How to do well the methods and skills of employee motivation

There are two aspects of employee motivation.

1, determine the incentive standard, that is to say, what kind of employees will be motivated and what kind of things or contributions will be motivated;

2. Understand the needs of employees objectively and truly, and provide targeted incentives. Especially for employees who have created value and made contributions, business leaders can't take it for granted to give some incentives that these employees think are indifferent and can't lift the enthusiasm of employees.

Important ways to motivate employees' achievements are as follows

1, the details of work are determined by the satisfaction of motivation.

2, clear personal responsibility, right and benefit.

3. Build a fair and transparent performance comparison platform.

4. Provide effective personal training.

5. The challenge comes from the practice of enterprises to employees.

Here are several effective incentive methods.

1, employment security-let employees feel occupational safety

Hotels should reduce the unemployment of employees by designing safety policies, and don't put forward layoffs easily unless absolutely necessary, so that employees have a sense of professional security. Some hotels in Japan advocate lifelong employment system, which makes employees and hotels become one, and employees have a greater sense of identity and ownership of the hotel, thus realizing their loyalty to the hotel.

2, system training-let employees continue to charge.

Hotels should not only give employees the opportunity to recharge, but also have the opportunity to continue to recharge. Training files should be established for every employee in need, and career planning should be made with employees to link the development of employees with the development of hotels. At the same time, it advocates the establishment of a learning organization, so that employees can feel that the atmosphere of this hotel can continuously improve their skills and enrich their experiences.

3, instant payment-let employees feel timely rain.

The time of salary payment is also skillful, and the incentive effect is different with different payment time. Different employees will have different psychological needs, and the increase of employees' age, the change of economic situation and the change of hotel operating environment will also affect the payment effect of salary. For example, young employees must be paid immediately, whether it is a bonus or a vacation, rewards or praise must be given immediately. In addition, employees should be paid immediately when they are depressed, and delayed when they are in high spirits, which is conducive to maintaining employees' emotional stability.

4. Small incentives-make employees happy.

Hotels should increase small incentives and appropriately increase the coverage of incentives without reducing the incentive components. In fact, frequent small-scale rewards will be more effective than large-scale rewards. A small incentive will make employees often immersed in the happiness of being rewarded, which can produce a continuous incentive effect and increase the motivation of employees.

5, psychological contract-let employees have unexpected gains.

Reduce regular rewards, increase irregular rewards, and curb the inertia caused by employees' rigid thinking about fixed rewards. Hotels should establish a psychological contract without rules, so that employees don't know when they will get unexpected returns, bring unexpected surprises to employees, and make employees feel more interesting in their work.

6. Contact family members-make everyone and family a family.

Hotels should set up some special benefits specifically for employees' families, such as inviting family members to party activities in the hotel during festivals, giving special gifts to the hotel, allowing employees to travel with their families, and providing gifts and scholarships for their children, so that employees can feel "face" in front of their families and make their families feel warm and satisfied.

7, full respect-let employees forge ahead in equality.

Respect can win people's hearts. Hotels should regard employees as partners. Hotel owners, managers and employees are equal in personality, but play different roles in their work. Some foreign hotels implement the "one citizen" system, and the general manager and employees wear the same uniform. When having a picnic, the general manager will also barbecue steak for ordinary employees, which will bring the two sides closer and eliminate the emotional barrier between them.

8, tailor-made-let employees enjoy one-on-one incentives.

At present, the incentive measures of most hotels are not targeted, and the capture of the best needs of employees still stays on a simple rough estimate. They are not based on real investigation and scientific demand analysis, nor do they formulate incentive policies and measures in combination with the hotel's own characteristics. Therefore, the incentive policy lacks pertinence and timeliness, resulting in the absence and dislocation of incentives and the waste of manpower, material resources and financial resources. In order to improve the incentive efficiency, hotels should adopt a "one-on-one" incentive mode for employees (especially class A core employees). According to the different situations and needs of employees, tailor different benefits to ensure that such benefits are most attractive to employees.