Interview on how to motivate employees to work hard.

1. Adhere to people-oriented principle and treat employees sincerely.

Managers have a formal conversation with employees every year to discuss what the work is this year, how many work goals there are, what the measurement standards are, what training they need to go through in order to achieve their goals, the development opportunities of employees, what plans they have in the future, and so on. To help employees realize their wishes. Let everyone go out to study or train regularly, and employees will leave their posts. Whether traveling or studying, this is not only a team life, but also the welfare of the company. While learning to charge, you will also relax. This is also the company's recognition of employees, and employees will have a strong sense of belonging.

2, understand the needs of employees, targeted incentives.

First of all, we should investigate what the real needs of each employee are, sort out and classify these needs, and then formulate corresponding incentive policies to help employees meet these needs. For example, young employees pay more attention to having autonomy and innovative working environment; Middle-aged employees pay more attention to the balance between work and private life and career development opportunities, while older employees pay more attention to job stability and share company profits. For management technicians, two career planning lines can be designed, one is administrative management line, the other is professional line, and several levels of channel design can be carried out for industrial workers. This requires our managers to be good at grasping the main contradictions and the leading needs of employees. Otherwise, motivation is an armchair strategist.

3. Establish a scientific and fair incentive mechanism.

Incentive system must embody the principle of fairness. By comparison, see if you have been treated fairly. Thereby affecting your mood and work attitude. Therefore, before the introduction of the system, it is necessary to solicit the opinions of employees, get the approval of most people, publish the system, and strictly implement it in the incentive.

4. Scientifically analyze enterprise posts.

Job analysis is the basis of enterprise salary management, and its value is obtained through scientific methods and tools analysis, which can basically ensure the fairness and scientificity of salary and is also a necessary means to break egalitarianism. Moreover, you can also arrange job rotation to solve the job boredom that employees may get from doing a job for a long time, so that new jobs and new businesses can stimulate their new work enthusiasm.

5. Establish a scientific performance management system.

The management process of an enterprise is a process of accumulating and obtaining performance, including organizational performance, departmental performance and personal performance of employees. Judging from the present situation of enterprises in China. Performance management is still an obvious blank. Even if some enterprises implement performance management, they mostly stay at the level of performance appraisal or become a mere formality. Few enterprises really attach importance to performance management and scientifically promote performance management. Without performance management, it is difficult to reflect the fairness and incentive of salary. Therefore, enterprises should attach importance to performance management, seriously study the theory, methods and processes of performance management, scientifically understand performance management, and strive to promote the implementation of performance management in the organization. Let performance speak for itself, unify the thoughts of enterprise managers and employees on performance, give play to the dynamic role of performance management, and mobilize the enthusiasm of employees.