Incentive management to enhance employee engagement

With the deepening of the reform, the traditional management of the enterprise has accumulated and implied contradictions. After the enterprise reform, there are many unstable factors and signs in the staff group's petition and agglomeration events. In the face of the reform, the concept of individual and group within the enterprise is changed the adjustment of the interest pattern and the pluralism of the value orientation of the market economy have brought many unfavorable effects to the team management, mainly manifested as follows: The thought idea is more pluralistic, the benefit consciousness is more dominant, the team layout is more decentralized, the work operation request is institutionalized, The hot and difficult problems are more diversified.　　A lot of old workers reflect the obvious job fatigue, learning enthusiasm and professionalism is not high, the lack of professionalism is more serious. Analysis of the factors affecting the staff engagement 1, current survey of staff engagement in the past, we often can hear such words, "This matter does not belong to me", "I am very busy, really no time to think so much", "leadership, I tried, no way, really do not". There is such a situation, some workers meet, talk a word is: "Today is really depressing." "Some employees said:" Today I am in a bad mood, ignore me, annoying. "　　In fact, these are the embodiment of the low degree of professionalism. At the beginning of 2007, we worked out 85 research topics on workers ' work, working environment, staff communication and five other aspects, and randomly selected 250 employees for employee engagement survey. Among them, the number of professional staff accounted for 54.4% of the survey; the number of employees with high degree of professionalism accounted for 26% of the survey, the average number of professional work accounted for 14% of the survey, and the number of workers with less professionalism accounted for 5.6% of the survey. The high degree of professionalism and higher staff accounted for 80.4% of the survey, while the general and lower professional staff accounted for 19.6%　　There are nearly 20% of employees ' professionalism to be improved. Survey and statistics found that the impact of all factors in employee engagement, career development space and opportunities for workers is the primary factor. It can be seen that career development opportunities have a higher proportion of employee engagement, Accounted for 35.2%, followed by, wages and benefits accounted for 23.6%, to obtain good training conditions and learning opportunities accounted for 18.4%, work environment and corporate culture atmosphere 11.2%, personal interests accounted for 5.6%, the leadership of 4%, others accounted for 2%. From the above impact on staff engagement, People who consider career development opportunities to be the most important factor account for 35.2% of all investigators, above other factors.　　Second, fair and impartial remuneration system, working environment and people-oriented corporate culture, personal interests, leadership and others. 2. The reasons for the low degree of employee engagement are analyzed through questionnaires and comprehensive meticulous analysis, at present, the reasons for the low degree of employee engagement are mainly as follows: (1) The employee's satisfaction with the professional development of the staff is low, and the proportion of satisfaction is only 58%. Expressing dissatisfaction with 17%, but not satisfied or dissatisfied with general attitudeAccounted for 25%, two total 42%, which shows that a lot of workers for the occupation of the insipid and mean attitude, not satisfied with the level of professional development is still relatively high. (2) The employees ' satisfaction with salary is low from the survey of employees ' salary satisfaction, most of the surveyed workers complain about low pay. It is considered that the economic benefit of oil production enterprises is better, and the remuneration and benefits are relatively low, which is not commensurate with the effort.　　In addition, in the process of employee performance, because of the low relationship between employees and the relatively fine job division, the assessment basis depends to a large extent on the good and bad relationship between the leadership and staff, resulting in the assessment process inevitably with a lot of human factors and emotional factors, resulting in a relatively low remuneration of workers. (3) The staff of the enterprise training methods and effect of low satisfaction from the staff training measures and satisfaction survey, many workers think: first, our training exists in the form of the problem, the lack of obvious results. The training content is divorced from the reality, the training form is too simple, causes the student to dislike the training. Second, the training is not standardized. Training program implementation can not be consistent, the training schedule is very random, there is no special training management system, lack of corresponding training norms and training instruction materials, once encountered other activities, the first way is training. Training programs and content is not based on the actual needs of the enterprise and the needs of the staff, but by feeling, copying the training of other enterprises, the content of the training is also lack of necessary examination. Third, the training method is unitary.　　Enterprise training or the use of the simplest classroom teaching, pure theoretical indoctrination. Second, the incentive management theory of promoting staff's engagement degree 1, the connotation of encouraging management with the promotion of employee engagement: We take Maslow's theory of hierarchy of needs and motivation principle as the guide, carry out the incentive management that promotes the enterprise staff's devotion to work, it is from making good plan for the career development of the staff, Establish a fair and impartial remuneration system, develop career-oriented training programs, to build a people-oriented, the pursuit of excellence in corporate culture and so on, improve the security system of staff professionalism, so that workers become more dedicated, "Love hillock, dedication, service, dedication" from the slogan into their own practical action, implementation of the whole process of working life　　, wholeheartedly for the development of enterprises for profit. 2, Theoretical basis (1) Maslow needs hierarchy theory from Maslow's needs hierarchy theory that everyone has a series of complex needs, according to their priorities can be ranked ladder-style level, including four basic assumptions: the demand has been met, no longer is the incentive factor.　　People are always trying to satisfy a need, and once a demand is met, there is another need to replace it. Generally speaking, only when the lower level of demand is met, higher levels of demand will be sufficient to drive behavior. Only by satisfying the lower level of demand, can the high-level demand play a stimulating role.　　There are more ways to meet higher levels of demand than to meet lower levels of demand. Maslow's theory divides demand into physiological needs, security needs, social needs, respect for demand, andThe requirements of self-realization are five categories, which are from lower to higher levels in turn. Respect for demand: respect for demand includes both personal feelings of achievement or self-worth, and recognition and respect of others. People who have respect for demand want others to accept them according to their actual image and think they are capable and competent to work. They are concerned with achievements, fame, status and promotion opportunities. This is because others recognize their talents. When they get these, they not only win the respect of people, but also have confidence in their inner satisfaction of their own values. They would be frustrated if they were not able to meet such needs. If other people give the honor not according to their true talent, but the reputation, will also pose a threat to their psychology. When motivating employees, special attention should be paid to managers who have respect for their needs and should adopt public rewards and praise. Special emphasis should be placed on the arduous nature of the work and the superb skills required for success.　　The award of Medal of Honor, the publication of Praise articles, the publication of Outstanding Staff Hall of Fame, etc. can improve people's sense of pride in their work. Self-Realization needs: The goal of self-realization is self-realization, or the realization of potential. Those who reach the realm of self-realization accept themselves and accept others. Ability to solve problems, improve consciousness, be good at independence, and ask to be alone without interruption. To meet this need to be as talented as possible, he should have partially met other needs at some point. Of course, self-realization may be overly concerned with the satisfaction of this highest level of demand, so that consciously or unconsciously give up to meet the lower levels of demand. Self-fulfilling demand-point people are encouraged to use the most creative and constructive skills in their work. Managers who value this need will realize that no matter what kind of work can be done to innovate, creativity is not unique to managers, but everyone wants to have.　　In order to make sense of the work, the managers who emphasize self-realization will consider applying the strategy of adapting to complex situations in the design work, assigning special tasks to the talented person to display their talents, or leaving room for the workers ' groups in designing work procedures and implementing plans. Maslow's hierarchy of needs theory assumes that people are motivated to satisfy one or more of the most important needs of their lives. Further, the intensity of any particular requirement depends on its position in the demand hierarchy and the degree to which it and all other lower levels of demand are satisfied. Maslow's theory holds that the process of motivation is dynamic, gradual and causal. In this process, a changing set of "important" needs controls people's behavior, which is not the same for all people. This is especially true for middle-tier needs such as social demand and respect for demand, which vary from person to person. But Maslow also made it clear that people always give priority to physical needs, while the need for self-realization is the most difficult to meet. Finally, people may be motivated by a variety of needs at a given time. Anyone's level of demand will be subject to personal differences.And will change over time. High-level needs are more valuable than low-level needs. Enthusiasm is motivated by a high level of need.　　The supreme need of man is that self-realization is the most effective and the most complete way to express his own potential, which can make people get the peak experience. (2) Incentive principle incentive is a double-edged sword, use well, will mobilize the enthusiasm and creativity of the staff, use bad, will hurt the staff's self-esteem, until counterproductive role. Motivation has positive and negative incentive points. Material rewards are typical positive incentives, while appreciation is spiritual motivation and positive motivation, while criticism and punishment are often a kind of "negative incentive".　　So is business management, "appreciation Management" is the enterprise managers to think that every employee may become excellent workers, employees should use praise, encourage such positive incentives, less criticism, punishment such negative incentives, so that workers with a happy mood to work, so the efficiency is higher. "　　Economist Cook, after a study found that in the early days of his career, creativity grew rapidly, a period of about 2 years, then into a stable period of creative growth, lasting about 2 years, then the growth of creativity began to decline, that is, a person after the post of creativity to play a better time for a total of 4 years or so. The development trend of modern enterprise management is to integrate humanization into management, pay attention to human potential development, to improve the overall benefit of the enterprise. According to Hertz's theory, there are two types of factors that affect people's behavior, one is health, the other is motivation. Health-care factors are the factors that satisfy low-level needs, that is, physical, security, and social needs. Incentive factors are the factors that satisfy high-level needs, that is, the need for respect and self-realization. People's low-level demand can not inspire people's enthusiasm and creativity, only high level of demand, that is, incentive factors can inspire people's enthusiasm and creativity. Managers encourage and appreciate workers, is to meet the high-level needs of workers, so that workers in a healthy and happy mental state.　　And workers once in a healthy and happy state of mind, will be "proud horseshoe disease", the enthusiasm of its work will multiply. Iii. the main countermeasures to promote the staff's engagement degree 1, the formulation of career development plan and career development-oriented training program is to plan a career for each employee, so that every employee can see their growth direction and growth space, so as to arouse the enthusiasm of workers, This is the best way to improve employee engagement. Although the treatment of workers in the oilfield enterprises in the resource-mining enterprises is relatively good, enterprise workers think their job satisfaction is from career development. is to make every employee in the enterprise, according to their own talents to actively choose the right career development sequence. Some people are suitable in the technical position of the development of the sequence, some people fit in the management of the position of the development of the sequence, so that employees can not only through the promotion of management positions to achieve career development, can also choose their own business related to the development of professional channels, while establishing a fair staff promotion systemEach employee's development provides the opportunity, thus enhances the worker career development the satisfaction degree. The first step is to evaluate the employee's career planning. The purpose of self-evaluation is to make people understand and know themselves correctly. The external environment analysis focuses on the analysis of social environment, focusing on the impact of information age on career development and the challenge to talent growth; internal environment analysis is mainly to analyze the internal environment, including developing environment, working environment and learning environment. On the basis of self-assessment and internal and external environment analysis, choose your own development channel.　　For each employee planning career, so that each employee can see their own growth direction and growth of space, so as to mobilize the enthusiasm of workers, is the best way to improve staff professionalism. The implementation of career planning is an important part of career planning. In order to promote the development of talents, we should make a positive attempt in the construction of the system of career planning. First, the grassroots rotation exercise system. Plan to arrange the work of different positions for employees to practice, take the old with new, division of the way, so that they quickly familiar with the professional production process, accumulate experience, mold the tenacity of quality, for future development lay a solid foundation. The second is to actively promote the flow of talent, just apply. The main use of direct employment, open competition, recruitment, selection and appointment of a variety of ways to create opportunities for everyone to choose jobs. At the same time, there is a plan for the training of excellent staff rotation. Through rotation, improve work skills, enrich the work experience. The third is the knowledge update and continuing education work of workers will run through the whole process of career, so that they set up the concept of lifelong learning. Training to the position of professional knowledge training, foreign language training, other relevant professional knowledge, management knowledge, basic skills training supplemented. Training to take full-time and self-study of the way, and strive to form training-improve-retraining-and then improve the virtuous circle. Four is to improve the incentive system, enhance the momentum of the continuous progress of workers. When the employee obtains the important achievement or the remarkable achievement, carries on the appraisal and the appraisal to its achievement, and according to the relevant stipulation declaration, the appraisal related award, enjoys the corresponding honor and the material reward, causes the outstanding worker to follow the career path priority promotion.　　For the management personnel and professional and technical personnel assessment methods, regular assessment of staff, assessment results as the basis for career ladder promotion, so that excellent workers priority promotion. For a long time, improving the effectiveness and pertinence of training is the goal that enterprise training has been pursuing. Because of the uneven quality of staff, training needs are very different, "march", "a person ill, the people take medicine" type of training ineffective problem has been puzzling the organizers of training work. We should carry out order-type training and menu-type teaching on the basis of in-depth investigation and analysis of employee training pattern and training demand questionnaire. Order training is based on staff training needs, by the staff, and then ask the Training department to organize relevant personnel to prepare textbooks, for the training of different characteristics, interests and hobbies, in the training content and way no longer engage in "one knife" type of training, but open "focal", improve the training work of the needleto sex. Menu-type teaching is the staff want to learn what to teach, what to do, to improve the effectiveness of training work.　　Tailor-made training program for staff demand, divide the training object into four levels of leadership, technician, monitor and operation, and classify training according to the difference of quality and different training needs at the same level. 2, the establishment of a fair and impartial pay system to affect the degree of employee engagement is a significant potential factor is a very realistic pay treatment. Due to the impact of the large environment, oil production enterprise workers pay is basically determined, in the same industry compared to other enterprises are not very competitive, in this case, to improve the fairness of staff remuneration is a realistic choice. That is to improve the level of internal fairness to improve the satisfaction of workers to pay. Fairness is the subjective feeling of employees, it is impossible to try to solve this problem by revising the salary system.　　In solving this problem, our focus is on the process of salary management, not on the results of compensation management. At this stage, many companies have already set their pay distribution plans, and expectations for wage increases are low. In this case, pay attention to the spirit of motivation, so that workers feel: there is the creation of return, there is a contribution to income, so as to motivate staff to focus on the work, play creativity and initiative, and truly realize the common development of workers and enterprises. It is spiritual motivation to embody personal respect and value. is to put the "people-oriented" concept into the specific work, reflecting on the staff to maintain the same respect, to win the staff of the enterprise loyalty and dedication. For the performance of good workers and work goals to complete a good worker, not only to give material rewards, but also to give public recognition, on the Honor Hall, award the honorary title, for good performance and ability of workers to give their promotion opportunities to reward their achievements.　　is to affirm the initiative spirit of the staff, encourage more workers to love their jobs, learn knowledge, innovate, guide, motivate more workers to devote themselves to innovative and effective practice, give them a platform, give them the opportunity to show their talents, and let them be rich and famous, so that all workers in a happy, cheerful mood of rapid growth. In the performance appraisal setting, must make the following several improvements: First, highlights the staff main performance appraisal, the mold "the passionate group". Some grass-roots team performance appraisal Implementation, causes the worker to lose the work enthusiasm gradually, in this case cannot produce "the passionate group". In order to measure the performance of employees, we first quantify all kinds of work elements. But some jobs are not easy to quantify.　　In the evaluation of the project set to highlight the main performance of the staff assessment, the assessment of project settings to highlight the focus and the core interests of enterprises, rather than exhaustive, to prevent workers into the quagmire of performance. The second is to reset the incentive project and cultivate the staff's challenge spirit. Because to assess performance, almost all people are determined relatively easy to achieve the goal, creating a "close" to the "benefit" of the phenomenon, easy to "challenge the spirit" disappeared. Too much emphasis on performance, easy to the pursuit of immediate interests of the atmosphere spread, so that short-term Neinian see performance points of the work will be neglected. therefore, in the setting of the performance incentive score, the creative work of solving the on-the-spot problem is placed in enough important position, the prize is "let the person envy", thus attracts the staff's attention, cultivates the staff's innovation ability unceasingly, cultivates the staff's creative wisdom, the staff's innovation creation injects the surging impetus. The third is to highlight the cooperative spirit of staff assessment, casting a harmonious team. The implementation of performance appraisal has kept the workers away from the pot of benefit distribution, followed by the staff of their own "small 99", the instructor with the touches, there are problems to stand idly by, the "matter is not closed, armchair" mentality, the collaboration between colleagues will appear problems, resulting in a lack of team spirit.　　To this end, in the assessment of project settings to increase the spirit of cooperation assessment, training staff team spirit of cooperation, improve the overall team cohesion and combat effectiveness, the formation of "people gather firewood" gratifying situation. 3, improve the spirit of staff incentive mechanism, so that workers in the incentive to grow (1) to enable workers to grow in appreciation philosopher James once said: "The most ardent requirement of human nature is the desire to be affirmed." "And appreciation is the affirmation of a person's specific performance." Appreciation itself is a mentality, appreciate the need for managers to be good at discovering workers "shining", even a tiny bit of light, but also to use a magnifying glass to "see"; appreciation is a kind of love, it requires managers to find the method of love and the arts, the appreciation of the staff to materialize, Let the staff from the daily work feel the manager real care and love; appreciation is a kind of incentive, managers in recognition of differences, respect for differences on the basis of appreciation to guide employees to avoid weaknesses, release potential, brave and actively strive to forge ahead; appreciation is a close, it makes managers and managers in mutual appreciation, form a benign interaction ...　　In the role of appreciation, the staff's self-confidence and sense of responsibility are effectively stimulated, but also can effectively promote the staff to actively explore their own potential, and constantly develop all kinds of capabilities, and eventually become efficient workers, so that enterprises become efficient enterprises. Appreciate workers, is to be good at discovering the advantages of workers, make full use of the advantages of workers. When found that the "bright spot" of workers, to give praise in a timely manner, so that employees to be satisfied with the self-worth, work passion will be ignited, so that the whole body has to make the effort. If the work of workers is not recognized, will lose confidence, in unhealthy mental state, work initiative is difficult to play, and some will choose to "job-hopping." In the enterprise, some more or less some shortcomings of the backward workers can not get the trust of leadership, eager to get the understanding of others, hoping to be affirmed and impartial evaluation.　　At this time he is how to need encouragement, how to need affirmation and trust. Now, most of the business is mediocre performance of ordinary workers, not excellent does not mean they do not work hard, also does not prove that they do not want to succeed, does not mean they are willing to sink, willing to fall behind. They live in the bottom of the enterprise, even the corner of the sun is difficult to shine, they need more spiritual communication, understanding and encouragement, they are the kind of light that belongs to a point of sunshine, give a little incentive will desperately want to prove their kind of workers. If you alwaysNot be respected, the result is that they are completely frustrated with the enterprise, cold heart, as a hindrance to the development of enterprises and adverse factors. So the manager has an encouraging look, a warm words, a sincere gratitude, a concern of the inquiry, all embodies the trust and affirmation of workers, it can inspire the staff's self-motivated and sense of responsibility, and may even change the attitude of workers to work, attitude towards life, life may appear inflection point.　　At this time, appreciation has become a booster for the growth of workers, employees to become the driving force of growth. In fact, in the manager's appreciation, employees always try their best to maximize the advantages. On the one hand, give full play to their own strengths and expertise, will be the best in front of people, on the other hand, from the maintenance of "inner respect" demand, will find ways to overcome their shortcomings, and strive to do better, so that they can get the recognition of managers.　　In this way, in the manager's appreciation, unconsciously step by step to grow up. For our managers, is to be good at creating an organizational atmosphere, so that employees in which to give full play to their own advantages, to contribute their ability to tap the potential of workers, managers no longer control staff, criticize workers, punish workers, but to help workers in the atmosphere of appreciation to grow. Employees because of the atmosphere of appreciation and mutual trust, cooperation because of mutual trust and full of efficiency and vitality.　　Enterprises because of the growth of workers, employees because of the development of enterprises and share the results. The practice thinks, appreciates the worker is a kind of source that stimulates the worker, is the modern management art that is full of humanity and vitality. Appreciation is a wisp of Spring breeze, it moistens the staff's heart, so that managers and managers can be physically and mentally happy, at the same time, it is a bridge, narrowing the distance between managers and workers, so that the internal formation of the enterprise tolerant, harmonious, friendly interpersonal relationships, to reduce the tension due to interpersonal relationships caused by a variety of unnecessary costs,　　Promote enterprise harmony, enhance the core competitiveness of enterprises. (2) Use the best training, so that "gold" early luminescence now, the elimination rate of talent, depreciation rate more and more high. Talent is as much a devaluation as an object. Talent depreciation refers to the use of talent in the process, if people do not use will be like goods, such as failure, rust, leading to the aging of talent knowledge, skills, ideas lag, today's talent may become tomorrow's "waste", mediocrity. A person in the springtime if not in time to use the appointment, over time, the value of talent will be greatly discounted, or even outdated, the pearl cast dark will eventually eclipse, is gold, but if not dug out, after all, and a piece of dirt, can never emit its dazzling light. If not used in a timely manner, it will be over, become "yesterday's yellow." In view of the depreciation of talent, to prepare for a rainy day, early to establish a fresh-keeping mechanism of talent on the agenda. Set up "Use is the best training" concept, so that talents in the use of talent preservation, and constantly add value: First, the use of, when. In the selection and use of talent to establish a sound assessment, evaluation mechanism, the establishment of technical training, performance appraisal, post adjustmentThe entire technical file, as long as he is a talent, regardless of their age or young, as soon as possible in the important position of burden, TAM, in practice long knowledge, increase talent. For the age, while the technology and energy fully competent, but also timely appointment, play a role, not to let older workers lose their usefulness. Second, the enterprise should be in the staff growth of the internal needs of investigation, based on design career planning for employees, through the establishment of job design, job description, and constantly inspire innovative thinking, and constantly enrich the new connotation, accumulation of talent, so that they reach a higher level of life, at the same time, to provide opportunities for further training, so that they continue to recharge. Third, for the promotion of talent to provide opportunities, really for their long-term development, to provide the opportunity to display talent and potential, let it grow together with the enterprise, so that they contribute to the development and growth of enterprises at the same time, their own quality and ability has been synchronized growth.　　It is to use them when they are very youthful and apathy, and not to think of them until they are angry and resentful. (3) Effectively alleviate the employees ' post fatigue now, the enterprise first-line workers in more than more than 10 years of old workers, some of the old workers since the work of long-term engaged in the same work, decades of consistent, resulting in a clear post fatigue. Outstanding performance for the lack of passion, work perfunctory, entrepreneurial not strong, lazy listless work, lack of sense of responsibility, urgency and innovative consciousness, all day. Some workers often performance for depressed mood, work enthusiasm is not high: "Do not contribute", slack, some muddle along, "Shanyi", "dry boil" seniority; Many enterprises are blind to this phenomenon, enterprises to their reasonable demands to pay attention to not enough, and some enterprises to its indifferent place, did not cause great attention. To actively explore ways to overcome this problem, in the work of staff management practice to explore the implementation of "four therapies" to effectively cure the staff post fatigue. These four kinds of "therapy" are the post Exchange method, environmental therapy, stylistic therapy and rest therapy respectively. is to engage in a work of more than three years of staff, to carry out internal post replacement, so that this part of the staff of new jobs have a sense of freshness, master more skills, improve work enthusiasm. Every six months or a year, the same post personnel to change the flow, so that workers change the working environment, enhance the new small environment of freshness. The use of work to carry out a variety of colorful sports activities, so that employees have fun, relaxing places, not in addition to work or work. Encourage workers to travel and take holidays, organize staff recuperation, etc.