Incentive scheme for hospital staff

hospital staff incentive scheme

hospital staff incentive scheme. It is generally necessary to write a plan in advance, and in order to ensure that the work or things can be carried out efficiently, it is essential to make a plan in advance. The plan is a written plan that clarifies the time, place, purpose, expected effect, budget and method of the action. Let's take a look at the hospital staff incentive plan. Incentive scheme for hospital staff 1

1. Analysis of incentive factors for hospital staff

Practical data show that among many work incentive factors, income and bonus and welfare are the two most selected factors for hospital staff, followed by job security, fairness, management style, learning and training, development opportunities, working environment, recognition, work achievement, interpersonal relationship, leadership care, ideological work and sense of honor. Most hospital staff choose income and bonus and welfare as the incentive factors for their work, which shows that most staff attach great importance to material treatment.

According to the gender analysis of hospital staff, among male employees, income, bonus and job security are the main motivation factors, and this is also true among female employees. In terms of learning and training, development opportunities, management methods, etc., male employees have more needs than female employees; In terms of learning and training, fairness and management style, female employees have more needs than male employees.

according to the age of hospital staff, the incentive factors of their work are analyzed, and income, bonus and job security are the incentive factors of hospital staff of all ages; Working environment, study and training and development opportunities are the main incentive factors for hospital staff aged 21 ~ 3; Fairness is the main incentive factor for hospital staff aged 31 ~ 4; Management style is the main incentive factor for hospital staff aged 41-5, while interpersonal relationship is the main incentive factor for hospital staff over 51.

Second, the important role of establishing an incentive mechanism

1. Establishing an incentive mechanism is the hospital's concern for employees

Because the material life of the people has been continuously improved with the reform and opening up, and most hospital employees are no longer interested in material incentives, in order to make hospital staff have a stronger desire for higher-level needs, a spiritual incentive mechanism should be established in the hospital.

Practice has proved that when the material needs of hospital staff are met, they will pursue higher-level development. The establishment of incentive mechanism fully reflects the hospital's concern for employees. In the daily work of hospitals, the role of incentive mechanism has been reflected, and encouraging hospital staff can promote China's social and economic development to a certain extent.

2. Establishing an incentive mechanism can fully reflect the cultural development of hospital staff

Spiritual incentive in the incentive mechanism has become the development direction of employees in modern hospital culture. Hospital staff need to be trusted and respected in their work, so hospital managers should also change their vision and thinking about hospital staff. When establishing an incentive mechanism in a hospital, if we only pay attention to the low-level material incentives for personnel and ignore the emotional and spiritual incentives, the enthusiasm of their work cannot be fundamentally mobilized. Therefore, on the basis of material incentives for hospital staff, the implementation of spiritual incentives can not only stimulate the enthusiasm of hospital staff, but also enable people to fully understand the role of establishing incentive mechanisms and fully reflect the cultural development of hospital staff.

3, the establishment of incentive mechanism can mobilize the creativity of hospital staff

When employees' basic needs are met, they can be encouraged mentally, which can strengthen the emotional communication between employees, make employees respected, and create good interpersonal relationships among employees, so that employees can maintain their pleasant mood in their daily work in the hospital and their work enthusiasm can be better mobilized. After establishing an incentive mechanism and giving spiritual incentives to hospital staff, the creativity of their work has also been stimulated.

Third, implement appropriate incentive measures

1. Pay more attention to the material needs of most hospital staff

Because the incentive factors of most hospital staff are income and bonus, it shows that the basic material needs are still the goal pursued by most hospital staff. Therefore, the hospital should pay more attention to the material needs of most hospital staff, and appropriately increase their income and reward, which can motivate most hospital staff to some extent. However, we should follow the principle of distribution according to work to distribute material benefits in order to establish a correct concept of labor.

2. Formulate targeted incentive measures

In the investigation of the incentive factors of hospital staff, different staff have different needs. In addition to basic material needs, some staff have higher-level needs for recognition, work achievements and development opportunities. Therefore, we should formulate targeted incentive measures, comprehensively consider the positions, professional titles, education, age, gender and other factors of hospital staff, and implement appropriate incentive measures according to the special situation of each employee, so as to ensure the application effect of the incentive mechanism.

3. Pay attention to improving and strengthening the spiritual motivation measures

Although the number of people who choose motivation factors such as ideological work and sense of honor is small, they cannot be ignored when motivating hospital staff in the future. In addition, it is necessary to avoid only using material incentives to mobilize the enthusiasm of hospital employees, and material and spiritual incentives must be combined to achieve the incentive goals better.

4. Pay more attention to the change of staff demand

Because some hospital staff will have higher-level demand after meeting the material demand, we should always pay attention to the change of hospital staff demand when formulating the incentive mechanism and policy, and change the incentive mechanism with the change of staff demand, so as to improve the benefits of incentive measures. Hospital employee incentive scheme 2

employee incentive scheme

The enthusiasm aroused in happy situations can ensure employees to accept the work voluntarily. Once employees have the willingness and initiative, they can actively find and solve problems in their work, and no matter what tasks they are given, they will try their best to complete them. Happiness is the ideal state of enterprise management. It is the bounden duty of managers to make employees happy and let employees devote themselves to their work with a happy mood every day.

1. Recognition

When an employee has completed a certain job, what he needs most is the boss's recognition of his work. The approval of the boss is the greatest affirmation of his work performance. In practice, recognition is the most easily overlooked incentive method by managers. Most managers do not give enough recognition to employees' achievements because they do not get enough recognition from their superiors.

therefore, it is not a natural thing to do this, and it is necessary to rebuild the management culture of the enterprise. The approval of managers and supervisors is a secret weapon, but the timeliness of approval is the most critical. If it is used too much, its value will decrease, and if it is used only in some special occasions and rare achievements, its value will increase.

As mentioned above, ordinary recognition and its positive impact on employees have been discussed. However, if the recognition comes from a higher-level supervisor or manager, the incentive effect on employees will rise by several levels. The methods used can be such as sending an email to the employee, or the manager making a personal phone call to congratulate the employee on his/her achievements or shaking hands with him in public to express his/her appreciation.

2. Praise

This is a form of recognizing employees. Most managers of domestic enterprises are stingy to praise how their employees have done, and some managers blame this on the lack of necessary skills. In fact, praising employees is not complicated, and there is no need to consider the time and place at all. You can praise employees at any time.

if you can give a word of praise at a meeting or social gathering hosted by the company, at a luncheon or in the office, at the end of the shift or before or during the shift, you can achieve unexpected incentive effect. Face-to-face praise will achieve better results, and the key lies in timeliness.

when there is reason to praise someone, don't put it off for any reason! Remember, quick response equals effectiveness, and praising employees will have a very strange effect when their achievements are still novel in their minds. The most effective way is to get up and go out and tell all employees in the company:

What a good performance it is or praise them for their sales ... Don't let time slip by quietly, but seize any opportunity that the praise delivered immediately can have a positive impact.

3. Career

Employees want to know what their potential is and what opportunities they will have for growth. Among the important factors that motivate employees, employees' career problems are often forgotten. In fact, designing a career for employees within an organization can play a very obvious incentive effect.

If you attach importance to importing from internal promotion? Although the special environment will require enterprises to look for talented people from outside, if internal employees are always the first to be thought of when there is a job vacancy inside, it will send a positive message to every employee: there is indeed a longer-term career development in the company.

4. Job title

Whether employees feel that they are valued in the company is the key factor of work attitude and employee morale. Organizations should be creative when using various job titles. Consider asking employees to make suggestions and let them accept these titles and integrate into them. Basically speaking, this is to achieve a sense of honor, honor produces a positive attitude, and a positive attitude is the key to success.

5. Good working environment

In the eyes of employers, the importance of "working conditions" is only the ninth (or second only to the last). Is this really the case? Actually, it is not! In the eyes of employees, the working environment ranks second, and employees are very concerned about where they work.

this is an important factor affecting employee satisfaction. Does the office look good in terms of facade decoration? Are there any paintings, plants and brightly colored paints on the wall? These are usually factors that can make people feel that the environment is good.

is there enough space in the employee's workplace? Will it be like working in a canned sardine? How about the working equipment? Is the table the right size and the chair comfortable to sit on? Do employees have all kinds of office equipment needed to maximize their achievements? Is the temperature adjustment appropriate?

6. Give one-on-one guidance

Guidance means the development of employees, while supervisors only spend time. But the message that this time spent sends to employees is that you care about them very much! Moreover, for employees, it doesn't matter how many work skills the superiors can teach him, but how much you care about him. At any time, the emphasis is on positive feedback, especially on guidance in front of the public. We should recognize and encourage employees in public places, which will play a natural incentive role for others who can see and hear what is happening nearby.

7. Leadership role

Giving employees leadership roles to commend their performance can not only effectively motivate employees, but also help identify future candidates. Let employees chair short meetings; Give full play to the strength and skills of employees by organizing training meetings, and let one of them lead the training;

When an employee attends an outside seminar or investigation, it is a good way to appoint him as the leader of the training meeting, so that he can briefly explain the contents and key points related to the seminar to other employees. You can also consider letting employees lead a project team to improve internal procedures.

8. Team spirit

There is a very effective way to strengthen the team spirit of employees. On the topic of "team", employees are asked to exchange some ideas irregularly, such as submitting a team-related sentiment, and each sentiment submitted by employees is hung in a conspicuous position in the office, thus creating a team-oriented atmosphere. In addition, you can also take a group photo of all the staff.

enlarge the photo and hang it in a conspicuous position. This will make employees feel proud, and most people like to see themselves as part of a team. In addition, in the work, try to set the goal oriented by team driving force. People's struggle for a common goal will certainly enhance team spirit, because they must rely on others and be ready for others to rely on them.

9. Training

Is it possible for employees to have too much training? This situation can't exist. In practice, many managers think that "my employees have been trained" or "my employees are very good ... they just need a little training." This concept is actually wrong. For employees, training will never end. Providing training to employees is itself the best way to motivate.

This kind of training is not necessarily provided by the outside, but can be taught by managers or exchanged by internal employees. Participating in external training is an employee's favorite reward. Using external training as a competition reward for one or two people in the team can play a very obvious incentive effect.

However, it is necessary to establish a structural plan for the participants of external training, and let them give a brief introduction to other employees at the seminar when they return. In this way, everyone can gain knowledge and experience at a very small cost.

1. Team gatherings

Irregular office gatherings can enhance cohesion and, in turn, help strengthen team spirit, which will eventually have an impact on the working environment and create a positive working atmosphere. For example, the party on the eve of Mid-Autumn Festival, the picnic before New Year's Day, the mountain climbing on the Double Ninth Festival, the outing before March 8th, the birthday dinner for employees, etc., all of which can successfully bring employees together for a happy time. These wonderful memories will make employees feel the warmth of the team.

11. Special Dress Day

This method is more used in areas such as shopping malls and supermarkets where you have to wear work clothes every day. For these employees who require to wear work clothes every day, it is a common luxury to wear informal clothes to work one day. Using holidays or festivals to create informal clothing days with color as the theme is enough to cheer these employees up. This can increase the effect of informal days: determine informal days before holidays for every employee.

Let him enjoy the first few days of his holiday. A few days before a sports meeting or a big festival is an excellent opportunity to determine an informal day, so that employees can wear appropriate colors, buttons and iconic clothes. The employee's birthday can also be used as a special dress day. Natural and elegant special dress day will produce many effects or incentives based on surprise and pride.

12. Vacation

A competition for vacation time will be held. In order to get a 15-minute or half-hour break, employees will work as hard as cash rewards. In many cases, when employees are faced with the choice of cash and vacation rewards, they will choose vacation. If a performance target