Incentive has the meaning of inspiration and encouragement

Is an integral part of the team management process and activities. Effective incentives can be a motivation for the development of the team to achieve team goals. In the daily management of the team, we are more or less will take some incentives to encourage team members to work harder, in which you resort to some of the incentives did achieve the purpose of incentives, such Is a positive incentive; some not only fail to achieve the purpose of motivation, but will affect the morale of team members, these are negative incentives.

The frontal motivation is divided into positive motivation and negative motivation. The positive motivation mechanism positively reinforces the behavior of the person, makes the person continue his behavior with a pleasant mood and further mobilizes his enthusiasm. The negative motivation It is to reinforce the negative direction of human behavior and to adopt a mandatory and threatening way of criticizing, blaming, punishing and putting an end to certain types of behaviors.

In general, there are two forms of positive encouragement, such as incentive, compliment, etc. There are usually two forms, one is material rewards such as bonuses, commission, paid leave and options, and the other is rewards such as trust, recognition and promotion. The purpose of negative incentives is to make employees feel a sense of crisis, urged staff to always maintain good professional ethics and behavior, the main forms of criticism, fines, demotion, elimination and so on. Positive incentives, negative incentives are part of the incentive mechanism. According to the principle of "Equity, Rights and Interests Are Equal to Equality", in practical work, positive and negative incentives should be used in conjunction with each other and should not be neglected. Overemphasis on the role of positive incentives while ignoring the restraints of negative incentives is not the same as the positive effects of positive incentives, which are not correct and unilateral methods of management, but not conducive to the deterrent effect of over-emphasis on negative incentives Effective execution of the team.

The introduction of the above paragraph is more terminological, is a positive explanation of the terms of the incentive mode, where the summary comes to help you understand, because incentives is a more partial theory of management tools. In daily work, the product manager's authority is not so big leadership, only within a limited area of ​​authority to take some incentives to achieve the team always maintain a working passion to achieve the team's product goals. Common positive incentives are the following:

1, cash. This year, the best is the use of cash, but the product manager did not give the team members a pay raise, then how to use this incentive? The answer is the project bonus. Generally speaking, project bonuses are freely controlled within the team, and we can agree within the team. The project bonus serves as a bonus pool for the team to reward outstanding members of the team as well as fund activities for the team so that they can be used Incentives in this way, although the amount is small, but the effect is very good, very easy to use.

2, draw the cake. Fudge this term is not new, can not ignore the product manager can only show that you are a novice, or is too daoxing. Product manager should be good at using all kinds of news, organize a variety of magnificent effects, create a big scene, to attract the team members, so that they are full of longing and longing, playing like a chicken blood forward. The premise in this way is that the picture you draw will not be tampered with.

3, empowerment. Product managers actually have no rights, let alone empower others. But we can use some very virtual powers to achieve the purpose of motivation. For example, when you are not in the company, you can designate someone to be responsible for a particular job or to designate a team member to be in charge of a specific item of work and to use this little power to satisfy some of the willing members.

4, challenge. Most Internet practitioners have a restless heart, all like self-challenge, especially developers. When a product manager describes a function that he or she wants to do in a project as having a high level of responsibility and technical difficulty, developers are generally willing to take up the challenge, but a little bit of description is needed here, not all developers Easily excited.

5, approved. Especially for new employees, it is very important to be recognized by the old employees. Anyone who finds their job recognized will feel particularly comfortable. Product Manager do not mean you splendid words, the fact is, the recognition of the work of team members, should not retreat, it would make you think you are very fake. Pragmatic way is that you can list the performance of team members to fight for his company's reward.

6, sense of accomplishment. In fact, this is almost the same as recognition, but recognition is given by others, sense of accomplishment is self-perceived. How to make team members have a sense of accomplishment? For example, you can set milestones in project progress, celebrate a milestone in a node, or get something like a commendation letter to make team members feel that their work is valuable.

7, assessment. Why put this in the end, because this is no way to use, once linked with the examination, it becomes a mandatory measure, the assessment reached nothing to say, if not reached there will be some negative impact. Therefore, assessment is an aid, a vigorous team, should not be constrained by something like KPI, the team goal is generally a matter of course, as long as you have combat effectiveness of the team.

Negative incentives will affect the team morale, combat team members enthusiasm. In fact, the above positive incentives, once the use of the timing or the wrong object, it will immediately become a negative incentive. Therefore, when using the incentive to look for the characteristics of team members, from person to person, can not be unified standard, so as to be targeted. Negative incentives are divided into the following categories:

1, the wrong way to motivate. The starting point may be good, but the wrong time to choose the wrong object or not, resulting in not achieve the desired effect, but to hurt each other.

2, uniform standards for all. For example, using BUG to measure the effectiveness of all developers is not appropriate, the old staff experience, the number of natural BUG will be less than the lack of experience of new employees, Will inevitably be a BUG.

3, has nothing to do with incentive goals. In the use of incentives before, we must find out what the motivation is. Originally, you wanted the team to complete the project as soon as possible, and then you set a release time, released on time or in advance, but the task of developers to complete the task is based on the delivery time, the test staff to start testing from the development and delivery, The starting point of such work is different, once the development delay, can not achieve the desired incentive effect.

4, incentives are not in place. Failure to motivate those members who do their job independently is the result of a work done by a member. When praising, you only praise the entire team and do not tell who did what, and you can not achieve the desired effect.

Incentive is actually a double-edged sword, used to make your product team to enhance combat effectiveness, the use of poor may lead to your team contradictory clusters. Product manager in the management of product teams, we must pay attention to when the incentives to use the timing and the use of object analysis, not blindly motivated, otherwise it would be counterproductive.