How to effectively motivate employees in tourism enterprises

First, long-term incentives and guidance

1, leading in organizational vision

As an economic organization, an enterprise has a vision, a mission and values. Its development is more exciting because of its vision and more directional because of its vision. Organizational vision is the driving force and direction of enterprise development, which should be instilled in employees. Through training courses, blackboard newspapers, internal magazines, electronic magazines and other forms, "corporate vision" will be publicized to the public, so that employees can know and agree that "like-minded" can last for a long time.

2. Team development incentives

Enterprises are "big collectives" and teams are "small environments" for employees to survive. Employees have a sense of belonging only when they have a team, and only when they have a team can they play a better role in fighting and stimulate their initiative. Team motivation needs to strengthen everyone's * * * activities, strengthen daily formal communication, and strengthen the team's sense of cooperation, so that everyone is moved and relied on.

3. Personal growth guidance

Employees want to grow and develop when they enter the enterprise, especially new employees. "Giving charcoal in the snow" always makes people feel very emotional and tempted. Motivation for employees means thinking from the perspective of employees, considering employees' career development from the perspective of development, giving friendly work guidance to new employees, caring for difficult employees, giving correct guidance to problem employees, and carrying out classified teaching for students will be of great benefit.

Second, broaden your career.

1, give career goals

Employees always have their own career motivation, or promotion and salary increase, or stable work, or happy work. These are the real thoughts of employees. Enterprises have their own development goals, and the best outcome is of course "merging into one". Therefore, high employee motivation is to combine employees' own conditions, determine their own "career goals", clarify their future development direction, and combine employees' goals with enterprise goals, so that employees will naturally work hard and the motivation will come from their hearts.

2. Build a development ladder

Employees will work hard when they have development goals, but the development goals will always be realized in stages. Every employee will have his own priorities at each stage. At this time, the development of employees needs more guidance, and enterprises need to help them plan the development ladder. How to divide the goal into stages, how to set the focus of each stage, how to promote the focus of each stage, careful planning and key measures. High motivation needs to closely combine employees' work with enterprise goals and development stages, which will surely win the deep recognition of employees. It goes without saying that high motivation is natural.

3. Set promotion standards

There are goals, stages and more promotion plans. Only when there are standards can they be implemented, and only when there are plans can they be better promoted. Most employees have their own professional ideas. Where there is a goal, there is an expectation. Where there is expectation, there is hope. There is hope, there is motivation. When enterprises set promotion standards, employees will have better development expectations, greater development space and stronger development motivation.

Third, the works are vivid.

1, select candidates for posts

As an economic organization, an enterprise always has its value and significance. Its positioning is designed according to the development strategy and organizational functions of the enterprise, and its establishment is mostly inferred from many professional logics, which is also its important value in attracting employees. Enterprises need to choose the right person to fill the position according to the characteristics of the position, determine the right position according to the type of person, let employees adapt to the position, let employees work happily, better promote the development of enterprises, and have stronger motivation.

2, rich in work

Work should not be monotonous. Abundant jobs can always attract employees to work more quickly. Therefore, enterprises should consider "job enrichment" when designing jobs, avoid monotonous and repetitive work, have more flexibility in process design on a reasonable basis, and consider more and less monotony in work. Rich work itself can also mobilize the enthusiasm of employees.

Step 3 rotate properly

Employees who have worked in a certain position for a long time will always feel tired, and slack will spread among employees like a plague. At this time, enterprises can consider proper job rotation for employees, so as to enhance employees' sense of freshness and improve their good experience of jobs. Work can also be more enjoyable and employees can be more motivated. Overall rotation is also a major requirement of "enterprise post design".

Fourthly, the authorization system of reciprocal liability.

1, peer-to-peer authorization

As an economic organization, it is particularly important for an enterprise to design a strict system of organizational functions, command and approval authority. Let employees feel the company's recognition of their ability, and the company's recognition of their professional quality is the recognition of their quality and ability, and it is a kind of "ability-based incentive", which is also an incentive.

2. Proper supervision

Duty corresponds to power, and power corresponds to supervision. Without restraint, power can easily lead to abuse of power, and supervision becomes particularly important at this time. Supervision is not only a constraint on employees, but also an incentive, which makes employees work hard under the supervision of superiors, makes employees know how to cherish power better, and is also an incentive for employees themselves.

Verb (abbreviation for verb) Professional and standardized training incentives

1, professional skills training

When interviewing people in the human resources department, new employees often ask, "Does the company have training? What is the training form? " These just reflect the high welcome and strong acceptance of new employees' "necessary skills for work". It is extremely necessary to train new employees in industry knowledge, professional knowledge and job skills, which can make employees feel the professionalism and enterprising attitude of the organization and make them feel more belonging and initiative.

2. Effective communication training

Management communication is a "compulsory course" in enterprise management. Excellent managers always attach great importance to management communication skills. Smooth communication and efficient feedback will always make employees feel happy and work smoothly. "A good word warms three winters", efficient management communication and excellent communication training will always benefit both managers and employees, and training can also generate high motivation.

Everyone is a sharer.

There are many excellent employees in the enterprise, and everyone has his own story. Some people have strong professional skills, some people have strong communication skills, some people have a wide range of interests, some people have strong team leadership skills, and everyone has a "bright spot". Everyone can become a sharer, hold a sharing meeting every month, let employees participate in training interaction, and let employees write articles in internal journals, so that sharing can make employees more passionate and have a sense of belonging.

Sixth, emotional motivation.

1, speak human feelings

China is a human society. Although enterprises are economic organizations, they still have to talk about "human feelings". You can give employees a card on their birthdays, express it when they are red or white, give them some blessings when they win prizes, give them some encouragement when they are lost, and give them some help when they are in trouble. Talking about human feelings will make people's hearts more harmonious and their feelings stronger.

Step 2 talk about your mood

Communication is a science and an art. Good communication always makes people feel happy, even critical words can make people feel comfortable. Consider each other's tolerance when doing work, consider each other's mood when criticizing, pay attention to ways and methods because of mood, and pay attention to communication strategies because of mood. Emotion-based motivation is also effective.

3. Smooth communication

There are thousands of words, so it is normal and easy to understand that everyone has many ideas about one thing. As long as the starting point is good, everyone can understand and understand each other, free communication will make the enterprise better, set up employee mailboxes, openly lead emails, solicit employees' opinions on major issues, and an environment of free communication will make employees feel happier.

Seven, honor incentives

1, give it in time

Everyone likes honor, and everyone wants it. The key to a good honor incentive is to give it in time. Timely reward and timely cash is a good incentive way. Monthly bonus, annual assessment at the end of the year, immediate reward. Give quickly, which shows the attitude of the enterprise to execute quickly, and at the same time, it plays a role of quick motivation, so that everyone can act faster.

Step 2 continue to give

If there is a reward, the prize is given, but it will continue to be given; If the monthly prize is given this month and not next month, then the incentive effect will be greatly reduced if the annual prize is not given this year or next year. The purpose of continuous efforts is to make employees have confidence, to make employees who are rewarded more motivated, and to make employees who are not rewarded work harder. The role of motivation is great. Continuous giving is to make incentives continue to work.

3. Give it vigorously

There are many kinds of honor incentives, such as advanced worker of the year, star employee of the month, advanced management team, advanced team, model worker and so on. They are selected from the annual, monthly and quarterly, from the regional and headquarters, and from different departments. Large-scale multi-dimensional and multi-angle rewards will certainly expand the recipients of employee rewards, stimulate their enthusiasm and make them more hopeful. The above content is synthesized in china-train.net, and I hope it will help you.