Ubiquitous principle [4]: about incentives (how to motivate employees)

Incentive is an important management link in addition to recruitment. The last time I introduced how to apply the principle to recruitment
Today, we should talk about incentive-related topics.

★Incentive Purpose

Everyone should know that most IT-related industries are knowledge-intensive. Most employees in the industry are pure mental workers. For such employees, their outputs are invisible, so they cannot perform the "component-based" assessment as in the traditional manufacturing industry. Therefore, it is not easy to measure the performance of employees.
Therefore, in a knowledge-intensive enterprise, incentives are very important. Enterprises should use incentives to make employees feel that their work is very good and high, and then they will be very active and conscious. Effective incentives are a win-win situation. They not only benefit the enterprise (improve the output and efficiency), but also benefit the employees (get what you need, which will be discussed later ).

★Incentive target (who should be motivated)

After figuring out the purpose, we will talk about the incentive objects. It is important to understand the target of incentives. This is like an advertisement war in marketing. You must put the advertisement to an effective audience to produce results. Therefore, before advertising, we need to segment the advertising audience to find out which ones areValid
Audience. In the same way, employees must be subdivided before being motivated. Only by figuring out who isValid
Is not busy.
The classification of incentive objects is actually in the previous post
Li
I have already introduced this article (that is, the division of three kinds of people ). Among these three kinds of people, we should put most (about 80%) incentives on excellent people, and a small part (about 20%) on mediocre employees to achieve the best results (as for poor employees, save the trouble. Don't bother with the incentive ). Because the average output of excellent employees is much higher than that of bad employees, if the Morale increases by 10%, it is clear that the absolute value of excellent employees will increase much. Moreover, it is not easy to boost morale for bad employees.
However, after my observation, I found that many management personnel are doing the opposite. They always put a lot of effort into trying to change the bad employee status. In the end, the results are often unsatisfactory. I guess this may be influenced by the school teacher. I remember that when I was in primary and secondary schools, teachers always spent a lot of energy on "poor student. But everyone needs to understand that there is an essential difference between a company and a School: A company is a commercial organization for profit purposes, while a school is not. Therefore, some schools are not suitable for their work methods.

★Incentive Method (which incentive method should be selected)

After figuring out the target of the incentive, let's talk about the incentive method. There are many kinds of incentive methods, which must be used in specific ways.Varies from person to person.
. This is like different advertising methods. You must first understand the media that the advertising audience often accesses (such as television, newspapers, and the Internet), and then advertise in the appropriate media to make the effect.
In other words, common incentives include economic benefits, reputation, sense of accomplishment, respect, power, and personal ability. There are no good or bad incentive methods, but only the applicable or not. The following describes the methods.
◇ Economic benefits
It's better to understand that, to put it bluntly, it's about money. This method has a certain effect on most people, but the effect varies greatly. Some people value money, while others do not.
It is relatively easy to know whether an employee pays attention to money. I can see it when interviewing new people. Most of the people who have inquired about salary, welfare, and treatment details during the interview are focusing on economic benefits.
The difficulty in using this incentive method lies in balancing well. Suppose there are two people who are equally outstanding, one who cares about money and the other who doesn't. At this time, you cannot make the two people's economic interests quite different. Otherwise, credibility will be lost.
◇ Reputation
The method of reputation is to grant certain honorary titles and titles to employees or give them public praise. This method applies to those with strong vanity. The key to this incentive method isPublic
The more people you know, the better the motivated person.
How can I know if an employee has a strong vanity? This can be discovered only through regular observation. For example, a person with a strong vanity is generally more expressive (but not absolute ). You can pay attention to people who prefer to show up and show themselves in group activities.
◇ Respect
In this way, we can also understand that we give enough respect, importance, and attention to an employee. This method works well for people with strong self-esteem.
People with strong self-esteem are also easy to judge. In normal communication, a person is accidentally pushed to his self-esteem, and the response is very strong.
◇ Sense of accomplishment
A sense of accomplishment generally refers to arranging for someone to do a challenging or significant job. Once it can be done, he/she will be able to get a lot of satisfaction.
Generally, people who focus on the sense of accomplishment will also have some vanity. You can refer to the previous method to judge. Of course, there are also a few people who focus on the sense of accomplishment but do not care about vanity, this type of person is hard to find (You have to observe other details to judge ).
◇ Power
The method of power is to give someone the power (usually the decision-making power ). This method works well for those with strong desire for power.
　
However, those with strong desires for power are generally not easy to see. The traditional Chinese culture is subtle. People who want power generally do not need to speak directly (or speak directly, not necessarily ). Therefore, those with strong desire for power often secretly seek ways to achieve their goals. If there are too many people in the team, it is inevitable to be confused. A little off-the-Question. You need to have a strong understanding of this kind of person. This kind of skill belongs to "can only be expected, can't be said to others". Let's go to "will" by themselves.

◇ Personal abilities
In this way, an employee is given the opportunity to learn and exercise (such as training), so that his or her personal abilities can be improved. This method is effective for those who love to learn and focus on personal development.
Those who love learning are easy to see. During the interview, I usually click here to test whether the interviewer belongs to this type (how to test and talk about interview skills in the future ).

★Incentive Method Summary

I have talked about several common incentive methods. For the reputation, respect, and sense of accomplishment mentioned above (in fact, there is also a sense of identity and sense of belonging ...... these methods are psychological incentives, which are relatively less costly. Furthermore, everyone should remember that about 80% of employees are emotional, and psychological incentives are quite effective for those who are emotional.
In addition, I would like to remind you that using power to motivate is dangerous. Make sure that the person to be authorized has a correspondingCapability
Otherwise, the future problems will be like the rivers and rivers.
For any motivated employee, the above incentives must be used in combination. Identify employeesMost desired
And then decide which method is the primary method and which method is supplemented.

Next post in this series. Let's talk about it...

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