Work plan to motivate employees

There is no reward in the world to encourage employees to work hard. Making a reward scheme for employees can praise the advanced, encourage the backward, mobilize the competitive atmosphere of work and make employees more active. The following is the sharing of employee incentive schemes.

Work plan to motivate employees 1 I. purpose

In order to fully mobilize the enthusiasm and creativity of employees, carry forward the spirit of dedication, constantly encourage employees to forge ahead and innovate, and improve service quality and management level, the hotel comprehensive office has specially formulated the following reward items to commend employees who have outstanding performance in all aspects.

Second, the scope of application

Applicable to all employees who have served for more than one month; However, some bonus payment methods can also be applied to part-time employees.

Third, the reward project

1, Outstanding Employee Award:

Reward scope: hotel foreman and employees below the foreman.

A, once a month;

B, the number of places is selected according to 5% of the total number of departments, and the number of hotels is * * *10;

C, the logistics department can jointly identify;

D. democratic and open selection; Out of Man Qin, all the work; No accidents, no complaints;

E. Reward method: notification of praise and bonus distribution;

F, the general manager's office organization, team recommendation, department audit report to the general manager's office for approval.

2. Excellent Manager Award:

Award scope: Hotel managers above director level.

A, once a month;

B, places1;

C, at the first management meeting every month, select the advanced managers of last month;

D. reward method: notification of praise and bonus distribution;

E. general manager's office organization.

3, excellent service case award (including appeal award):

Reward scope: all staff of the hotel

A, once a month;

B, according to the advanced cases reported by various departments, the general manager's office will be publicized on the bulletin board for three days;

C, each class will vote, and the hotel will compare it at the morning meeting;

D, a first prize 1 name, two second prizes;

E. Reward method: notification of praise and bonus distribution;

F. organization of the general manager's office;

G vacancies are allowed in the selection of this award.

4. General Manager Special Award:

Reward scope: all staff of the hotel

First, for the immediate honor. Each department may submit a written application to the general manager's office according to the employee's performance;

B. Award-winning conditions-excellent service brings good social reputation to the hotel, reasonable suggestions bring obvious benefits or greatly reduce costs to the hotel, and the hotel has the courage to protect collective property, and has been rated as an excellent employee or an excellent manager for six consecutive months.

C. Reward method: The general manager will issue honorary certificates, circulate commendation, issue bonuses and give other rewards as appropriate.

D. organized by the general manager's office.

5. Courtesy Award

Reward scope: all staff of the hotel

A, once a month;

B, in order to strengthen the guests' goodwill towards the hotel, cultivate the tacit understanding between colleagues and increase the cooperation of various departments, according to the advanced cases reported by various departments, the general manager's office will be publicized on the bulletin board for three days;

C, each class votes, and the hotel will judge the most polite staff at the morning meeting;

D. reward method: notification of praise and bonus distribution;

E. organization of the general manager's office;

6. Most Popular Award

Reward scope: all staff of the hotel

A, once a month;

B, in order to let colleagues live in harmony and let guests feel the cordial attitude of hotel service, the general manager's office will publicize it on the bulletin board for three days;

C. Choose one of the most popular employees among colleagues in all departments, and let customers share their joy.

D. reward method: notification of praise and bonus distribution;

E. organization of the general manager's office;

7. Outstanding collective award

Take the team as the unit, choose a team for the whole store, and the materials will be declared by all departments, and the general manager's office will evaluate them once a year.

8. Typical cases of good deeds and excellent services in daily work shall be collected by each team and reported to the department in writing. Department heads will report at the morning meeting, and the morning meeting host will commend them as appropriate.

Three, selection and reward procedures:

For awards of 1 or above, the department shall recommend the candidate list of winning projects to prepare advanced materials according to the actual situation, and report the specific requirements and examples to the general manager's office for review and decision.

2. Hold a commendation meeting for employees of the whole store once a month, issue award-winning certificates and bonuses, and commend the award-winning employees.

3. People who have won individual awards for many times can be used as conditions for quarterly selection of outstanding employees and promotion.

The above winners will be announced on the hotel honor list, calling on all staff to learn.

Fourth, the selection requirements

The purpose of setting up various awards is to set an example among employees, and all departments are required to be representative and unable to make up the numbers through employee evaluation and discussion in the selection process. The principle of fairness, justice and openness in hotel selection has been realized. Through this activity, the hotel bonus incentive management system aims to encourage employees to play a more active and creative role in hotel management and make greater contributions to the hotel.

Work plan to motivate employees. Objective: In order to praise the advanced, encourage the backward and improve the enthusiasm of employees, this system is specially formulated.

Second, the reward object: all employees of the company.

Third, reward methods: spiritual reward and material reward.

Four, the classification of incentive measures:

1, heavyweight prize

Employees involved in the following matters can enjoy an economic reward of 65,438+000-500 yuan and a salary increase of 65,438+000-300 yuan, which will be commended by the staff meeting (the reward amount will be determined by the company leaders and the personnel department according to the specific situation).

(1) has achieved remarkable achievements and economic benefits in completing the company's work and tasks;

(2) Put forward positive and effective rationalization suggestions to the company;

(3) Protecting the company's property and protecting the company's interests from heavy losses;

(4) Being courageous in the company and society, fighting against all kinds of illegal behaviors and undesirable phenomena and making remarkable achievements; (Honorary certificate issued)

(five) personnel who properly handle emergencies and accidents;

(6) Always be loyal to their duties, be serious and responsible, be honest and upright, and have outstanding deeds;

(7) Leaving Man Qin all the year round;

(8) Bringing good social reputation to the company;

(nine) other matters that should be rewarded.

2. General rewards:

Employees involved in the following matters can enjoy economic rewards from 50 yuan to 200 yuan, salary increase from 50 yuan to 200 yuan, and commendation from the staff meeting (the reward amount is determined by the company leaders and personnel departments according to the specific situation).

(1) People with good conduct, superior technology, conscientious work and dedication become the model of the company; (Honorary certificate issued)

(2) Good leadership skills and considerable achievements in business promotion;

(3) Rescue workers who participate in and assist in accidents and incidents;

(4) Those who abide by the rules and discipline, obey the leadership, and love their jobs and dedication;

(5) Employees who actively work for the company, put forward reasonable suggestions, reduce costs and save resources and energy;

(6) people who don't know how to pick up gold (things).

Employee punishment system

1. Purpose: This system is specially formulated to promote the better implementation of the company's rules and regulations and serious work discipline.

Second, the object of punishment: all employees of the company.

Third, the punishment method:

(1) informed criticism;

(2) a one-time fine;

(3) pay reduction;

(4) Remaining on probation;

(5) dismissal;

Four. Classification of punishment:

Heavyweight punishment:

1, intentionally causing gross negligence and causing heavy losses;

Unconditional dismissal after deducting the salary and employee management fee of the current month; If necessary, bear corresponding civil or criminal responsibilities and pay relevant expenses.

2. Loss of important articles and equipment of the company;

More than 1000 yuan (including 1000 yuan), at least 20%-50% of the original price shall be compensated according to the economic ability, and the employee shall be dismissed after deducting the salary and employee management fee of the current month;

500 yuan-1 000 yuan (including 500 yuan) shall pay at least 80% of the original price according to the economic ability, and keep it on probation after deducting the salary and staff management fee of the current month;

For those below 500 yuan, compensation will be paid unconditionally, and the salary will be reduced by 100 yuan after deducting the salary of the current month and the staff management fee.

3. Disobeying orders or threatening to insult superior leaders;

Informed criticism will give a salary reduction depending on the seriousness of the case 100 yuan -200 yuan.

4, shielding staff fraud, fraud;

At the staff meeting, informed criticism, depending on the seriousness of the case, reduced his salary from 200 yuan to 300 yuan.

5. Revealing company secrets;

At the staff meeting, according to the seriousness of the case, informed criticism reduced his salary from 300 yuan to 500 yuan, and stayed on probation or dismissed.

6. Incorrect behavior is detrimental to the company's reputation;

At the staff meeting, according to the seriousness of the case, informed criticism reduced his salary from 300 yuan to 500 yuan, and stayed on probation or dismissed.

7. Failing to stop events that endanger the company in time and let them happen;

At the staff meeting, according to the seriousness of the case, informed criticism reduced his salary from 300 yuan to 500 yuan, and stayed on probation or dismissed.

8. Absence from work for more than 4 days throughout the year;

Staff meeting informed criticism, and a one-time fine of 500 yuan-100 yuan (depending on the level).

9, fighting in the company, engaged in bad activities.

Staff meeting in informed criticism, and a one-time fine of 100 yuan -500 yuan (depending on the level), probation or dismissal.

10, spread rumors and cause trouble.

At the staff meeting, according to the seriousness of the case, informed criticism reduced his salary from 300 yuan to 800 yuan, and stayed on probation or dismissed.

Second, the general punishment:

1, resulting in losses due to dereliction of duty or poor supervision;

Informed criticism will be fined according to the seriousness of the case 100 yuan -500 yuan (depending on the level).

2, unauthorized use of goods and equipment outside the authority;

At the trade union meeting, informed criticism was fined 50 yuan -300 yuan according to the seriousness of the case.

3, poor work, repeatedly advised not to listen;

Informed criticism, probation or dismissal at the trade union meeting.

4. Bad service attitude, quarreling with customers, affecting the company's reputation;

At the trade union meeting, informed criticism fined 50 yuan -200 yuan, and the repeat offenders stayed in the party for probation or dismissal.

5. Noisy in the company, disturbing order, quarreling and refusing to correct;

At the trade union meeting, informed criticism fined 50 yuan -200 yuan, and the repeat offenders stayed in the party for probation or dismissal.

6. Don't participate in the company's important activities for three consecutive times;

Informed criticism was fined 100 yuan for the trade union meeting -300 yuan.

7, continuous absenteeism for 2 days;

Informed criticism was fined 100 yuan for the trade union meeting -300 yuan.

8, arrogant attitude towards leaders at all levels, rude words;

At the trade union meeting in informed criticism, the salary was reduced according to the seriousness of the case 100 yuan -200 yuan. Repeated offenders will be detained for probation or expelled.

Motivating employees Work Plan 3 1

High attendance award to prevent being late and leaving early.

How does Fan Zhiwei, deputy general manager of Xiangcun Discovery Management Co., Ltd. prevent employees from being late and leaving early, and let employees take the initiative to work overtime when their business is busy? I have also put a lot of thought into this aspect. Now our store has implemented a new system: high attendance award. I will first reduce the basic salary of employees from 1.500 yuan to 1.200 yuan, and then raise the attendance award from 50 yuan to 400 yuan every month. The attendance of kitchen staff is calculated as 28 days, and the attendance of front office staff is calculated as 27 days. If employees are late, leave early or ask for leave, they will not get the 400 yuan attendance award for that month. 400 yuan is not a small sum for grass-roots employees, so in order to keep this income, employees will never find any excuse to be late and leave early. The hotel only needs to give each employee more 50 yuan every month.

Trick 2

1 service card = 10 RMB.

Shared by Mr. Qian Zong, Executive General Manager of Tian Tian Fishing Port Restaurant.

When it comes to retaining people, I am deeply touched. I received more than ten resignation letters a month, forcing me to go out and post job advertisements in the middle of the night. At first, we tried to appease and retain employees by increasing wages, but everyone had the mentality of keeping up with the joneses. I just gave the front office a raise today, and the kitchen complained the next day and asked for a raise. Over time, it will develop a bad atmosphere: employees "blackmail" the management to raise their wages endlessly by resigning. As a manager, I am not afraid of employees' high income, and salary increase is not a problem. The key is what the salary increase is based on. In order to make employees' wages "evidence-based" and prevent employees from asking for a raise at will, I cancelled the basic salary of front office employees and implemented the "service card performance pay system". Namely: actual salary = performance salary+bottle opening fee+attendance award.

Performance pay: After the guests are seated, the waiter will hand over two service cards. After the meal, the guests will return the service card to the waiter according to their satisfaction with the meal. If they are very satisfied, they will return two cards. If the service is average, return one; If you are not satisfied, none of them will be returned. After dinner every day, the waiter will hand over the service cards received that day to a special person for statistics, and the total number of people will be filled in the public notice form outside the office. At the end of the month, the number of service cards received by each person is calculated and converted into the corresponding amount according to each card 10 yuan, which is the performance salary of the employee in that month. After the implementation of this system, the front desk salary will be well documented, and no employee will resign for a raise. More importantly, if employees change their slack work attitude in the past, guests will take the initiative to welcome them when they enter the door.

Q: Will the cancellation of basic salary lead to the loss of employees due to unstable wages? Chief Qian replied: On the surface, the income of our employees is unstable, which is easy to cause personnel turnover. But in fact, after the hotel implemented this salary system, the turnover rate of employees was greatly reduced, and now only two or three employees leave each month on average. The front desk staff can earn more than 20 yuan at most, with an average salary of 1700. As long as the product quality is guaranteed and the waiters can work actively, the business of the hotel will get better and better, and their wages will naturally get higher and higher. Now hotel employees think that this salary calculation form is fair, and they can earn a good income as long as they work hard, so everyone's work enthusiasm is very high.

Li Jianhui: What if the customer is drunk and forgets to return the service card to the waiter after dinner? Mr. Qian replied: When the customer is ready to pay the bill after eating, the waiter will ask the customer about the meal and ask the customer to return the service card according to the customer's satisfaction with the meal, so that the waiter will not lose the service fee because the customer forgets to return the card. Li Jianhui: Each card = 10 yuan. How can we ensure that the waiter will not deduct the card from the customer in order to earn more service fees? General Manager Qian replied: During the meal time every day, the foreman, front office manager and private room manager will inspect and supervise the lobby and private room to ensure that the waiter can give the service card to the guests according to the regulations.

Trick 3

Let employees participate in the formulation of the system

I am no longer afraid of the difficulty of implementation.

Shareholder Ding Zong, Deputy General Manager of Nongmenzhen Catering (Chain) Management Co., Ltd.

It is not difficult to establish a system, but it is difficult to implement it. The solution of our hotel is to let employees participate in the formulation of the system. First of all, the management made a general framework with reference to the effective management systems of other hotels, and then distributed it to employees, asking them to remove the terms they thought could not be achieved, plus some terms formulated according to their own conditions. The company summarized and integrated these added systems, and announced them at the staff meeting, requiring employees to raise their hands one by one, and keeping the clauses with the passing rate exceeding 2/3. The reserved system has a one-month trial operation period in the hotel, which will be adjusted according to the actual implementation. The adjusted system is posted on the wall as the final version. This has three advantages:

Regardless of the addition or deletion of employee participation system, we must carefully understand the content and feasibility of each system, so as to judge whether we can abide by this system and whether it is suitable for implementation in hotels after it is formulated. This is a good self-training process.

Is to improve the consciousness of implementing the system: I made the system myself, and of course I have the obligation to implement it well.

Can make employees have a sense of ownership. When new employees come to the store, the old employees who participate in the formulation of the system will take the initiative to explain to the new employees the reasons and implementation methods of each system in the hotel, which is better than the unified training of the hotel.

Waiter in Nongmen Town Restaurant Fu: I participated in the formulation of the "gfd" and "Staff Meal" systems after I came to the hotel. For our employees, our own system is like tailor-made for the actual situation of the hotel, and we implemented it smoothly. Besides, the system was formulated by us, and it would be embarrassing to violate it, so we can hardly see any detention in violation of the system now. Let's give the simplest example. In the past, the waiters at the front desk were often criticized for being untidy. Later, the hotel asked us to make our own dress code and we discussed it together. We took off the complicated scarves and employee badges and put on simple and neat uniforms. Everyone wore a smile sign, which made them more unified. We also offered to wear a little light makeup at work, which not only made us feel good, but also made our customers feel comfortable to see us in high spirits. In addition, it is also very interesting for us to formulate a system. After work, we get together and talk about everything and discuss what kind of system to manage ourselves. It really feels like "being a hotel owner".

Q: Let employees make their own rules. Will they make the rules very loose? Is such a system still meaningful? President Ding replied: We let employees make their own systems, and they all cherish this opportunity. When formulating each system, it has been fully considered and has certain binding force. Although some will be slightly relaxed, it will not adversely affect the operation of the hotel. Secondly, this is also a process of system formation. When the system has just taken shape, some terms are slightly looser, which can make employees accept these systems quickly. When all employees have adapted to the new system and can abide by it well, we will tighten the system appropriately by raising hands at the staff meeting and step by step, which will not only make employees easily accept it, but also achieve the goal that managers want to achieve when formulating the system.

Trick 4

management board/committee

The "virgin" of employees

Sharer Zeng Zong, Chairman of Staff Management Committee of Zhang Xiang Flagship Store of Maojia Hotel.

In February, 20__, our hotel set up a staff management committee. The seven members of the management committee are all "caring people" elected by employees themselves. They are President, Vice President, Health Committee, Safety Committee, Cost Control Committee, Culture Learning Committee and Entertainment Committee respectively. Our management committee has a "family fund", which is managed by a special person. In order to ensure fairness, every expenditure needs the manager's signature. The source of the fund is: the hotel sells waste products, 20% of the total bottle opening fee and 20% of the total vegetable commission. This fund is mainly used for three purposes:

1. Organize activities for employees.

2. Add medical boxes for employees.

3. Set up a staff library and buy a lot of inspirational books and novels.

The Anti-Cluster Munition Coalition has three functions:

First, help employees solve the difficulties in their work and life. For example, the father of an employee in the head office is seriously ill and urgently needs type O blood. After learning about it, the management Committee called on everyone to donate blood for the elderly in the hospital, and the employees responded positively. Almost all employees with the same blood type have signed up.

The second is to help management collect employees' opinions or suggestions. In the past, it was difficult for management to hear the real thoughts of front-line employees, because employees were afraid to mention it because of the majesty of their superiors, which led to many problems that could not be solved in time. The members of the management committee are all grass-roots employees, so you can tell them what you think boldly, and then the president will sort out and register the collected opinions and send them to the store manager by email in time. For example, once a guest in a box ran away. After investigation, the manager thought that the customer ran away because the box attendant didn't hand over the bill when she got off work, so she was asked to bear the bill of more than 400 yuan. The waiter's monthly salary is only 1000 yuan. She felt that the punishment was too heavy, so she told the management committee about her grievance. After the coordination of the management Committee, she was finally fined only at the cost price.

The third is to train new employees in corporate culture, organize employees' entertainment activities, and give employees warmth at home. For example, organize an employee birthday party once a month, have dinner together, and give gifts to employees who celebrate their birthdays that month.

Trick 5

shareholding system

Make employees not want to quit. Mr. Gong, chairman of Gong Debao (chain) restaurant, the scale of our store is not very large. The area of the five branches is between 300 and 500 square meters. In terms of staffing, it is not as complete as a big store, so it is required that the management personnel of our hotel are all-round talents. Among them, the larger stores are front office managers and store managers, and the smaller stores will cancel the front office manager position and be replaced by chefs and store managers. In this way, how to retain these management talents is the key to the smooth operation of the restaurant. My method is the stock system.

Share distribution ratio: Except I have 60% absolute equity in each store, the remaining 40% is distributed to employees and old customers who want to invest. The shares of old customers can't add up to more than 20%, the shares of the store manager account for 10% at most, and the rest are distributed to ordinary employees.

Form of equity participation:

1, store manager: Now every time I open a new store, I choose the store manager from outstanding employees in other stores. If the selected manager has no shares, I will give him 5% performance shares, and he can continue to buy shares in the store in the future.

2. Ordinary employees: As long as they have worked in the hotel for three years and performed well, they are eligible to apply for shares, and the way to share is to share shares. The price per share is converted according to the total investment of the employee's store. Dividend form: after the shareholding, the profit-making single store will pay dividends once every quarter. If the store is at a loss stage, the shareholding employees do not need to bear any economic losses; If the employee leaves the hotel, his shares can only be transferred to me.

On the surface, the managers of my branch are all major shareholders in the store, and everyone is fragmented. But in fact, the share allocated by each store is like a spider web. The boss is like a spider weaving a web, always in the center, holding absolute equity. Shares, like spider silk, firmly stick the store manager and employees who hold shares on this big network so that they will not resign easily.

Director Li of Wei Zi Branch of Gongdebao Restaurant:

I have been with Mr. Gong since the opening of Gong Debao's first store in 20__, when I was a handyman. In 20__, Mr. Gong set up Gong Debao's first branch and called on everyone to take a stake. At that time, I had worked as a wok master in the store, and I had five years' experience, which met the requirements for shareholding, so I bought the equity of Wei Zi Store 10% at a price of more than 80,000 yuan. Until now, every time I prepare a new store, I will consider taking a stake.

I have been a contractor in Gongde for so long, and I have never thought about greater hotel development in the past, not only because I get considerable dividends every quarter, but also because I really become a member of the hotel after I joined the company, no longer just working for my boss every day, giving me a feeling of doing business by myself, which makes me full of enthusiasm every day. The implementation of the system also makes hotel management easier. Everyone knows that I started as a coolie and became a shareholder in the store little by little. With a living example like me, everyone works hard. Every time I chat with the clerks in the store and ask them about their future plans, they will tell me that they will try their best to save money and become shareholders in the store. So now our kitchen staff is basically zero drain.

Trick 6

Recruit Xiangxi girls

Do Xiangxi characteristics

During this visit, the members were shocked by the enthusiasm and amazing execution of the waiters in the new Wulong Caotang. Asked about the reasons, Director Peng said, "To be a characteristic hotel and recruit special talents". Zhang Jia, the chairman of the new Wulong Shanzhai, an aunt from Xiangxi, presented a dance full of Xiangxi customs for the delegation.

Mr. Peng Zong, the production director of "New Five Dragon Shanzhai", the sharer.

The new Wulong Caotang focuses on Xiangxi characteristics, so the waiters we recruit are all native Xiangxi people. Most of the waiters in other hotels are young and beautiful girls, and half of the waiters in our hotel are aunts. They are dressed in Xiangxi national costumes and look very ethnic. Compared with ordinary waiters, Xiangxi waiters have many advantages:

Advantages 1: singing folk songs, happy work. Xiangxi people are good at singing and dancing. Customers sing "Welcome Song" when they enter the door, and guests sing "Fujian Song" after dinner. They also improvise according to the scene. When not busy, the waiters sing to each other. These folk songs are cheerful and euphemistic, which have a good decompression effect and keep them happy at work all the time.

Advantage 2: Work hard regardless of salary. Xiangxi's economy is relatively backward, and these waiters from Xiangxi are very diligent. Although our salary is in the middle level, it is much higher than their income from farming at home, so they cherish this job and will not be as picky as other hotel employees.

Advantage 3: Not afraid of brain drain. Employees can sing folk songs at work every day. Colleagues are fellow villagers. They speak Mandarin at work and communicate in their hometown dialect after work, making employees feel at home. This kind of working environment is unique in Changsha. Employees are reluctant to leave when they come to the hotel, so we are not worried that they will quit.