As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

Introduction: Every manager hopes that subordinates will work actively, work hard, and produce good results and good performance. In addition to using scientific management methods, it is also very important to mobilize the subjective initiative of subordinates. How to motivate employees and make them work proactively has become a difficult problem for managers.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

Definition and Characteristics of Motivating Subordinates

Definition of Motivating Subordinates

Stimulate the work motivation of subordinates, and use various methods to mobilize the subjective initiative of subordinates, so that they can actively complete the tasks assigned by the senior management and achieve the goals of the department.

Features of motivating subordinates

1. Psychologically stimulating behavior;

2. Diversity of incentive methods;

3. Tap the potential of subordinates.

The above three points are used to ensure the achievement of corporate indicators, or the goals to be accomplished by the department.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

Theoretical basis for motivating subordinates:

Motivating subordinates should be different from person to person based on each person's situation, rather than one way that works for everyone. The objective situation of each subordinate is different, and the key links that can motivate are also different. Need to know what each subordinate wants and satisfy it according to the objective situation.

1. Maslow's theory of needs

Maslow's theory divides needs into five categories: Physiological needs, Safety needs, Love and belonging, Esteem and Self-actualization. Arranged from level to higher level.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

2. Two-factor theory

Two factor theory (two factor theory) is also known as "incentive-health theory". The relevant factors in the enterprise are divided into two types, namely satisfaction factors and dissatisfaction factors. Satisfaction factors are factors that can make people satisfied and motivated. Dissatisfaction factors refer to factors that tend to generate opinions and negative behaviors, that is, hygiene factors. These two factors are the main factors that affect employee performance.

In fact, Maslow's theory of needs is basically consistent with the two-factor theory. The low-level needs in Maslow's theory of needs are equivalent to the health factors in the two-factor theory, while the high-level needs are consistent with motivational factors.

Hygiene factors are to meet people's needs for external conditions, such as: salary, status, safety, working environment, etc. Motivators are satisfying people's needs for the job itself, such as: promotion, achievement, responsibility, the possibility of growth.

To mobilize the enthusiasm of subordinates, mainly to meet the needs of subordinates.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

Motivating subordinates to behave

Effectively motivating subordinates is a key factor for subordinates to exert their subjective initiative. We will analyze them from the following eight aspects.

1. Material incentives

The way to increase the material benefits of subordinates is to give affirmation to the subordinates' work and usual performance. There are various ways of material incentives. According to the corporate culture, the objective situation of the company is rewarded.

For example: salary, bonus: safety award, full attendance award, contribution award, assistance award, assistance award, enterprise establishment anniversary bonus, year-end bonus; welfare: subordinates' birthdays, flowers, birthday cakes, red wine, etc., as long as the company's circumstances allow, And the performance of subordinates is good enough, these are all material rewards.

2. Emotional motivation

Emotional rewards should be people-oriented in enterprise management, and should be embodied in respect, care and understanding. Meet the emotional needs of employees.

For example: sick visits, participating in important company gatherings, team building activities, and key business leaders can organize a small birthday party for them, etc. These seemingly small things may not be trivial in the eyes of subordinates.

3. Trust Incentives

The three underlying inner needs of most people are: to be valued, to be recognized, and to be cared for. Therefore, we must be caring, sincere, and tolerant to our subordinates, and we must give enough respect to them.

I remember that not long after I joined the company, I only met the boss of the company once. He could clearly call out his name, and he remembered the college I graduated from. At that time, there was only one thought in my mind, the leader must not be disappointed, so he worked overtime and completed the task ahead of schedule.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

4. Praise and encourage

Everyone wants to be recognized, and as a leader, you must not be stingy with praise.

There are a few key points to pay attention to:

Praise subordinates should be fair and timely: if there is unfairness, our subordinates who may be praised are very happy, but without fair praise, more people will be disgusted and even negative. If you do a good job, you will praise it in time. When the matter is over, the praise will lose its meaning.

Public praise should be appropriate: to praise a subordinate, it is to praise his behavior, not to compare other employees as negative teaching materials.

Special scenes of praise: Minimize praise for nominations in public, one-on-one verbal praise, and praise after borrowing from your boss.

Praise is the lowest cost: and a very effective way of motivating subordinates.

5. Goal Incentive

Clarify the company's major goals and action directions, allow employees to participate in formulating their own behavioral goals, and clarify incentives, so that each employee can be more reasonably set to complete the goals.

Let employees participate in the formulation of their own action goals according to the company's general policies and goals. The goals set in this way are relatively reasonable, and the participation is higher. Brainstorming enables employees to better understand their work content and rewards after completion, so as to promote Employees are more motivated to accomplish their goals.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

6. Honor Incentive

Most of the honored employees will get better and better, which can make employees form a virtuous circle. The more honors, the better you do, and the better you do, the more honors. You can set up star employees, service pacesetters, help with learning benchmarks, etc.

In doing so, not only excellent employees can develop healthily, but also other employees can have role models to learn from. Make ordinary people great, and make great people great. Giving honor to employees can achieve a good incentive effect.

7. Behavioral Incentives

Lead by example: show employees with a good image and work attitude, and set an example for employees. If a leader arrives late and leaves early every day and does things sloppily, employees will naturally not have a good working condition. Share the blessings with the employees and share the difficulties

Words must be done: Leaders will do what they say. They can't be sloppy in the instructions they give. They must do what they say, otherwise they will make employees distrust. It must not be changed overnight, so that employees are completely at a loss at work, assign tasks in the morning, and change the task indicators in the evening, which is not conducive to the effective implementation of employees.

Responsibility: As a leader, you must take responsibility. If there is a problem, push the employees to the front. No one wants to make mistakes at work. Once a mistake is made, the leader has at least management responsibility, so responsibility is a very important factor for leading a team.

Behavioral motivation mainly depends on how the leader does and sets a good example for his subordinates, so as to motivate employees in their own behavior.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

8. Rewards and punishments

There must be methods for rewards and punishments, and every mature enterprise has its own reward and punishment system. It is necessary to make good use of the reward and punishment system and master the methods of reward and punishment.

【award】

1. Rewards should be open, fair and transparent;

2. Rewards must be timely in order to effectively mobilize the enthusiasm of employees;

3. Rewards should be targeted, such as: for the completion of a certain job, for a certain thing to be outstanding, for a certain project to be done well, etc.;

4. The reward should be based on the size of the contribution and must match. The reward should not be too heavy, but not too light, to be obtained;

5. Rewards should be a combination of material rewards and spiritual rewards. For example, the second-generation rich and the second-generation official do not have such strong demand for material goods. At this time, spiritual rewards should be given priority, and material rewards should be supplemented.

6. There are many ways to reward. For example: the company pays for learning, the company rewards travel, or rewards the company's products, etc.

【punish】

1. The punishment should be reasonable and convincing. Not only if the parties are convinced, but also other employees are also convinced, giving other employees a warning effect;

2. Punishment and guidance complement each other. It is just a blind punishment without effective guidance. In this way, the purpose of punishment is lost. The purpose of punishment is to punish the past and avoid the future, rather than punishing for the sake of punishment;

3. Before punishing employees, we must grasp the reasons and motivations of employees. Every employee does not want to make mistakes. It may be done with good intentions, rather than intentional mistakes. This situation should be considered as appropriate;

4. Punishment should grasp the scale and should be done in accordance with the reward and punishment system. Punishment should not be done according to the leader's will, but should be judged according to the degree of mistakes made, as well as the reasons and motives.

Rewards and punishments are very important when motivating subordinates. Any normal employee hopes that he can do things well. There may be differences in ability, but mistakes are not made by everyone.

As a manager, how to mobilize subordinates to work actively? Motivating employees is a no-brainer

To sum up: motivating employees is very important. Using the above eight ways to motivate employees can better mobilize the enthusiasm and subjective initiative of employees, so that they can create more value for the enterprise. Management is an art, all we can learn is the method, how to transform the management method into the management art, each management should be optimized according to its own style.