After a successful interview, a person comes to a new office, full of the desire to work and to please the management of the results. How long will this spirit remain for effective work? Depends on the ability of staff managers to find a way to optimally increase the motivation of each employee.
Why is the issue of impact on employees at all? At first glance, it seems that in the matter of employee motivation, everything is simple: a person works for a salary, which means that the higher the salary, the better the work. This is not true. Over time, employees tend to reduce their enthusiasm, although wages remain the same. The goal of the HR manager is to use knowledge about human psychology in order to support the team in dedication, the pursuit of success and progress.
Types and methods of employee motivation
There is no universal pill that would be suitable for every organization and for every team. The science of managing human resources has accumulated a large arsenal of funds capable of increasing the desire of workers to work more qualitatively. And today it is a matter of combining these funds with specific conditions. Practice shows that the system of motivating employees in an organization must be complex: simultaneously combine both personal and collective motivation. In addition, it must contain both tangible and intangible elements.
Material motivation of employees at the enterprise:
1. Direct methods:
- premium;
- fines.
These methods are most effective at the beginning of a working career. It should be noted that fines should not be related to wages. Both the premium and the fine are an additional sum of money, which can be given in full, or maybe "not enough".
2. Indirect methods:
- service housing;
- social package;
- food.
Undoubtedly, these methods are the most effective, because they affect the ability of a person to realize their desires. But there are cases when an employee sincerely wants to receive more, but he does not get to tune into productive work. For such cases, there are other means in the arsenal of personnel officers.
Non-material methods of employee motivation:
1. Individual:
- personal graph - for example, for the mother of small children;
- empowerment - a person feels the prospect of growth;
- improvement of working conditions - the value of work in this organization in the eyes of the employee will increase;
- training - does not let go of the desire to grow professionally;
- recognition - voiceover and demonstration of merit employee.
2. Collective:
- corporate trainings - help develop teamwork;
- holidays - to feel one family, to unite;
- understandable to everyone's goals - every department and employee wants to be sure that it makes an important part of the work for the overall result;
- awareness (involvement) - a sense of involvement in the plans and the state of affairs in the firm;
- transparency - an accessible form of management and interaction;
- gratitude and recognition - the allocation of merits of a group of employees.
At first glance, intangible methods seem insignificant in comparison with material ones. This is not so, because they allow almost daily, not just on a pay day, to fill employees with a sense of their own importance, importance
We were convinced that in the arsenal of modern HR managers there are ways to motivate employees for all occasions. But how to determine the motivation of new employees? There are tests for this. A candidate for a vacancy is asked to answer a number of questions. The employee of the Personnel Department grouped the answers obtained according to certain criteria - the markers of five groups. These are the groups: reward, gratitude, process, achievement, idea. Accordingly, the predominant group and will be chosen means of increasing the motivation of employees.