason or the company management problem? Specific problems should be analyzed in detail. It is very important to strengthen communication to deal with the problem of employees being lazy. It should be noted that it is an outdated management method to let employees work overtime with restrictions; Giving employees more understanding, care and consideration is helpful to give full play to their work enthusiasm and creativity.

BiMalone Effect: How to Realize Motivation in "Pressurization"

Comments: people will expect others to have a good impression on themselves and will seriously perform well; If you expect others to hate you, you will behave casually. If you compare yourself to Jackie Chan, you will behave like a dragon. On the contrary, if you are compared to a horse, you will react like a horse. This phenomenon is called "double independence" effect.

Modern management science research shows that if a person can't face the challenge for a long time, or even does nothing, he is bound to feel frustrated, probably lose his original ambition, or even have resistance, and then leave the original organization. Therefore, any organization should give new employees the necessary pressure and provide them with opportunities to grow and exercise and a stage to display their talents. Panasonic's concept of "intermediate talents" and "letting B-level people do A-level things" are both high expectation incentives and concrete practices of "BiMalone effect" in human resource management.

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