Hotel staff motivation

Introduction: A very important part of hotel management is the development and management of talents, and human resource management is mainly achieved through standardized, reasonable and appropriate incentives. This paper analyzes the concepts, methods and existing problems of implementing employee motivation in human resource management, and introduces how hotels successfully use the incentive mechanism to solve various problems in human resource management.

The performance of hotel employees motivates a hotel employee as a result of many complicated factors, but the effectiveness of the incentive mechanism is one of the most important factors. The so-called incentive is a systematic activity in which an organization encourages, guides, maintains and naturalizes the behavior of its members by designing appropriate external reward forms and working environment, adopting certain behavioral norms and punishment measures, and with the help of information communication, so as to effectively realize the personal goals of the organization and its members.

First, the main factors affecting employee motivation

Many employees are not enthusiastic about their work because they can't see the relationship between effort and performance, performance and reward, and the reward they get and the reward they actually want. If you want to motivate employees, you must strengthen the relationship between the three.

Do employees believe that high performance appraisal can bring high salary? Many employees think that performance has little to do with salary, because the salary of the company is not based on performance. For example, if salary is calculated according to seniority or flattery to managers, employees may think that performance has little to do with salary, so it is difficult to be motivated. Therefore, the company needs to establish a scientific and fair performance evaluation system, and publicize and implement it so that all employees can understand it.

Whether the employees get what they want. An employee works hard, hoping for a promotion, and the result is a raise; Or an employee wants to do a more interesting and challenging job, but only gets a few praises. In both cases, the enthusiasm of employees can only be partially optimized. These examples show that it is very important to personalize salary to meet the needs of different employees.

Second, employee incentives

When it comes to employee motivation, many people will think of raising wages or giving bonuses.

? In fact, motivation is to meet the needs of employees, and the needs of employees are varied, so the ways of motivation are also varied. Material incentives are just one way, and there are many other ways. According to the different nature of incentives, we can divide them into achievement incentives, ability incentives, environmental incentives and material incentives. Achievement motivation. With the development of society and the improvement of people's living standards, more and more people choose to work not only for survival. Especially for knowledge workers, work is more about getting a sense of accomplishment. Achievement motivation is a very important part of employee motivation. According to different functions, we can divide achievement motivation into six aspects: organizational motivation, example motivation, honor motivation, performance motivation, goal motivation and ideal motivation.

Ability, motivation

? In order to work better in the future, everyone has the need to develop their own abilities. We can meet the needs of employees in this respect through training incentives and work content incentives. Training incentives are particularly effective for young people. Through training, employees' ability to achieve their goals can be improved, and conditions can be created for taking on greater responsibilities, challenging their work and being promoted to more important positions. This is the most interesting way to motivate employees with the work itself. Managers should understand the interests of employees and give full play to their respective strengths, so as to improve efficiency. In addition, managers can also let employees choose their own jobs. This arrangement of work will greatly improve work efficiency.

Environmental incentives.

? Good hotel rules and regulations can ensure the fairness of employees. If employees think that they work in an equal and fair unit, they will reduce the grievances caused by unfairness and thus improve work efficiency. The objective environment of the unit, such as office environment, office equipment, environmental sanitation, etc., will affect the working mood of employees. Working in a high-grade environment will affect employees' work behavior and attitude. High taste? Development-exhibition; The content of material incentives includes wages, bonuses and various public welfare. It is the most basic incentive means, because getting more material benefits is the common aspiration of ordinary employees, which determines the satisfaction of their basic needs. At the same time, the improvement of employees' income and living conditions also affects their social status, social interaction, and even the satisfaction of spiritual needs such as learning, culture and entertainment.

Third, the problems in employee motivation

1 Incentive is not equal to reward.

Many managers 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. Incentive in a complete sense should include two meanings: incentive and constraint, and reward and punishment are the unity of opposites. Incentive is not all encouragement, it also includes many negative incentives, such as fines, demotion, elimination of incentives and so on.

2 Spiritual motivation can not be ignored

People not only have material needs, but also spiritual needs. A study on incentive factors in the United States shows that employees think that the manager's praise for completing the work is the most important of all incentive measures. But the reality is that people often think of material incentives. Some managers blindly believe that only when bonuses are paid enough can employees' enthusiasm be mobilized.

3. Comprehensive use of work incentives and participation incentives

Work itself has the power of motivation. For those young and self-motivated employees, challenging work and successful satisfaction can motivate them more than actual salary. Enterprises can flexibly use work incentives according to their own characteristics. The practical experience and research of human resource management show that all employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. When I was an intern in a hotel, the catering department performed it? One-day foreman system management, experienced employees take turns as foreman, responsible for the day's work, and employees in positions such as running vegetables, being on duty and drinking regularly rotate. This system can make a large number of employees take up management positions organically, improve everyone's enthusiasm, and at the same time, it can better find and solve problems.

4. Implement personalized incentives

In management practice, how to implement effective incentives for individuals is first based on the understanding of people. In order to motivate employees, we must understand their motives or needs. Managers must first make two points clear: first, there are no identical employees; Second, employees have different needs at different stages. For different employees, we should consider individual differences, make specific analysis, find out the factors that motivate them, adopt different incentive methods, and carry out targeted incentives.

For example, the hotel industry is dominated by young employees, who pay more attention to having autonomy and innovative working environment and like to experience different working environments. Therefore, hotels must take into account the characteristics of enterprises and young employees when formulating incentive mechanisms, so as to receive the greatest incentive effect.

5 incentives should be timely

A friend of mine got excellent results in the National Chinese Restaurant Setting Competition. At the celebration to welcome employees back to the hotel, the general manager of the hotel gave her a brand-new management uniform and announced on the spot that she was promoted to supervisor. At that time, the employee was so excited that tears filled his eyes, and all the employees in the audience showed envious eyes. Suddenly, applause broke out and the scene was extremely wonderful. It should be said that this practice of rewarding employees in time has achieved very ideal results. Just think, if we postpone this practice until later, or take her as one of the many objects that need to be commended at the end of the year, it will not play such an incentive role. Therefore, timely motivation is one of the important methods of effective motivation.

To sum up, only by deeply understanding the significance of employee motivation in hotel management can we comprehensively use one or more incentives in practical work according to specific conditions, and get twice the result with half the effort.