Intangible motivation of staff

How to make the most productive work of subordinates? Provide them with good motivation. True, not all bosses can do it right - everyone knows about the material motivation, but about the immaterial motivation of the staff is often forgotten. And in vain, because it is also very important. Tell me, will you be able to work for a long time in a company where your feet are wiped, where colleagues only think how to sit up to each other, and the only plus of work in this place will be only a good salary? Most likely, at such a job no one will stay long, which means that one should not forget about the methods of non-material motivation of employees.

Types of non-material motivation of personnel

There are the following tools for non-material motivation of employees.

1. A fair wage system. In this case, we are not talking about the level of wages, but about the method of its accrual. For example, for a sales manager, a salary system of payment will not be a motivation. He will seek to increase sales, if in addition to the basic part (salary) of wages, he will be charged interest from the sales volume for the month (quarter). And it would be completely useless to have an extra-bonus pay system for the HR inspector (without recruiter functions).
2. The ability to use your intellectual potential. If a person with a higher education and interest in the chosen profession works where his knowledge is not in demand, then he will not perform his duties with due zeal. And this will not happen because of a lack of responsibility, but simply because the work is uninteresting to him.
3. Possibility of professional development. Trainings, refresher courses, the opportunity to get additional higher education - all these are also forms of non-material motivation of employees. Additional training not only helps to fill the lack of information on the problem, but also distracts from the daily routine, which is also important.
4. Opportunity for career growth. Any person has a desire to develop, and if the company gives such an opportunity, then this is a huge plus. Those firms where there are no prospects for career growth are usually used to gain the necessary experience, in order to subsequently switch to a competitor company already a high-class specialist.
5. A developed system of social protection for company employees. Trade Union Committee, a kindergarten, a stadium, a health camp, a recreation center, material assistance to employees of the company who retired.
6. Safe and comfortable working conditions, the organization of ergonomic workplaces, timely equipment modernization.
7. Corporate competitions with the award of passing ranks are the best sales representative of the month, the most polite seller of the year, the most responsible dispatcher in this quarter. Or honorable awards - the honored accountant of the firm, the best director of the branch, etc.
8. Creating a favorable psychological climate in the team. The adjusted system of adaptation of new employees.
9. Well-established feedback between the subordinates and the top management of the company, the organization of corporate events and events, the conduct of a corporate newspaper.

Councils for non-material motivation of employees

Knowing how many types of intangible motivation of personnel exist, it is rather difficult to determine which of them a particular company needs. To solve this problem, it is necessary to evaluate the existing system of motivation in the firm. And then make the necessary adjustments to existing types or introduce completely new forms of non-material motivation. For example, if a sales bonus is paid to a sales team at a company, and the company manager does not already consider it necessary to increase it, you should outline another goal and motivate employees to achieve it. This could be improving the quality of customer service, improving cooperation with suppliers.

When choosing the necessary means of motivation, you should correctly prioritize. For example, social support for non-working pensioners may not be useful if the company does not have a system for adapting new employees.