Suggestions for effectively motivating employees

Suggestions for effectively motivating employees

Suggestions for effectively motivating employees. In today's society, the competition between enterprises can be said to be very fierce. Many enterprises will encourage their employees in various ways to give them better motivation. Here are some suggestions for effectively motivating employees.

1 "Appreciation", effectively motivating employees is the best motivation.

Praise can make employees more confident in themselves, love their work more and encourage employees to improve their work efficiency. Praise for employees should also be timely and effective. When employees perform well in their work, the supervisor should immediately praise them, so that employees can feel appreciated and recognized by their superiors. In addition to verbal praise, supervisors can also use written praise, one-on-one praise to employees, public praise and other forms to boost employee morale.

"* * * advance and retreat together" at work, exchange information.

Work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work. Worry-free future experts believe that supervisors should advance and retreat with employees in their work, and provide employees with more information and content they need in their work, such as the overall goal of the company, the future development plan of the department, and the problems that employees must focus on solving, so as to help employees complete their work. Let them know more about the company's business strategy, so as to complete the task effectively, clearly and actively.

"Listen" to employees' opinions and participate in decision-making.

Listening is as convincing as speaking. Supervisors should listen to employees' ideas and let employees participate in work decisions. When supervisors and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect derived from this participation in decision-making will be more significant.

Respect employees' suggestions and build a "communication" bridge.

Only when a successful supervisor tries his best to get the employees' minds out can the management of the department be targeted and avoid decision-making mistakes caused by subjective arbitrariness. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions, and having departmental dinners. However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their own questions and suggestions through these smooth channels of opinion, or they can be effective in time. Reply.

Be a supervisor of "investing for the benefit of employees"

As the core of the team, the supervisor must "do what he likes" according to the different characteristics of the employees in the department and seek the motivation to motivate the employees. Everyone's intrinsic motivation to be motivated is different, so the method of rewarding excellent work performance should also vary from person to person.

Take interest as a teacher and give employees more job opportunities.

Interest is the best teacher, and employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work content, which is also an effective way to motivate employees. New challenges at work will inspire employees to greater potential. If employees are interested in the work content, coupled with the challenges brought by the work content, employees will be fascinated and play a greater potential.

Start with small things and understand the needs of employees.

Every employee has different needs. If a supervisor wants to motivate employees, he must have a deep understanding of their needs and try his best to satisfy them and improve their enthusiasm. To satisfy employees, we should start with small things and start with details.

Let "performance" speak for employee promotion

At present, there are countless companies that promote employees according to their qualifications. Experts believe that promoting employees with "seniority" does not encourage employees to create performance, but will make employees feel lazy. On the contrary, when the supervisor speaks with "performance" and promotes employees with excellent performance according to performance, the purpose of encouraging employees to pursue excellent performance can be achieved.

Competent people will give their core employees a raise.

Under the special economic situation, material incentive is still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies cut their expenses drastically, managers are more cautious about encouraging employees with salary increases.

Experts believe that the economic crisis does not mean that there is no salary increase, but the demand for salary increase is higher. The key is to see how much value employees can bring to the company. For the core talents who create high profits for the company and develop profitable new projects, it is essential to motivate them through salary increase.

Suggestions for effectively motivating employees 2 1, theme activity method

Hotels should regularly carry out different theme activities according to the characteristics of young employees, active thinking and pursuit of progress. For example: job skills contest, calligraphy and painting contest, handicraft making contest, oral English contest, etc. Through different theme activities, guide employees to be eager to learn and make progress and show themselves, thus generating centripetal force and cohesion.

2. Multi-pacesetter method

Every employee has his own expertise. By setting up different pacesetters, every employee can give full play to his own specialty. For example, establish a model of health, customer service and dedication.

3. Emotional investment method

Emotional factors have a great influence on people's work enthusiasm. Hotels can often take emotional incentives in the following ways: employee birthday celebrations (leaders' congratulations, birthday cakes, birthday parties, dances, etc. ), visiting patients and providing assistance to families in need. Emotional investment is not only for employees, but also for their families.

At work, a department manager, according to the characteristics of young employees in his department, deducted part of his savings from employees' salaries every month and distributed them to employees' parents at the end of the year, which was supported and recognized by employees' parents and played a very good incentive role.

4, psychological counseling method

Because hotel enterprises adopt strict institutionalized management, the management level is relatively clear. In addition, the management methods of some grass-roots managers are simple and rude, which will inevitably damage the enthusiasm of employees in the long run. Therefore, the hotel's top management should hold staff day reception activities regularly, listen to employees' voices, eliminate employees' grievances and narrow the distance between managers and employees.

5. Rotation incentive method

Employees who have worked in a position for a long time and are skilled will inevitably be bored and arrogant. Hotels should seize the opportunity to transfer employees, which will bring new challenges to employees. This can not only help employees learn new skills, but also motivate employees with work.

6, interest incentive method

Interest is the best motivation to push employees to work hard. According to employees' personal interests and work needs, hotel managers help employees find jobs they are interested in through two-way selection, thus producing lasting incentive effects.

7. Methods of cultural and sports activities

Amateur cultural and sports activities are another stage where employees' interests and talents can be displayed. By organizing colorful cultural and sports activities and various interest group activities, the hotel helps employees to do their spare time well beyond eight hours, so that their hobbies can be satisfied, and their emotional communication and sense of belonging to the enterprise can be enhanced, thus improving the cohesion of the hotel and avoiding accidents caused by young employees, lack of discernment and chaotic spare time life.

8, material incentive method

Suggestions for effectively motivating employees 3 What are the' wrong thinking' of leaders to motivate employees?

1, simple material incentives

If employees can get enough remuneration, they are certainly willing to do any work; If employees give affirmation to their work, supplemented by certain bonus incentives, they will be very happy (unless they have higher expectations for bonuses). The salary has been raised, and the employees have really worked harder. However, the study found that material incentives can only bring short-term happiness. After half a year, this motivation will gradually disappear. Not only are employees not as excited as when they just got the bonus, but they can't even remember the specific amount of the bonus.

Money itself can't stimulate a person continuously. A sense of identity and affirmation of personal status can generate a steady stream of motivation. Suppose that in a high-tech product sales company, a salesperson's performance is better than others, and the boss publicly gives him a bonus.

Every employee knows who the winner of the sales award is, and the salesperson thinks that he has been recognized by customers and other colleagues in the team. Identity and position in the team are two keys to motivate employees, and money can only cheer employees up in the short term at best.

So, what should a manager do? It is necessary to establish a perfect mechanism to give employees a certain sense of accomplishment. Give them a sense of identity and let them work fully; At the same time, employees will cherish these opportunities by giving them opportunities for progress and room for improvement.

2. Make employees happy

Making employees happy can bring higher productivity. Managers often spare no effort to implement some measures to make employees happy. For example, setting up a recreation room or allowing employees to make long-distance calls for free. Managers wishful thinking that employees' sense of pleasure during breaks can easily be transformed into a kind of work motivation.

Employees really enjoy their rest time and look forward to this moment, and some even delay their working hours. But the satisfaction of these moments does not necessarily translate into higher productivity, nor does it mean that there will be better performance at work.

Step 3 Ignore conflicts

Few people like conflict, especially in the workplace. Almost all bosses and employees have these two mentalities-? Why don't we forget it? 、? Turn a blind eye, right? Everyone lacks the attitude of solving problems. Management often cares about whether they are popular or not, rather than quickly pointing out the actual problems of employees. However, if we ignore some defects of employees, it will be unfavorable to the growth of employees in the long run.

Some people are hopeless.

Being prejudiced against some employees and completely losing confidence in them-this is the most common misunderstanding. In fact, everyone is a plastic talent, but the fire that ignites their passion is different. If the manager walks around the office and sees employees playing computer games or sending personal emails, he may think to himself:

This man has no enthusiasm for work because he doesn't work hard at all. ? Actually, it's not. What do these look like? Play? Our employees are equally passionate and even more motivated than those who work hard. It's just that they don't put their energy directly into their work. If this employee has something worthy of recommendation, then business leaders should find out the tricks to stimulate their enthusiasm for work and try their best to let them release their passion at work.

5. Pay special attention to smart people.

Almost every business owner is eager to attract smart people, because these people learn faster and get started faster. Therefore, bosses take it for granted that these people don't need trouble, they will be self-disciplined. But there is no necessary connection between high IQ and good self-management ability. Not only that, some smart employees often don't know what motivates them to keep their enthusiasm for work. On the contrary, it is easier to get lost or get tired of work, which eventually leads to little interest in work and low efficiency.

So, how to mobilize the enthusiasm of employees? A smart boss should know how to create a good working atmosphere and make every employee full of energy; At the same time, understand employees? Power valve? Know your strengths and interests, give full play to your talents, and let everyone shine in their favorite positions.

6. Incentives are rewards.

At present, many domestic enterprises simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures one-sidedly, ignoring or not considering restraint and punishment measures. Although some have also formulated some restraint and punishment measures, due to various reasons, they have not been resolutely implemented and become a mere formality, making it difficult to achieve the expected purpose.