What are the incentives for beauty salons?

What are the incentives for beauty salons?

What are the incentives for beauty salons? The best way to affirm a person's ability is to motivate. . As a beauty salon, beauticians should be encouraged when they achieve good results, so that they have the confidence to meet greater challenges. What are the incentives applicable to beauty salons? What are the incentive measures for beauty salons? 1

Applause

Among all the incentive measures, applause is a choice with little cost but excellent effect. Getting applause is getting affirmation, which is very important for everyone. But not everyone will use the simple measure of clapping, and more managers don't even know how many times they should clap, so I doubt whether people have used the simplest incentive measure of clapping.

I have asked this question countless times: "Applause, how many drums do you need?" The vast majority of the answers are "three or four times". In fact, as long as we applaud ourselves to test it, we will find that there is no feeling after three or four times, and the time is too short to move the listener. Therefore, it takes more than nine applause for the listener to feel and be moved at the same time, and only when he knows everyone's affirmation and appreciation of him can he be motivated and work harder. Therefore, as long as we use applause as an incentive, we should applaud warmly for a long time, and if necessary, we need to stand up and applaud for a long time. This kind of incentive is very exciting and can give people very clear affirmation and appreciation.

Praise

Praise is the second measure that costs less and has a high degree of motivation. Someone has done a survey, and the conclusion is that being a boss can give direct praise to subordinates, and the incentive effect is very good. Daily management experience also tells us that public praise is a very effective reward. Most people think that the most effective incentive is to praise the performance at work personally and immediately by the manager. Dr. GeraldH.Graham of the United States presided over a survey, and concluded that the most effective motivation skills include:

(1) when employees perform well, the boss congratulates them in person;

(2) The boss personally wrote to praise the good employees;

(3) Take the performance of work as the basis for promotion;

(4) managers praise outstanding employees publicly;

(5) Managers hold meetings to publicly reward departments or individuals for their excellent performance.

However, the above effective incentive measures are not common in daily management. Managers always use bonuses to commend at the end of the year, and are not used to using incentive measures in daily activities. Sometimes, a word of praise and affirmation brings immeasurable incentive effect. Because people have higher spiritual needs besides material needs to be met, and praise is the most direct and simple way to realize self-worth.

flowers

flowers are the third measure with relatively low cost and obvious incentive effect. Because flowers have many symbolic meanings and high visibility in people's lives, managers need to learn to use this incentive measure. Especially for beauty salons with many female employees, this is the best incentive method. It is said that women are like flowers, and there are probably not many women who don't like flowers in this world.

grand ceremony

a grand ceremony costs a little more, but grand is not luxury, but it should be given some value by heart. There will be many special moments in daily life. If we can make good use of them and give them a grand ceremony, the incentive effect will be obvious.

I have participated in the induction of new employees in a company, and many companies provide training for new employees to understand the company's situation. However, this company used a very different ceremony in the arrangement of new employees, that is, each employee was given a cup engraved with the company's and employees' names, and the cup was given to the new employees one by one by the old employees. Two years later, I met these former new employees again, and they all told me that they were very impressed by a cup they joined. At that moment, they knew they were a member of the company and cherished the cup very much.

However, in any case, incentives need costs, so beauty salon managers should use incentives in a targeted manner. As the most important skill, motivation needs to be truly mastered and effectively used by every manager. However, incentives must be targeted at human nature and meet personal needs. There is a classic saying in Du Lala that "giving her the best effect when she wants it most", and so is incentives. Only those that meet the needs best have the greatest effect. What are the incentive measures for beauty salons? 2

1. Money incentive < P > Although people's living standards have been significantly improved in today's knowledge economy era, the relationship between money and incentives is gradually weakening. However, material needs are always the first need of human beings and the basic motivation for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. Such as taking the form of salary or any other encouraging remuneration, bonus, preemptive right, insurance money paid by the company, or giving rewards when making achievements. To make money an incentive, managers must remember the following things.

first, the value of money is different. The same money has different values for employees with different incomes; At the same time, for some people, money is always extremely important, while for others it is never so important.

second, financial incentives must be fair. Whether a person is satisfied with his remuneration depends not only on its absolute value, but also on social comparison or historical comparison. Through relative comparison, we can judge whether he has been treated fairly, thus affecting his mood and work attitude.

Third, money incentives must be opposed to egalitarianism, and average distribution equals no incentives. Unless employees' bonuses are mainly paid according to their personal performance, enterprises will not give them much incentive even if they pay bonuses.

2, goal motivation

is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As a kind of inducement, the goal has the functions of initiation, guidance and encouragement. Only by constantly inspiring the pursuit of high goals can a person inspire his inner motivation to strive for progress. In fact, everyone has other goals besides money, such as power goal or achievement goal. Managers want to dig out this hidden or present goal in everyone's heart, and help them to formulate detailed implementation steps, and guide and help them to achieve their goals in the subsequent work.

When everyone's goal needs to be realized strongly and urgently, they will pay keen attention to the development of the enterprise and have a strong sense of responsibility for their work, and they can consciously do a good job without being supervised by others at ordinary times. This kind of goal motivation will have a powerful effect.

3. Respect incentives

We often hear words like "the company's achievements are the result of the efforts of all employees". On the surface, managers respect employees very much, but when the interests of employees appear in an individual way, managers will reject them in the overall interests of all employees in the enterprise. They will say "We can't just take care of your interests" or "You don't want to leave, we can't worry about finding people", and then employees will feel ".

obviously, if managers don't pay attention to employees' feelings and respect them, they will greatly dampen their enthusiasm, making them work only for remuneration, and their motivation will be greatly weakened. At this time, laziness and irresponsibility will follow.

Respect is a catalyst to accelerate the outbreak of employees' self-confidence, and respect motivation is a basic motivation method. Mutual respect between superiors and subordinates is a powerful spiritual force, which contributes to the harmony among employees and the formation of corporate team spirit and cohesion.

4. Participation and motivation

The practical experience and research of modern human resource management show that modern employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. There is no doubt that few people participate in discussing their own behaviors without being motivated.

Therefore, letting employees participate in management properly can not only motivate employees, but also gain valuable knowledge for the success of enterprises. Through participation, employees can form a sense of belonging and identity to the enterprise, which can further meet the needs of self-esteem and self-realization.

5. Work motivation

Work itself has motivation. In order to give full play to the enthusiasm of employees, managers should consider how to make the work itself more meaningful and challenging, and give employees a sense of self-realization. Managers should carry out "work design" to enrich and expand the work content and create a good working environment. But also through the employees and positions. Two-way choice gives employees a certain choice in their work.

Training and development opportunities

With the advent of knowledge economy, today's world is becoming more information-based, digital and networked. With the continuous acceleration of knowledge updating, the unreasonable knowledge structure and knowledge aging of employees have become increasingly prominent. Although they continue to enrich and accumulate knowledge in practice, they still need to take incentive measures such as certificate study, further study in colleges and universities, and training abroad. Through this training, they can enrich their knowledge, cultivate their abilities, provide them with opportunities for further development, and meet their needs for self-realization.

honor and promotion incentive

honor is a lofty evaluation of individuals or groups by people or organizations, and it is an important means to meet people's self-esteem needs and inspire people to strive for progress. From the perspective of human motivation, everyone has the need of self-affirmation, glory and striving for honor. It is a good spiritual incentive method to give necessary honor rewards to some advanced employees who have outstanding performance. The cost of honor incentive is low, but it works well.

6. Negative incentives

Eliminating incentives is a punitive control method. According to the reinforcement theory in incentives, incentives can be punished, that is, using coercive and threatening control techniques, such as criticism, demotion, fines, salary reduction, elimination, etc., to create an unpleasant or stressful condition to deny some unqualified behaviors.

both modern management theory and practice point out that in employee motivation, positive motivation is far greater than negative motivation. The higher the quality of personnel, the greater the negative effect of elimination incentives. It may be easier to understand if we use the two-factor theory to explain this problem. The elimination incentive generally adopts a single assessment index, which causes employees a sense of job insecurity, and it is also difficult for employees to have the opportunity to sum up experiences and lessons. At the same time, it will make the relationship between employees and superiors tense, and the relationship between colleagues is complicated, so it is difficult for employees to have a long-term work plan.