The purpose of motivation in the company. Motivation of personnel work in the organization. Directions for improving and increasing the efficiency of personnel motivation in the organization

What are the basic and non-standard types of staff motivation? How to motivate employees in an organization? Who can help you choose the most appropriate type of staff motivation in management?

Any leader - at least large enterprise, even a small one, two questions concern us: how to increase profits and at the same time spend less? That is, how to achieve an increase in income without extra costs, and so that employees feel comfortable and do not want to look for something better.

In a new article from the staff motivation section, we will tell you about various types motivation. Anna Medvedeva is with you, a regular author of the online magazine HeatherBeaver.

Those who read the article to the end will receive a bonus - you will learn about completely unusual types of motivation that do not exist in theory, but are used in reality. existing companies. Read and adopt other people's experiences - perhaps this is exactly what is missing in your team.

1. What is staff motivation

Who has the right to name themselves good leader? One who knows the principles effective management staff and skillfully applies them in practice.

What does it mean to skillfully apply in practice? Here it is worth paying attention to the result.

Employees are happy wages, they do not strive to leave for competing companies, because your team has a wonderful microclimate, and everyone works with desire, showing a creative approach to their work. This is the result of quality management.

In order to lead competently, you need to use various management tools. One of these auxiliary techniques is the introduction of a motivation system at the enterprise.

What it is?

Staff motivation- this is the creation of an internal incentive among employees for high-quality and effective labor activity using various techniques.

Related to the concept of motivation is the concept of stimulation. Many people believe that these are similar terms. We would differentiate them a little.

Stimulation - this is the use of more stringent, categorical measures. Methods and forms of incentives vary, but most often they are negative in nature (that is, they represent a system of fines and restrictions).

Motivation but a more flexible and multifaceted system. It includes many techniques and is based on a variety of factors - from the specifics and goals of the entire enterprise to the needs of each individual employee.

We described in detail various types of staff motivation in the next section of our publication.

As in any other area related to the human factor, when drawing up motivational programs it is indispensable creativity And use of non-standard techniques . Only a combination of traditional and unconventional methods makes any motivation system really interesting and worthwhile.

4. How to motivate staff - step-by-step instructions

How to implement a motivation system so that it works from the very beginning and is protected from at least the most common errors?

Let's create an algorithm of actions.

Step 1. Inform employees about plans to increase motivation

Employees must be aware of all changes in the enterprise, and the introduction of a motivation system is no exception. Everyone should see the prospects and advantages of upcoming events, and most importantly, the benefits.

IN small organization It’s easier to make an announcement at a general meeting where all employees can gather. If the enterprise is large, then from general director orders are sent to department heads, who, in turn, convey information to subordinates.

Step 2. Carefully study the staff members

Often, ordinary written surveys and questionnaires are used for this. They make it possible to determine employee satisfaction with working conditions, relationships in the team, everyone’s desire for career growth, etc.

However, we recommend conducting staff certification. This more in-depth study will help you identify best employees, as well as divide employees into those working steadily and with varying success, assess the level of knowledge and skills, suitability for positions held and other very significant indicators.

Step 3. Analyze the motivation system of other companies

Studying the types of staff motivation in similar companies will be especially useful if you do not involve third-party specialists, but develop the program yourself.

Of course, you should not borrow completely ready-made schemes, even if they work well, because each enterprise and team has its own characteristics. But there is undoubtedly a rational grain in such practice.

Step 4. Approve the final version of the motivation program

Taking one of the systems as a basis, using the experience of competitors and data about your personnel, you can create an effective motivation system for your team.

Let us add that help or at least consultation from a competent specialist will not be superfluous. Especially if your team is small and there is no separate service marketers who would deal with such issues.

Step 5.

When the motivation program is ready, it again needs to be conveyed in detail to subordinates. Everyone should understand the system for calculating bonuses and bonuses and other nuances of the process.

Be sure to tell us about the main goal pursued by the set of upcoming events. When employees not only strive for personal rewards, but also feel like an important part of a larger process, this takes the quality of work to a completely different level.

5. Help in increasing staff motivation - review of the TOP 3 service companies

For those who are not strong in management theories, there are companies that professionally develop motivation systems adapted to the specifics of different institutions and teams.

There are also various kinds of training organizations - business schools, where you can get initial or in-depth knowledge in this area.

Meet representatives of this direction and choose the most suitable option for yourself.

1) MAS Project

Development company effective system business management offers the most reliable solution - to teach employees planning, time management and many other things that make work as productive as possible.

From the video posted on the site, you will learn about the tools strategic planning- project management, tasks and salary amounts, regulation, goal maps and much more. The program will help you constantly be aware of the performance of each employee.

The MAS Project system is an online service that can be deployed - both in the Cloud and in internal corporate system. Your employees will have access to it 24 hours a day, regardless of distance.

2) Business Relations

With this company you are guaranteed to make a breakthrough in the development of your enterprise. Business Relations offers training, after which the level of employee motivation increases to the maximum. The main goal of the training is to create a cohesive team, eliminate conflict situations and inspire employees to a new attitude to work.

Order a free test on the website to assess your team and a call back for consultation.

3) Moscow Business School

The business school, located in Moscow, provides training not only in the capital. Seminars and corporate training in the business field can be attended in many cities in Russia, Kazakhstan, Uzbekistan, Belarus and Vietnam.

If you need practical skills in business and management, feel free to contact one of the best domestic business schools that meets the international level. Diplomas and certificates issued here are valued both in the CIS and in the West.

The website conveniently provides a schedule of training events. For those who cannot attend in person, there is distance learning in the form of video seminars.

6. What non-standard ways exist to increase staff motivation - 4 main ways

Non-standard and unusual ways of rewarding employees are not needed to show the originality of management’s thinking.

A creative approach allows you to expand traditional motivation schemes and show attention to employees from different sides.

Method 1. Arrangement of a place to relax in the office

Even a small office needs additional space for changing rooms and rest areas. In this way, workers’ needs for comfort will be met.

Each employee will have the opportunity to drink tea or coffee during the working day without disturbing others and without showing their five-minute rest to visitors, if we are talking about an office where they work with clients.

In addition, during such snacks the atmosphere in the team is discharged, since employees have the opportunity to take a break from the work rhythm in an informal setting, simply chatting over a cup of tea.

Method 2. Award for good relations with colleagues

In a sincere, friendly atmosphere we work more fruitfully. In a prosperous microclimate in a team, everything becomes easier, creativity and mutual assistance flourish.

If management encourages this, the staff will be a true team of like-minded people, from which no competitor will lure away valuable personnel.

Example
The company "JapanGeneralEstateCo" has established a rule - to pay a bonus to the salary of about $3,000 to the manager of the company, who has developed friendly relations with employees.
Agree, this is a good incentive to reach a higher level of communication.

Method 3. Bonuses for vacation used for recreation

Often, instead of taking a vacation, people prefer to spend the money and time allocated for it on something else. Some people stay at work altogether, having received compensation, while others, instead of relaxing at the seaside, start another renovation or use their vacation pay to buy something useful for their home.

But human resources are not limitless, and everyone needs rest just as much as they need good nutrition. Without good rest, a person's productivity and quality of work decrease.

Therefore, some companies have the practice of paying compensation to those employees who replenish their physical and moral strength with the most rest. To do this, the employee only needs to present a voucher to a sanatorium or rest home and travel tickets. Naturally, for the period when he is on vacation.

Successful business development presupposes that every employee working in an organization should be interested in the results of their work. To achieve this, organizational leaders must apply special methods of motivating staff. Their use must be individual, otherwise final goal may not be achieved.

general information

Motivation of personnel in an organization is a set of measures aimed at stimulating the work of employees in order to develop the organization in which they work.

Management must strive to satisfy the personal, physiological and social needs of employees as a matter of priority.

For what reasons does motivation decrease?

Many employees come to work full of initiative. However, if the work motivation of the staff is not implemented, disappointment in their work may occur. This happens for a number of reasons:

Strong interference from management in the activities of a particular employee.
There is no support from the organization, there is no psychological help.
There is no information that is necessary for effective work activity.
The head of the organization has little interest in employee issues.
There is no feedback between the organization's management and employees.
An employee may be assessed incorrectly by a supervisor.
Remaining unchanged for a long time wages.

As a result, employees develop a feeling of the need to perform work as a duty for their existence, but initiative, pride, and desire for career growth disappear.

To avoid all this, it is necessary to motivate staff.

Stages of loss of interest in work

It is believed that interest in work disappears during 6 successive stages:

Confusion. This is where the employee begins to experience the first signs of stress. He doesn't understand that he can't do it. Communication with colleagues continues, it is even possible to go to more intensive work, which can lead to more stress.
Irritation. Some leaders give one direction one day and another the next. This is starting to irritate employees. Labor productivity at this stage may still increase, but irritation increases.
Hopes in the subconscious. The employee becomes convinced that it is the boss’s fault that he is not doing well at work. He waits for the leader to make a mistake in order to show him that he is right. Labor productivity remains at the same level.
Disappointment. Here labor productivity is already reduced to a minimum. It is quite difficult to revive an employee’s interest in work, but all is not lost. The employee still hopes that the manager will pay attention to him.
The desire and willingness to cooperate is reduced to zero. Here the employee only does what he is supposed to do. A number of employees begin to treat work with disdain. Relationships with subordinates and colleagues begin to deteriorate. Interest in work has been lost; it is important to maintain self-respect.
The final stage. An employee who has lost interest in work moves to another company or treats work as unnecessary for him personally, but necessary for existence. It is regrettable to note that a large number of workers today work according to the second option.

All this makes it necessary to use special methods designed to motivate personnel in the organization.

Motivation theory

According to this theory, most motives are located in the unconscious. At the same time, the conscious behavior of the organization’s personnel is motivated. A manager must be able to identify the needs of the organization's employees and motivate them to perform those tasks that are necessary to improve the organization's performance.

At the same time, motivation should not be static; staff motivation should be constantly improved.

Motivation for staff activities should be focused on each individual.

Psychologists distinguish three types of focus - on oneself, on the task and on other people. Employees are primarily self-directed, and managers want employees to be task-oriented. Hence the manager’s task, which is to ensure that employees effectively perform their duties in order to achieve the task required for the organization. To accomplish this, it is necessary to motivate employees.

There is little difference between motivating and stimulating staff. From a psychological point of view, an incentive is an external influence on a person, and a motive is an internal one.

Classification of methods

All methods of motivating staff are divided into two large groups: tangible and intangible.

Management's use of specific methods is determined by what it wants to achieve. If it is necessary to increase the sales rate, financial motivation is used, which represents an additional payment to the employee in the form of a percentage for the sale. If it is necessary to raise the morale of employees, the manager plans to hold corporate competitions or joint trainings.

However, it is rarely possible to get by using only motivational methods. Mostly a combination of them is used. In this case, we talk about a staff motivation system.

Methods of material incentives

Motivation is directly related to stimulating employees, so in many cases these two concepts are combined into one and talk about motivating and stimulating staff.

Let's consider methods of material motivation and incentives:

Individual cash bonuses. Basically, the work is carried out by the team, but not the whole team works equally. Some workers work more, invest more effort, skills, and abilities, while others work less. Encouraging active employees in the form of money can serve as a method of stimulating them for self-development, as well as a method of motivating personnel who occupy less active position. When applying this method at an enterprise, it is possible to retain the most qualified personnel, which will contribute to the growth and development of the enterprise.
A percentage of sales is aimed at motivating personnel in organizations involved in the sale of real estate, perfumes and cosmetics, household appliances, mobile devices or product promotion. This interest can be paid directly in wages or as a bonus to it. Thus, the staff becomes interested in selling as large a volume of products (goods, works or services) as possible.
Payment of bonuses for high-quality work performed, exceeding plans, introduction of know-how that brought real benefits to the organization. This method is used by managers of those organizations where the ultimate goal of activity is commercial organization depends on the quantity and quality of work performed. Such bonuses can be paid for any innovative projects, the implementation of which attracts new clients.
Redistribution of profits. This method similar to the first one, but here the profit received by the organization is redistributed. The redistribution can be carried out evenly among all employees or a larger share can be distributed in favor of those employees who contribute more to the overall cause.

Immaterial principle

To stimulate the work process in an organization, you can use not only material, but also intangible methods, which are best used in combination, since an increase in wages alone begins to gradually decompose employees, and their desire for self-development begins to disappear. To methods non-material motivation personnel include:

Bringing to the attention of employees information about the dynamics of the organization’s development, its plans and prospects, which can serve as one of the incentives to perform their tasks more responsibly.
Public recognition best workers. A striking example of staff motivation can be the holding of a competition for best project organization in which a winner will be selected who will receive the appropriate insignia, and even better, if a special report will be made about him with coverage of his activities in the media.
Congratulating employees on holidays, organizing corporate trainings, providing travel vouchers.

At the same time, it is necessary to constantly improve staff motivation, since monotonous methods quickly become boring and become commonplace.

Personnel motivation management

The main goal of motivation management is to create a system in which the goals facing the organization are achieved while jointly meeting the needs of its employees. In this case, each employee will be aimed at improving the organization's performance, because this directly affects his income, satisfaction of interests and needs.

Goals of motivation management:

improvement economic indicators activities of the organization;
reduction of staff turnover;
improving employee loyalty while increasing the degree of their involvement;
creating a team of managers who must constantly monitor and improve the staff motivation system.

These goals must be specified for the organization, its divisions and for each employee individually.

Motivation and stimulation of personnel can be achieved by involving workers in management. However, opposite results may be obtained here compared to those expected if such motivation is aimed at lumpen employees.

Principles of Motivation

Motivation of personnel at an enterprise should be carried out not just for the sake of what is necessary, but for effective motivation, which can only be achieved if the organization’s management adheres to certain principles:

The interests of employees must be taken into account when motivating them, but the capabilities of the enterprise must also be taken into account.
Motivational tools should be based on the principles of fairness and objectivity.
The use of motivation tools should be accompanied by a short time lag between the work performed and the reward for this work.
The motivation program should be communicated to all employees of the company.
When using motivation methods, it is necessary to take into account the characteristics of each employee.
The organization's management must itself, or through the delegation of these powers, survey employees regarding their motivation.

The motivational program at the enterprise must be constantly analyzed, which makes it effective.

Individual methods of motivation

As mentioned above, achieving motivation goals is possible if individual motivation methods are used.

These methods include:

Material bonuses to employees for completing the assigned task. Each organization sets its own criteria for awarding bonuses to employees. Each person is interested in greater payment for his work, so he will strive to comply with the instructions of the manager.
Work for a certain period of time without taking sick leave. This is facilitated by playing sports, refusing bad habits, which can be encouraged by special cash payments specific employees, as well as those employees who simply did not go on sick leave.
In heavy industries, it is necessary to provide workers with a full social package so that they feel that in the event of temporary loss of ability to work, they will be protected, which will allow them to perform their work better.
Training and retraining of employees as new knowledge becomes available. This contributes to the self-development of employees, and the organization can obtain general specialists.
Badges, awards, cups and other incentives are non-material methods of motivation. Based on the results of performing any work, certain employees are singled out, which helps to raise their morale and desire for improvement.

Motivation problems

Managing staff motivation requires the presence of competent management. However, today in domestic enterprises there are problems of motivation that must be eliminated if the manager wants to ensure the effective operation of the organization.

Such problems include:

Legal problems. Employees of an organization very often have poor knowledge of the legal framework in the field of labor legislation, which allows some managers to put pressure on these employees and humiliate them. As a result, the motivation of personnel at the enterprise reduces its effectiveness, and employees cease to receive satisfaction from the work process.
Economic problems. Many managers believe that it is enough to pay employees wages. However, in the absence of various incentives, both material and non-material, employees of the organization lose initiative, labor productivity decreases, which negatively affects the efficiency of the organization.
Moral problems. Workers domestic enterprises We have always been distinguished by the fact that we brought home from work what was in bad shape. Basically, these actions are punishable by serious anti-motivational actions - various fines and punishments.

Finally

Thus, motivating personnel at an enterprise is a rather complex task. It requires an individual approach to each employee, which is very difficult for managers. The main methods of motivation are material. However, they must be combined with non-material motivation of personnel, which will more effectively influence the subconscious of employees and increase the efficiency of the organization.

What is personnel motivation in a company? Who is responsible in the company for motivating employees? And in general, what is motivation? modern business? These and other questions periodically arise in modern leaders. What will be the answers to them?

As the owner of a large production holding when discussing a consulting project: “Make me a motivation system for staff so that my motivated employees run along the corridor, enthusiastically completing the task, and I would only have time to dodge.” This is truly the dream of any manager - when employees do not need to be constantly pushed, they work independently, enthusiastically, with a spark. How real is this picture? By the way, with such a remark, the consultants immediately asked the owner: “How do you want people to run along the corridor: quickly or efficiently?” By the way, these are different tasks.

First of all, you need to decide what motivation is? There are many definitions of this concept; it is often also replaced by the concept of “stimulation”. In Russian and Soviet literature, the concepts of stimulation and motivation have always been separated. In the first case we talked about the motivation of work behavior, in the second - about motivation in general. In Western literature, such a division does not exist; in Western sources, when working behavior or in ordinary life, they always mean only motivation.

Motivation- a set of processes that encourage, direct and support human behavior towards achieving a specific goal.

"The essence motivation is to give people what they most want to get out of work. The more you can satisfy their desires, the more likely you are to get what you need: productivity, quality, service," writes Twyla Dell. (From the book "Honest working days" - Twyla Dell, "Honest Days Work", 1988.)

Of course, there are various motivation factors that determine what is most valuable and important to a person. As a rule, this is not one factor, but several, and together they make up a map or set of motivational factors. Motivation factors are divided into external and internal.

Internal motivation factors:

Dream, self-realization
Ideas, creativity
Self-affirmation
Conviction
Curiosity
Health
Need someone
Personal growth
Need for communication

External motivation factors:

Money
Career
Status
Prestigious things
Aesthetics of everyday life
The ability to travel

In addition, the motives of human behavior also differ in nature: they can be positive (acquire, save) or negative (get rid of, avoid). Thus, a positive external motive for behavior is the bonus that a person can receive for Good work, and negative - punishment for failure to comply; a positive internal motive is the fascination of the activity in which he is engaged, and a negative one is its routine nature, as a result of which a person, on the contrary, seeks to get rid of the activity.

Studies, for example, show that, provided they have sufficient wealth, 20% of people do not want to work under any circumstances; of the remaining 36% will work if the work is interesting; 36% - to avoid boredom and loneliness; 14% - for fear of “losing yourself”; 9% - because work brings joy. Only about 12% of people have money as their main motive for activity, while up to 45% prefer fame to it; 35% - satisfaction with the content of the work.

Thus, knowledge of employee motivation factors is fundamental for a manager, since it is the ratio of internal and external factors motivation is the basis for coordinating the interests of the employee and the company, developing a motivation system for him. There are different ways to identify a set of motivational factors for an employee. This could be an interview of the candidate, testing, or questioning. The choice of a specific tool always depends on the situation in the company, on the planned results, on the skills of the manager and/or HR specialist.

However, quite often there is a need to identify motivation factors for existing employees. This is especially important for management personnel and for personnel reserve. In one of the projects that our company implemented, the Customer set one of the tasks to identify the motivation of store directors and create management team. The most effective in this case was a combination of testing and then projective interview. Products used as testing tools English company TTI Ltd, which in a short period of testing allows you to obtain a fairly complete report, including not only the employee’s motivation card, but also to identify the features of his management style, the features of his communication skills, managerial potential, etc. Then, based on the testing data, an interview was conducted, which made it possible to verify some of the test results and build a more complete picture.

Based on testing and interview data, it became possible to:

distribute management personnel into categories
build a motivation system for management personnel
determine the zone of proximal development of each employee, i.e. create an individual training program
create the prerequisites for building a management team
form a personnel reserve
prepare recommendations for the Customer on each employee and his effective work in the company

As a result, the Customer had the opportunity to create tools for the development and retention of management personnel in the company, in accordance with the aspirations of each manager to use someone when implementing new projects, someone to maintain standards on old projects.

So after motivational factors identified different ways, you need to understand what tools can be used to motivate an employee, how much will it cost the company and how to calculate the effectiveness of the system as a whole?

First of all, the main motivators for an employee may be:

Wage
Contents of work
Labor intensity
Protection labor rights employee
Order at the enterprise
Management's attitude towards employees
Relationships in the team
Opportunity for advanced training

Those. These are exactly the tools that can be used in a company. On the other hand, from the company’s perspective, all possible motivation tools can be divided into two large groups: tangible and intangible motivators.

TO material motivation tools belong (they are also called financial types motivation):

Wage
Bonus (premium)
Compensation (social) package

Intangible (or non-financial) instruments much more. Here the options can be very different. For example:

Transferable title for a limited period
Certificate of honor, insignia
Placing a photo on the Honor Board
Rewarding with theater tickets (with family)
Personalized stationery (paper, folders, files, etc.)
Photo of the representative in the campaign booklet
Fare payment
Payment for a subscription to a sports club
New business supplies
Free meals for a week at a restaurant
Personalized watch (price varies)
Opportunity to test yourself as a leader during the day
Joint collective activities (sports and recreation)

For employees whose main motivators are recognition, career, status, self-affirmation, the manager has several more options for intangible tools:

Participation in decision making
Delegation of authority
Participation in a new company project
Transfer of an important (key) client

Each company uses those already described or comes up with its own options. It all depends on corporate culture company, its strategic objectives and goals. But, combining certain motivation tools when building common system It must be remembered that intangible tools can only be used when employees are satisfied from a material point of view. Those. when their material expectations are met, and here we are talking not only about wages, but also about the full compensation package. Quite often, companies simply forget that in addition to wages and bonuses, employees are provided, for example, with free lunches, travel expenses, additional vacation days, and sick leave pay in a larger amount than is provided for by the Labor Code of the Russian Federation. This is also the entire financial component of the compensation package. You should not immediately increase your salary; you need to calculate all the components of the compensation package, and then it becomes clear that it is possible that your compensation package is not lower, and sometimes even higher than the market average.

The company's compensation system is also closely related to the motivation system. In essence, the compensation system is a reflection of both the company’s development strategy and the direction of employee motivation.

The company's motivation and compensation system is completely individual, and simply copying competitors practically does not lead to success. This is especially true for the company's top managers. Look, as a rule, top managers are motivated, i.e. encourages effective and responsible work:

Direct dependence of earnings on results
Transparency and controllability
Top manager status
Clear contract
System of requirements and tasks at the strategic planning stage

The main problem in motivating top managers is not even material factors. As a rule, everything is more or less consistent with the compensation system here; everyone knows what competitors offer and tries not to deviate from the general list, so to speak. If you analyze the list of motivators, you will see that the main thing that may be of interest to a top manager is his positioning within the company, the quality of the tasks being solved, and the relationship between power and resources and his responsibility.

Unfortunately, it is the latter that is most difficult to implement. It is here, when coordinating the interests of the top manager and owner, that the conflict of interests begins. This is due to the fact that, on the one hand, we do not have full legislative framework for such a transfer of responsibility and authority, on the other hand, there is a mutual fear of both the owner and the top manager, which appears like this: “What if he cheats me (sets me up, takes away my business,...). The question is “How can I trust him?” ? arises constantly, in all consulting projects where similar problems have to be solved.

The way out of this situation, in my opinion, is a very complete, detailed additional agreement To employment contract, where all motivational programs, training opportunities, delegated tasks (along with resources and responsibilities), etc. are specified in advance.

And often the presence of just such an agreement, with clearly defined rights and obligations of the parties, with clearly defined tasks outlined in stages, and correspondingly prescribed remuneration, is the reason why a top manager agrees to join the company even for less compensation (compared to competitors) plastic bag.

What else can you offer employees:

Brand
Product
Remuneration for work
Good team
Training opportunity
Career

So, employee motivation is an important resource for a company that allows it to move forward and achieve its goals. There are financial and non-financial motivation tools, the combination of which the company uses purely individually. And it is also necessary to remember that the basis is always a balance between the interests of the employee and the interests of the company.

A good manager knows that in order for a company to be successful, it is necessary to pay a lot of attention to its employees, constantly encouraging them. In the past, honor boards and corporate events were very popular, but today they are practically no longer effective and other methods are needed.

Much attention in the science of personnel management is paid to methods of motivating personnel. In order to manage employees without conflicts and problems, you need to know what motivation is and all its basic methods.

What is work motivation?

Motivation is a way of creating in employees the desire to work better and give their best. Specialists have an internal motive that drives them to achieve their goals. In other words, the employee himself wants to increase his performance and improve the quality of his work.

Today, the most common methods of motivating employees are corporate events and bonuses. But few managers think about the fact that forcing employees to spend time at corporate events will not help if there is always a depressing atmosphere in the office.

Managers who have a richer imagination find new methods of motivating and stimulating work. Usually, there are specialists who were simply underestimated, were not praised for a job well done, or were not assigned an interesting task.

Even the most real careerist, under his mask of rigor and responsibility, longs to hear words of gratitude or simply dreams of getting an extraordinary vacation.

Classification of personnel motivation

There are the most famous theories of motivation, which formed the basis of education different types employee motivation.

Theory of F. Herzberg. According to Herzberg, the most best methods motivation in the enterprise are external working conditions (for example, money) and the content of work (for example, job satisfaction).

F. Taylor's theory. In his opinion, workers are driven only by instincts, the desire to satisfy needs at a physiological level. For better management, the following factors must be present:

hourly payment;
compulsion;
certain standards of work performed;
certain rules that describe the order of assigned tasks.

D. McClelland's theory. Based on his theory, there are three forms of human motives: the desire to belong, the desire for power, and the desire to achieve success. Leaders strive for power. Those leaders who are used to working alone strive for success.

A. Maslow's theory. Employees at the enterprise satisfy their hierarchical needs. That is, from lowest to highest:

1. Physiological, such as food, drink, warmth, that is, methods of survival;
2. Security. Desires to preserve physiological principles to maintain the achieved standard of living;
3. Love. The desire to be accepted in society, team;
4. Recognition. desire to be respected person in society;
5. Self-realization. The desire to be better.

There are many other theories, but they all have one thing general concept: There are certain methods of stimulating employees in an enterprise.
The main methods of motivating personnel in organizing higher quality work are divided into:

material;
intangible.

Material and non-material types of motivation

Material motivation is divided into 2 groups:
1. System of fines. Establishing a better workflow uses penalty methods. That is, if an employee works poorly, shows poor results or makes serious mistakes, he is fined, which motivates him to work better;

2. Reward system. The opposite method, that is, to stimulate employees, a bonus is paid for any achievements or work well done. So, every employee knows that if he performs his duties better, strives for more, he will receive a bonus.

Non-material motivation has many more types:

1. Praise the leader. In fact, this method of stimulation is very effective, although many people think otherwise. Public and personal praise from superiors encourages you to move on and strive for more. It is because of this that many businesses still use honor boards, both physical and virtual;

2. Career growth. Every employee knows that if he does his work better and faster, he will be promoted, which will significantly raise his social status and guarantee further development in the professional field;

3. Training at the expense of the company. An excellent way of motivation is if the company offers its employees to take advanced training courses at the company’s expense;

4. Good atmosphere in the team. Workers do their work much better and better if they are in a warm, friendly team. Conversely, if the atmosphere is far from calm, it may not set the mood for work;

5. Company image. Many people strive to work in an organization that everyone knows and uses its services or products in great demand, because it’s prestigious. Here you should take into account the company’s prestige not only in the market, but also as an employer;

6. Sports and cultural events. Outdoor trips, joint trips to concerts, theatre, sports – all this is an excellent motivation and makes the atmosphere in the team warmer and more pleasant. Employees must rest well, only then they can work well.

Each manager himself chooses the material and intangible materials that are suitable for himself. modern methods motivating the organization's personnel that will correspond to its business will help achieve maximum productivity from employees.

Modern methods of personnel motivation management

Thanks to methods, goals are achieved. Personnel motivation methods should influence employees so that their behavior meets business requirements. Modern methods are quite diverse, but they can be divided into groups:

individual ones are aimed at motivating a narrow circle of employees with the same motives and needs;
diagnostic ones are used to evaluate a specific employee and show ways to motivate him;
organizational ones are used to create an incentive system in the organization, such as the development and implementation of a grading system.

Problems that arise in drawing up staff motivation

Modern methods of motivating staff have their own difficulties. Every manager thinks about how to properly stimulate employees, without high costs, but with high results.

In addition, it is necessary to create a motivation system that would easily adapt to all changing conditions.

Also, it is necessary to clearly determine the optimal combination of incentive methods that would not require large expenses on the part of management.

The best modern methods of staff motivation

As mentioned above, it is not necessary for an organization to have more quality work use material forms and methods of motivating staff. There are many simple and interesting ways that do not require a lot of money.

Playful punishment of the worst employees. It is not necessary to fine the worst workers; you can come up with various humorous titles and titles that those who cannot cope with their work receive. For example, the title “Turtle of the Month”.

Entertainment. Many modern companies abroad have play areas where employees can relax and take their mind off problems. Work becomes more efficient, and the staff does not have thoughts about how depressing the atmosphere in the office is.

Spontaneous gifts. Small gifts for employees just for Have a good mood cannot help but please and stimulate work.

Attention to family members of employees. You can provide children with vouchers to camps or sanatoriums, give out sweet gifts for the holidays, guarantee health insurance to all family members of each employee.

Replacing premiums with more budget-friendly options. Not everyone can afford to give bonuses to distinguished employees. For example, you can give a person an unscheduled day off.

Prizes for those who have good health. In other countries, such methods of motivating and stimulating staff have long been practiced, such as providing bonuses to those who have not been sick all year and have constantly undergone medical examinations.

Free attendance at work. The best specialists You can set a free visiting schedule for a certain time.

Large selection of prizes for good work. For example, a subscription to gym, going to a restaurant or cinema.

And finally...

Certainly, good salary– the best motivator. All managers should remember one thing: people come to them for good money and career growth, but they leave because of the oppressive atmosphere and inadequate leadership.

Basic methods of non-material motivation – best options for better quality work without spending a lot of money.

If you have your own options or examples of good motivation, leave them in the comments, people will be interested in reading about them :)

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