Effective ways to motivate employees

Effective ways to motivate employees

In organizational behavior, motivation mainly refers to the psychological process that stimulates people's motivation. Through stimulation and encouragement, it is the process by which people generate an inner drive to move towards their desired goals. The following are effective methods for motivating employees that I have collected and compiled. I hope it will be helpful to you!

1. To motivate well, you must first implement the three-element method (i.e. standards, restrictions and responsibilities).

Standards and restrictions actually belong to the scope of control, and responsibility belongs to incentives. In fact, standards, restrictions and responsibilities are the PDCA cycle talked about in Western management science, which means that everything has results and does more small cycles. Standards, restrictions and responsibilities are also a cycle. Once standards are set, inspections must be made, and inspections must have rewards and penalties.

What is the essence of motivation? The essence of motivation is to follow up and evaluate what has been done from beginning to end. Incentives are not about bonuses or fines. Inexplicable awards can only create greed.

I met a boss who was drinking with the managers at night. Hearing that it was someone’s birthday, he gave him a thousand yuan. This is creating greed. The next day, the man did something wrong, and the boss scolded him again. The man turned around and said that the boss was a psychopath. As a result, this person became angry again. This is the result of arbitrary rewards and arbitrary punishments.

Employees will be very happy if the incentives are clear and consistent, even if they only have praise and no reward. Of course, he is happier with the bonus money because his efforts have been recognized. If he is indeed wrong about this, even if he is not fined, let him stand up and apologize to everyone, so that he will not dare to do it again next time.

Letting him take responsibility for his own affairs is the best way to develop his own nature. Your accurate evaluation of what he has done is a direct stimulus and encouragement to his nature.

The implementation of the production day plan in the enterprise must be accompanied by daily assessment, so that everything has a beginning and an end. If there are standards, someone must check them. After the inspections are completed, there must be rewards and punishments. Nothing can be left to chance.

Management actions can be done less, but management actions must be closed. What is closure? Having a beginning and an end constitutes a closed loop.

The projects that Oubo has done well do not have many actions at all. They only make one to twenty control cards in two months to control key points, but each action has a beginning and an end. A small research project must be effective, and a control card must be strictly checked. Some control cards have even been checked 200 times at one point, and the effect is very obvious.

2. The second incentive method is called segmented control method.

Why segmentation? The purpose of segmentation is to make incentives happen frequently and in detail. We divide tasks into each month, each month is divided into weekly tasks, and each week is divided into daily tasks. This is time segmentation. Then the tasks are assigned to each workshop, even each process, each machine, and each person. This is space segmentation. Why is segmentation useful? It conforms to the law that excitation requires high frequency.

When we formulate production plans, we must pay great attention to the breakdown of order delivery dates. If we don't do this well, we won't be able to motivate at all. We don’t know who to motivate, nor when to motivate, nor how much to motivate. We can only wait until the goods can’t be shipped, and then the boss will yell at everyone.

Many bosses are at a loss at this stage. When I couldn't deliver the goods, I called all the department heads together. As a result, all departments said it was not my fault and completely passed the responsibility. Why can they pass the responsibility? Because the final shipment cannot be completed by one person. The purchasing department said: "I have placed an order for the materials a long time ago." The warehouse said: "The materials have not come back, what can I do?" The production department said: "I went to pick up the materials but there was no material." The planning department said: "I have long ago Production has been arranged. "The business department said: "I have already passed the order."

Order decomposition must be done. It facilitates the decomposition of time into each department and facilitates us by department and position. , motivate according to individuals and according to decomposed time nodes.

When doing management, we must avoid being too comprehensive. We want systematic solutions, we want small actions, and we want actions that are effective in a short time.

For all newly started projects, the OBO Planning Department requires the project leader to take action to know the results within half a month. We call this small breakthrough. It takes half a month to know the effect of this small task, half a month to test its effect, and half a month to motivate. Without such actions, it is useless to formulate a system on how to operate the production plan. The time for small-scale research is no more than half a month. Sometimes the scope is just one process and the number of people may be just a few, but the results can be clearly seen.

This is because small-scale problem solving is the most effective way to mobilize the enthusiasm of employees. Employees need to see their own strength and achievements. Nowadays, employees of enterprises no longer know what they can do. They often get scolded by customers, bosses and managers because they cannot deliver goods or because of quality problems.

When your company is filled with a feeling of failure and helplessness, the company has no imagination and no vitality.

We must activate our imagination. Imagination is the power of will. If we have the power of will, our wishes will come true. If we take one action, our performance will increase by 10%, and if we take another action next time, our performance will increase by 10%, employees will become more motivated as they do more. Rewards are second, self-affirmation is first. Everyone must believe that seeing your own strength is the best motivation, and self-appreciation is the best motivation.

3. The third method of motivation is the data control method. .

The data control method relies on performance to stimulate the numb nerves of employees. This performance must be digitized. Just like when we criticize a person: "Why did you do so poorly?" Can this make him angry? Absolutely not! But if you say: "Others can complete 99%, why did you only complete 60%?" That's right. He has excitement. If you want to stimulate his performance, you must know how to establish a basic data system in the enterprise.

Companies must have basic data, because this is the prerequisite for motivation.

To establish a data system, it is necessary to establish a basic form system. An enterprise can be without processes (process documents), but it cannot be without forms. You can start with the form and then the process (process file). Enterprises with poor management foundation should not rush to formulate perfect process documents. They should start directly from the form and build those basic and necessary forms immediately. You can evaluate performance immediately after creating a form. Don't make a process document perfect and then evaluate performance. Therefore, form first and then process, we always have to do this.

It is an effective approach to tackle the problem first and then the system, and first the form and then the process.

4. The fourth method of motivation is the audit control method, which is process motivation.

In fact, it is a kind of process motivation to check whether you have done it during the process. To put it simply, it is a man-marking tactic.

The audit control method is a man-to-man tactic, which makes the person doing the work feel like there is a pair of eyes staring at you from behind. The audit control method conforms to the law of frequent incentives. Why? Because auditing is a frequent follow-up of the process.

After the audit is completed, rectification notices will be issued for areas that were not done well. Audits must be accompanied by actions:

The first is case analysis. We must focus on the key points of the audit results and let everyone share them. Share the good ones, share the bad ones too.

Second, the audit must form a battle report, and the battle report must be seen by everyone in the company. Therefore, companies must have publicity windows and corporate tabloids. Through these channels, everyone can see the implementation of various actions launched by the company. Only in this way can the audit function be played.

Audits must know how to create an atmosphere. Our current management system is a bureaucratic system, so there must be a force independent of this system that connects the world and the earth. If you go up to the sky, you can connect to the boss and the highest manager; if you go down to the ground, you can connect to the workers and the site. This management force is audit. ;