How to motivate employees to work hard

Lead: Encouraging and rewarding employees is one of the most important and challenging activities in managers' work. Successful managers know that only by uniting every employee, stimulating their enthusiasm and internal potential, and allowing them to combine their wisdom, ability, needs and development goals of the enterprise can the enterprise develop rapidly.

How to motivate employees to work hard 1 1. The significance of effective motivation

Motivation is the process of making employees work hard to achieve organizational goals by meeting their needs. Human resource management is mainly achieved through incentives. How to use effective methods and means to stimulate the enthusiasm, initiative and creativity of subordinates to the greatest extent is an important problem facing enterprises.

Effective incentives for employees, on the one hand, can mobilize the enthusiasm of employees. The goal of employee motivation must be closely related to the development strategy of the enterprise. The motivation to motivate employees is to try to let employees see the connection between their own needs and corporate goals, so that they are in a state of being motivated. Driven by this state, their efforts not only meet their personal needs, but also achieve their corporate goals by achieving certain work performance. Motivation plays a very important role in mobilizing employees' potential enthusiasm, enabling employees to achieve their work goals well and continuously improve their work performance.

On the other hand, it can retain outstanding talents for enterprises. Motivation exists in every link of human resource management. When the employee's technology develops to the top, the enterprise can expand his work scope, increase the workload, make his work challenging, make employees feel that he is broad-minded in the company and can learn things endlessly, and also allow them to hold administrative or professional technical positions in corresponding positions, which not only makes them feel that the company attaches importance to them, but also gives them a platform to show their careers. Therefore, the right incentives make employees feel interested in the company.

Second, how to carry out effective incentives

First of all, the following principles should be clarified before motivating employees: First, fairness. The most basic principle of incentive is to adhere to the principles of fairness, justice and openness, and give rewards and punishments fairly. The second is pertinence. Whether it is material incentives or spiritual incentives, we must adhere to the principle of seeking truth from facts and reward and punish employees in a targeted manner. The third is timeliness. Incentives should be timely, enterprises should encourage and spur employees in time, and managers should feedback employees' work achievements in time and conduct performance appraisal. The fourth is consistency. The goal of the enterprise is the same, and the incentive is a kind of stimulus. It is necessary to make clear the goal and let employees know what they should do, how to do it and the significance of doing it, so as to achieve the goal of fighting for the enterprise.

Secondly, when motivating employees, the following points can be adopted:

The first is to innovate incentive forms and means.

Give consideration to both material incentives and spiritual incentives, accurately implement comprehensive incentives, pay attention to spiritual incentives while giving material incentives, and promote the development of potential. Although one-sided salary increase can meet the basic needs of employees to a certain extent, when the material needs are met, people's needs will develop to a higher level, that is, spiritual needs.

It is difficult to arouse the enthusiasm of employees simply by material incentives or spiritual incentives. Only by combining the two, that is, on the basis of material incentives, giving spiritual incentives; Create a fair incentive mechanism suitable for the characteristics of enterprises, and pay attention to clear rewards and punishments while increasing punishment; Strengthen the pertinence of incentive measures and improve the quality and self-motivation ability of employees. According to the hierarchy of needs theory, the needs of different people are different. It is necessary to prescribe the right medicine according to the types of employees' needs, so as to achieve targeted and differentiated incentives, thus improving employees' work enthusiasm. no

Employees' demand for welfare is varied, and the flexible welfare system can solve this problem well. The flexible welfare system provides employees with the opportunity to choose benefits, and allows employees to combine their personal needs with the required benefits. In addition, enterprises also link welfare with working years, and employees with high years and high positions have more choices, which fully reflects the humanistic care of enterprises and is more conducive to long-term incentives.

Second, enrich work functions and improve work freshness.

Enterprises can't just treat employees as labor tools, but should appropriately enrich their job functions and merge related processes according to their needs, so as to improve the complexity and diversification of their work, so that employees need to constantly adapt to new requirements and improve their professional freshness. Through various training activities, employees can improve their working ability, understand other job functions outside their current posts, master more skills, learn more knowledge and enhance their self-confidence.

Third, encourage competition.

Many managers think it will destroy the order of enterprises. In fact, as long as managers reasonably guide competition, competition can also play a role in motivating employees. For backward employees, managers should encourage them to catch up; For advanced employees, managers should encourage them to continue leading. Advocating individual competition and team competition in enterprises and stimulating employees' work passion can make enterprises form a good competitive atmosphere. Competition needs to create a fair competitive environment in enterprises. In addition to moral constraints, enterprises can also formulate some reward and punishment measures to regulate competition.

Fourth, create a corporate culture with a sense of belonging.

First of all, the shaping of corporate culture has become an important means to stimulate modern entrepreneurial spirit. Practice shows that the brain drain of enterprises with good culture is obviously lower than that of those enterprises that do not pay attention to corporate culture shaping. When the culture of the enterprise is consistent with the values of employees, employees will be integrated with the enterprise and willing to contribute their wisdom to the enterprise.

Second, fully respect employees. Respect is also a basic incentive. Listen to the opinions and suggestions of employees in different positions and classes, strengthen teamwork, attach importance to employees' ideological work, strengthen understanding and communication among employees, and promote harmony and coordination among employees. Under the guidance of corporate culture, employees' career planning can promote their own development and realize their self-worth.

How to motivate employees to work hard? In this world, everyone needs motivation. As managers, we must establish the company's incentive system. In most cases, an enterprise or team without motivation has no fighting capacity.

Therefore, if employees want to improve their work enthusiasm and execution, they must learn to motivate.

First, why should we motivate employees?

With the development of market economy, the competition among enterprises is becoming increasingly fierce. In order to enhance the competitiveness of enterprises, enterprises have taken effective incentive measures for employees.

Now the competition between enterprises can also talk about the competition for talents. For example, if an enterprise has a good incentive mechanism, it can attract and retain talents, thus improving the efficiency of the enterprise and achieving the goal of higher quality.

The role of motivation is not only beneficial to the development of enterprises, but also can improve the quality of employees. Therefore, as long as enterprises make full use of the incentive system, they can give full play to their role.

Second, how to motivate employees?

1, corporate culture incentives

The corporate culture of an enterprise is the top priority of this enterprise, which represents an invisible incentive force. It can motivate employees to strive to achieve the goals of the enterprise.

Cultivating excellent employees with corporate culture is the driving force to promote the development of enterprises and has a certain guiding role in the development goals and behaviors of enterprises. Corporate culture incentives can effectively improve the production efficiency of enterprises and have a strong cohesion for employees.

Excellent corporate culture can improve the mental state of employees and cultivate more outstanding employees with pride and honor.

Taking Huawei's corporate culture as an example, Huawei's corporate culture can be said to be representative among local enterprises in China, and the core of Huawei's corporate culture is "wolf culture".

How to motivate employees to work hard 3 1, target motivation

Employees always have career motives, either promotion or salary increase, or a stable job, or a happy job. These are the real thoughts of employees.

Enterprises have employees' development goals, and the best result is of course one.

Therefore, employee motivation is to determine their own career goals, clarify their future development direction, combine employee goals with enterprise goals, and let employees work hard naturally to motivate employees more directly.

2. Example motivation

Improve the learning enthusiasm of each team member, take excellent employees as examples and let employees learn from them.

Although this method is old-fashioned, it is very practical.

The so-called near ink is black, and near ink is black. A bad employee can make everyone learn badly, and a good example can also make the collective atmosphere better.

Let employees learn from good employees, on the one hand, it can improve their professional skills and literacy, which is a good way for the overall development of the company.

Step 3 communicate and encourage

The relationship between managers and employees plays a special role in mobilizing the enthusiasm of employees and encouraging them to work actively in enterprises.

Moreover, to establish such a good relationship between superiors and subordinates, the most important thing is effective communication.

It can be said that communication is to managers what water is to fish and air is to birds.

4, performance incentives

A perfect performance appraisal system can make employees clearly understand the performance appraisal results of employees and help employees know themselves. If the employee knows the company's evaluation of his work, it will inspire him.

Performance appraisal can arouse the enthusiasm of employees and is more conducive to the development of enterprises, which is a very important work for enterprises.

5, salary incentives

If we want to strengthen employee motivation, we can adopt a highly flexible salary model, that is, increase the proportion of floating salary and bonus to achieve the best incentive effect.

Health factors: salary, fixed allowance, social compulsory welfare items, unified welfare items within the company, etc.

Incentive factors: bonuses, material rewards, shares, training, etc.

Stimulating employees' work enthusiasm is generally divided into two aspects.

The first aspect is positive motivation, namely the above five points; On the other hand, it is negative incentive.

For employees who make mistakes and cause losses and influence to the enterprise, we must resolutely implement negative incentives to ensure the sense of responsibility of the whole team.

How to motivate employees to work hard 4 How to motivate employees to work hard?

As a manager, how to make employees give full play to their potential and do a good job actively and efficiently? The key lies in the manager himself,

As the saying goes, "There are no bad employees, only weak leaders." Let's take a look at the following formulation:

1, challenging work

First of all, we should provide our employees with a challenging job to make them have exciting performances.

Step 2 provide conditions

With the most advanced conditions in this industry, employees will proudly boast about their work, which contains great incentives.

Step 3 provide information

In the whole process of project and task implementation, managers should provide relevant information to employees so that they can complete their work well. This information includes the overall goals and tasks of the company, the work that needs to be completed by special departments and the specific problems that employees must focus on.

Step 4 listen to opinions

Employees who do practical work are experts in this work, so managers must listen to employees' opinions, invite them to participate in decisions related to their work, and communicate with them frankly. If this frank communication and mutual information sharing become an indispensable part of the business process, the incentive effect will be more obvious.

5. Environment

The company should establish a convenient communication environment for all parties, tell each other their concerns and get the answers to the questions.

6. Congratulations (1)

One of the most effective incentives is that when employees finish their work, the manager will congratulate them in person. This kind of congratulations should be timely and specific.

7. Congratulations (2)

If you can't congratulate yourself, the manager should write a note to praise the good performance of the employees. Written congratulations can make employees see the appreciation of managers, and that kind of "goodwill" will last longer.

8. Congratulations (3)

Public recognition can accelerate employees' desire for success. When the manager praises his employees in public, he tells him that his performance deserves everyone's attention and praise.

9. Congratulations (4)

Many companies regard teamwork as their life, so don't forget team members when commending them. They should hold a meeting to celebrate and boost their morale. Of course, the celebration need not be too grand, just let the team know that their work is quite excellent in time.

10, communication

Managers should always keep in touch and talk with employees. When you invest your most precious asset-time, it shows that I care about your work.

1 1, meet the demand.

Knowing the practical difficulties and personal needs of employees and trying to meet them will greatly mobilize the enthusiasm of employees.

12, performance

People talk more and more about promoting employees according to performance, but it is still a change to really promote employees according to performance. Too many companies promote their employees according to their qualifications. This method will not only encourage employees to strive for good results, but also cultivate their wait-and-see attitude.

13, providing opportunities

There are many things that employees want to do and can do in their career. How many opportunities does the company provide them to achieve these goals? In the end, employees will measure the company's investment in them according to these opportunities provided by the company. When it comes to job performance, the company should formulate a set of internal standards to improve employees.

14, corporate atmosphere

Companies should create a good working atmosphere. Stabbing in the back, infighting and low morale will make the most successful people become lifeless.

15, remuneration

The salary of employees must be competitive, and their remuneration should be determined according to their actual contributions.

How to motivate employees to work hard 5 Motivation is a process of making employees work hard by meeting their needs, so as to achieve organizational goals. A very important part of management is the management of people, and human resource management is mainly achieved through incentives. How to use effective methods and means to maximize the enthusiasm, initiative and creativity of subordinates to ensure the realization of organizational goals has become the main topic of human resource management today.

First, the role of effective incentives

1, arouse the enthusiasm of employees

The goal of employee motivation must be closely related to the development strategy of the enterprise. The motivation to motivate employees is to try to let employees see the connection between their own needs and corporate goals, so that they are in a state of being motivated. Driven by this state, their efforts not only meet their personal needs, but also achieve their corporate goals by achieving certain work performance. Motivation plays a very important role in mobilizing employees' potential enthusiasm, enabling employees to achieve their work goals well and continuously improve their work performance.

2. Retain outstanding talents of enterprises.

Motivation exists in every link of human resource management, which embodies the value of employees and makes employees feel that there are new opportunities in the next step. When an employee's technology develops to the top, the enterprise can expand his work scope. Increase the workload, make his work challenging, make employees feel that he has a broad vision in the company and can learn endlessly, and also let them take administrative positions or special professional and technical positions in the corresponding positions, which not only makes them feel that the company attaches importance to them, but also gives them a platform to display their careers. Therefore, appropriate incentives have a great effect on employees' sense of belonging to the company.

Second, effective incentives should pay attention to the problem

1, the basic work must be improved.

Without scientific and perfect post planning and post analysis, it is difficult to ensure a fair and just evaluation of the work of people in different positions, and it is also difficult to establish an objective performance appraisal system. A good performance appraisal system will have a positive incentive effect on employees. On the contrary, improper performance appraisal will affect the enthusiasm of employees.

2. Spiritual encouragement cannot be ignored.

Many managers don't understand the importance of spiritual motivation to employees, and often ignore it, thinking that when subordinates understand my sincerity, the form is not so important. That was not the case. There are also most managers who think that it is natural for employees to do well and do right. Why praise them? As for doing something wrong or not doing it well, it is unforgivable and they must be criticized or scolded at once. You know, anyone wants to be praised, and anyone who gets the right praise will be motivated. Don't let time slip away, but seize any opportunity. The praise conveyed immediately can have a positive impact.

3. Incentive is not equal to reward.

Many managers simply think that incentives are rewards, so when designing incentive mechanisms, they often only consider positive incentives and despise constraints and punishments. Incentive in a complete sense should include two meanings: incentive and constraint, and reward and punishment are the unity of opposites. Incentives are not all encouragement, but also many negative incentives, such as fines, demotion, salary reduction and even elimination.

Rewarding failure is also an incentive.

Allowing failure is one of the typical characteristics of a positive innovation environment. Managers should let all employees who start a business but are frustrated by setbacks know that as long as their reasons and methods are correct, even if the result fails, it is worth encouraging.

Third, how to motivate effectively.

1. Adhere to people-oriented principle and treat employees sincerely.

Thomas peters once said: Excellent management is inseparable from people, and people's enthusiasm should be aroused with touching, simple and beautiful values. Managers should take employees as the center, satisfy employees' sense of belonging and achievement needs, listen to and understand their complaints, make them feel satisfied with their self-esteem and respect by allowing them to participate in the decision-making of enterprise development, working conditions and other major issues, and realize that their potential for continuous improvement is more important than setting goals. Only in this way, employees can concentrate on the organization, and the morale of the organization will certainly be improved and improved. For example, managers should have a formal conversation with employees every year to discuss what the work is this year, how many work goals there are, what the measurement standards are, what training they need to go through in order to achieve their goals, the development opportunities of employees, and what plans they have in the future, so as to help employees realize their wishes. Let everyone go out to study or train regularly, and employees will leave their posts. Whether traveling or studying, this is not only a team life, but also the welfare of the company. While learning to charge, you will also relax. This is also the company's recognition of employees, and employees will have a strong sense of belonging.

2, understand the needs of employees, targeted incentives.

Employees come into your company with their own needs. Only by understanding their needs can they effectively mobilize their enthusiasm. According to Maslow's demand theory, different employees or the same employee will have different needs at different times or in different environments. Therefore, when formulating and implementing incentive policies, we should first investigate what the real needs of each employee are, sort out and classify these needs, and then formulate corresponding incentive policies to help employees meet these needs. For example, young employees pay more attention to having autonomy and innovative working environment; Middle-aged employees pay more attention to the balance between work and private life and career development opportunities, while older employees pay more attention to job stability and share company profits. For management technicians, two career planning lines can be designed, one is administrative management line, the other is professional line, and several levels of channel design can be carried out for industrial workers. This requires our managers to be good at grasping the main contradictions and the leading needs of employees. Otherwise, motivation is an armchair strategist.

3. Establish a scientific and fair incentive mechanism.

Incentive system must embody the principle of fairness. Equity theory points out that a person's work motivation is not only influenced by his absolute remuneration, but also by his relative remuneration. Everyone will unconsciously compare their labor vertically and horizontally. By comparison, see if you have been treated fairly. Thereby affecting your mood and work attitude. Therefore, before the introduction of the system, it is necessary to solicit the opinions of employees extensively, get the approval of most people, publish the system, and strictly implement it in the incentive.

4. Scientifically analyze enterprise posts.

Job analysis is the basis of enterprise salary management. The salary of each employee is closely linked to his own work, and the job content, job responsibilities and job requirements carried by the post match his value. This value is obtained through scientific methods and tools analysis, which can basically ensure the fairness and scientificity of salary and is also a necessary means to break egalitarianism. Moreover, you can also arrange job rotation to solve the job boredom that employees may get from doing a job for a long time, so that new jobs and new businesses can stimulate their new work enthusiasm.

5. Establish a scientific performance management system.

The management process of an enterprise is a process of accumulating and obtaining performance, including organizational performance, departmental performance and personal performance of employees. Judging from the present situation of enterprises in China. Performance management is still an obvious blank. Even if some enterprises implement performance management, they mostly stay at the level of performance appraisal or become a mere formality. Few enterprises really attach importance to performance management and scientifically promote performance management. Without performance management, it is difficult to reflect the fairness and incentive of salary. Therefore, enterprises should attach importance to performance management, seriously study the theory, methods and processes of performance management, scientifically understand performance management, and strive to promote the implementation of performance management in the organization. Let performance speak for itself, unify the thoughts of enterprise managers and employees on performance, give play to the dynamic role of performance management, and mobilize the enthusiasm of employees.

In a word, human resource management is an art that uses scientific means and flexible system to mobilize people's creativity and enthusiasm. No matter what kind of enterprise is inseparable from people's creativity and enthusiasm, enterprises should flexibly use incentive means according to the actual situation. Really establish an incentive system that adapts to the characteristics of enterprises, the characteristics of the times and the needs of employees, stimulate the potential and enthusiasm of employees and improve the core competitiveness of enterprises.