Employees can be motivated without a raise. 17 Practical methods for the boss!

When it comes to how to motivate employees, many managers, especially middle managers, often complain: "I have no right to promote employees, and I have no money to give employees a raise and reward. How can I motivate employees? " How can you just talk and not practice? "

While some managers are still clinging to the traditional incentive methods, some promising managers have creatively summed up many effective soft incentive methods with low cost or even zero cost in practice.

0 1 continuous recognition

Jack Welch said: "My business theory is to make everyone feel their contribution, which is visible, tangible and countless." What employees need most to complete a job is the boss's affirmation. The boss's approval is the greatest affirmation of his work performance. 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 only used in some special occasions and rare achievements, its value will increase. You can use email to employees, or make personal phone calls to congratulate employees on their achievements, or shake hands with employees in public and thank them.

Smith, a business management consultant, pointed out that every employee's good performance, no matter how small, can have an incentive effect if it can be recognized. Pat employees on the shoulder and write a short thank-you letter. This kind of informal small commendation may be better than the grand annual model employee commendation meeting of the company.

Sincere praise

This is a recognition of employees. Most of our managers are stingy in praising employees' performance, and some people blame it 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 compliment at a meeting or social gathering hosted by the company, at lunch or in the office, at the end of the shift or before or during the shift, you can achieve unexpected incentive effect.

When the results are still novel in the minds of employees, praising employees will have a very strange effect. The most effective way is to walk among employees and tell them, "This is an exciting idea!" "You did a good job. Work hard to create a kiness record for our company, and then I will give you a celebration dinner "... seize any opportunity, and the praise conveyed immediately can have a positive impact."

Bob Nelson said: "For employees, expressing sincere thanks from the right people at the right time is more meaningful than salary increase, formal awards or numerous qualification certificates and medals. The reason why this kind of reward is powerful is partly because the manager noticed the achievements of the relevant employees at the first time and expressed the reward in person in time. "

The best way to impress people is sincere appreciation and kind praise. The cleaner of a big company in South Korea was originally the most neglected and despised role, but it was such a person who fought to the death with the thief when the company's safe was stolen one night.

Afterwards, someone asked him about his motives, and the answer was unexpected. He said: when the general manager of the company passes by him, he will always praise him from time to time, "The floor you swept is really clean." You see, with such a simple sentence, the employees were moved and committed to each other. This also coincides with an old saying of China, "A scholar dies for his bosom friend".

"Case" and "Employee Affirmation Plan"

Nelson, a famous management consultant, believes that in order to conform to the future trend, business operators should immediately design a low-cost "employee affirmation plan" according to their own conditions, goals and needs. His view is that after completing an excellent job, employees often need the gratitude of their superiors most, not just a salary increase. Here are ten rules to motivate employees:

(1) personally thank the employees for their excellent work performance, one-on-one in person or in writing;

(2) Take some time to listen to the voices of employees;

(3) Provide clear feedback on outstanding performance of individuals, departments and organizations;

④ Actively create an open, trusting and interesting working environment and encourage new ideas and initiative;

⑤ Let each employee know about the company's revenue and expenditure, the company's new products and market competition strategies, and discuss the role each employee plays in all plans of the company;

⑥ Involve employees in decision-making, especially those that affect them;

⑦ Affirmation, reward and promotion should be based on personal work performance and working environment;

(8) Strengthen employees' sense of belonging to work and working environment;

Pet-name ruby provide employees with opportunities to learn new knowledge and grow, tell employees how managers can help them achieve their personal goals and establish partnerships with each employee under the company's goals;

Attending to celebrate success-whether it is the excellent performance of the company, department or individual, we should hold a morale promotion meeting or related activities.

Nelson particularly emphasized that praising employees should conform to the principle of "immediacy". Managers should be able to spend a few minutes before the end of each day writing a note to praise outstanding employees; Look at employees through walking management and encourage employees in time; Take time to have lunch and a cup of coffee with employees; Public praise, private criticism, etc. As long as managers make more efforts, employees will be greatly encouraged and their work results will be greatly improved.

03 honors and titles

Giving honorary titles to employees with outstanding work achievements, emphasizing the company's recognition of their work, letting employees know that they are excellent can stimulate their enthusiasm for work.

Whether employees feel valued in the company is the key factor of work attitude and employee morale. Managers should be creative in using various titles. Consider asking employees to make suggestions and get them to accept these titles and integrate into them. Basically, this is to realize the sense of honor, which produces a positive attitude, and a positive attitude is the key to success.

For example, you can set up various honorary titles in your team, such as "Creative Angel", "Master of Wisdom", "Thunderbolt Charge" and "Perfect Beauty", and select them once a month, once a quarter and once a year. After selecting the right person, you should hold a proper grand ceremony to award the honor and let all team members celebrate the honor.

04? Give one-on-one guidance

Guidance means the development of employees, and supervisors just spend time. But the message that this time is spent on employees is that you care about them! Moreover, for employees, it doesn't matter how many job skills the superiors can teach him, what matters is how much you care about him. At any time, the focus is on positive feedback, especially in the face of public guidance. We should recognize and encourage employees in public places, which will naturally inspire others who can see and hear what is happening nearby.

"case" Welch note

Anyone who has read Jack Welch's autobiography must remember Welch's post-it management vividly. 1998 Welch wrote to Jeff: "... I appreciate your work in the past year ... your accurate expression ability and your learning and dedication are outstanding. I can play any role you need-whatever it is, just call me. "

At the back of this book are Welch's notes to Jeff from 1998 to 2000. These notes have played a great role in perfecting Welch's management concept. How touching the encouragement of these humanized notes to subordinates or friends is, and how many people feel sorry for their efforts and achievements.

05 Leadership Roles and Authorization

Rewarding employees for their performance in leadership roles can not only effectively motivate employees, but also help identify future candidates. Let employees preside over short meetings; By organizing training meetings, give full play to the strength and skills of employees and let one of them lead the training; It is a good way for an employee to be appointed as the moderator of the training meeting after attending an external seminar or investigation, and let him briefly explain the contents and main points related to the seminar to other employees. You can also consider letting employees lead a project team to improve internal procedures.

Authorization is a very effective way to motivate. Authorization can make employees feel responsible, valued and respected, different, favored and reused by superiors. Under this psychological effect, authorized employees will naturally stimulate their potential abilities and even go through fire and water for this.

06 team activities

Irregular office gatherings can enhance cohesion, which in turn helps to enhance team spirit, and will eventually have an impact on the working environment and create a positive working atmosphere. For example, parties on the eve of Mid-Autumn Festival, picnics before New Year's Day, mountain climbing on the Double Ninth Festival, outings before March 8th, birthday dinners for employees, team celebrations and so on, all of which can successfully make employees get together and have a happy time.

At the same time, it is best to keep these activities on the company's or team's website or webpage through photo display, DV shooting, etc., so that these beautiful memories will become eternal, give employees a warm experience and encourage them to belong to the team at all times.

holiday

Launch a vacation time competition. In order to get 15 minutes or half an hour's rest, employees will work as hard as cash rewards. Many times, when employees are faced with the choice of cash and vacation rewards, they will choose to take a vacation. If a performance goal is achieved by a team or all employees, the most appropriate reward is vacation.

08 theme competition

The theme competition within the organization can not only promote the improvement of employee performance, but more importantly, this method helps to maintain a positive environment and has a very obvious effect on reducing employee turnover rate. Generally speaking, anniversaries, sports meetings and culture can be the themes of some competitions, as can the discussion of life value, problems in work and value innovation. Holding small or large-scale sports meetings regularly will undoubtedly bring happiness and team sense to employees. You can also cooperate with your own customers, which can not only enhance communication and cooperation between employees, but also enhance the relationship with customers.

09 example

Benchmarking learning is an important weapon for managers' team leadership.

The power of example is infinite. By setting an example, you can promote the learning enthusiasm of each member of the group. Although this method is old-fashioned, it is very practical. A bad employee can make everyone learn badly, and an excellent example can also improve the working atmosphere of the group. There are many ways to set an example, such as daily list, weekly list, monthly list, quarterly list and annual list. Can also set up a single case, or a comprehensive case, such as innovation list, general manager's special award, etc.

10. convey passion

Jack Welch is an enthusiastic person. He said, "I am very enthusiastic." . Infect my team through my passion and make my team passionate. This is my real hobby. "Jack Welch clearly remembers that when he first came to GE, none of the management teams composed of dozens of general managers was selected by him. It is certainly difficult for these managers to accept his idea at once.

In order to infect the GM team with his passion, Jack Welch attaches great importance to communication. In many forms, he likes speaking. Every time he goes to the branch office on business, he will spare an evening to give a speech to all the employees in the branch office. In addition to his professional knowledge, he also told them how to look at their careers, what attitude they should have towards their careers, how to prepare well and enhance their confidence. Every speech always excites and inspires the audience.

1 1 Let employees reward other employees.

As long as an employee achieves a major goal, he can formally reward the employee in another group who has provided the most help in achieving this goal. This is also a reward for those employees who silently provide support but often get no praise.

12 Old employees bring new employees.

The speed at which new employees are familiar with enterprise system, master working methods and identify with enterprise culture mainly depends on the acceptance of new members by old employees.

It is suggested that a "mentor" system should be adopted for new employees, and an old employee should bring a new employee. On the one hand, making new employees familiar with job responsibilities and skills requirements as soon as possible is also an incentive for old employees.

From a psychological point of view, everyone has the desire and requirement to help others. Let the old employees become the "mentors" of the new employees, which reflects the enterprise's attention and respect for the old employees and gives them a sense of satisfaction and honor psychologically.

13 makes the work more challenging.

No one likes mediocrity, especially for young and self-motivated employees. Challenging work and successful satisfaction are more inspiring than actual salary.

Therefore, leaders should appropriately authorize employees according to their requirements, so that employees can participate in more complex and difficult work, which on the one hand is to train and exercise employees, on the other hand, it also improves employees' satisfaction.

14 let employees make flexible work plans

The traditional top-down target management method has the advantage that the company's goals can be decomposed into departments and posts, but the disadvantage is that it lacks flexibility and the goals are relatively fixed. However, the change of the external environment leads to the infeasibility or failure to achieve the goal, thus causing the contradiction between the appraiser and the examinee.

In order to solve this contradiction, managers should fully empower employees, give them more rights and independent space, let employees make flexible work plans, arrange the time and way to complete their goals by themselves, and adjust the goals to a certain extent, so as to fully mobilize the enthusiasm of employees and stimulate their work enthusiasm and creativity.

15 Establish employee interest groups

Companies can set up various interest groups or clubs. For example, painting and calligraphy group, chess and cards group, literature and art group and so on. And organize activities regularly, and the company gives some financial support. Such interest groups can improve the communication between employees in various departments and improve the harmony and cohesion of the organization.

The company does not interfere with or restrict the activities of political parties. Individual employees form such groups, and managers choose from each other and adopt a rotation system. Everyone has the opportunity to become a "leader" and give full play to their abilities.

16 Let employees see the happiness of customers.

When people see that their efforts are actively changing the people around them, they will feel better about themselves, so they will be happier.

Employees who don't directly deal with customers usually can't see the final results of their labor, and employees who deal with customers can usually hear customers' complaints.

Therefore, we can invite beneficiary customers to the company for discussion from time to time, record videos to thank the team for their hard work and strengthen the interaction between the company and customers.

17 N menu of zero-cost or low-cost incentives

1 Sincerely say "Thank you!"

Say "thank you" sincerely.

Sincerely say, "You are great!"

Sincerely say, "This is a great idea!"

5. Pat employees on the shoulder (attention of women)

6 a look of recognition and trust

7 hug when congratulating.

A burst of laughter shared success.

Write a letter of encouragement or thank you.

10 Respond to employees' emails in time.

1 1? A phone call and a small gift for employees' anniversary.

12 blessings and greetings from SMS.

An unrestrained outing or team gathering.

Giving employees a promotion and salary increase is of course an indispensable means and measure to motivate employees, but money and positions are limited, and people's desires are unlimited. Obviously, it is impossible to satisfy employees' desire by merely relying on salary increase and promotion, and some of the above-mentioned incentive methods and skills that emphasize people's spirit and emotion are not only low-cost or even zero-cost, but also reusable.

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