What if employee morale is low and attitudes are negative? Make good use of these 4 incentives to increase initiative
What if employee morale is low and attitudes are negative? Make good use of these 4 incentives to increase initiative
Whether the team is strong or not, the efficiency created is high or not, the key depends on whether the atmosphere is good or not, and the management method of the leader determines all of this.
As a leader, you must know how to adjust the working atmosphere within the team at any time, and maintain a positive and enterprising atmosphere, which will gradually affect every employee and urge everyone to work hard and struggle continuously.
In team management, leaders often encounter employees with low morale and negative attitudes, but do not know what to do, and many people are helpless.
Today, I will teach you some effective ways to deal with it. As long as you can make good use of these four incentives, you will definitely be able to enhance the initiative of your team.
1. Goal Incentive
Almost everyone in the workplace has their own goals, such as climbing to the management level in their career, or reaching an annual salary of 1 million and so on.
It is because of these goals that they have the motivation to keep striving. In order to realize the dream of promotion and salary increase, work hard, work overtime day and night, and be aggressive. In the process of moving towards the goal, they are also growing rapidly.
Of course, such a big personal life goal is indispensable, but in team management, leaders must learn to set reasonable work goals for employees. And it is best to "combine the personal goals and team goals of the employees into one", so that the top and bottom can have the same desire and move in one direction.
Employees' efforts can not only achieve personal goals, but also contribute to the team, and get double the results, and their enthusiasm will naturally come up.
2. Inspiration by example
In teams, leaders learn to set an example for their employees, preferably by picking from among them.
Whoever does a good job will be praised individually, and you should specifically say what the employee has done well, which is obviously different from others.
Be a role model and make others aware of the gap between you and your best employees. In addition to pressure, it can also play a motivating effect.
As the saying goes: those who are close to Zhu are red, those who are close to ink are black.
A bad employee can influence others to gradually become bad, and a good employee can also gradually bring others on the right track.
Setting an example among the employees can have a very good effect of leading the way. On the one hand, it allows other employees to recognize themselves, and on the other hand, it allows them to learn from better employees.
3. Salary Incentive
In the team, employees are not very enthusiastic about their work, and they are very lazy, which means that the motivation is not enough.
At this time, as a leader, we must learn to take effective measures. For example, increasing the proportion of variable salary, bonus, performance, etc., can achieve the best incentive effect.
On the premise of a fixed minimum salary, more reward systems are added so that employees can get more bonuses. As long as the benefits are sufficient, I believe that no one will have trouble living with money.
With more reward systems, assessments are naturally indispensable. Layer by layer, the gap between employees can be made more obvious, so that everyone can better recognize themselves, and constantly reflect and improve.
This incentive method can mobilize the enthusiasm of employees and is more conducive to the development of the enterprise.
Fourth, honor incentives
What is honor incentive?
It's called giving employees titles and titles.
For example, employees have made great achievements in a certain project and made great contributions. As a leader, you can recognize them in the name of the company. Specially hold a commendation meeting to award a title similar to "Excellent Pioneer", preferably with a pennant and bonus.
For another example, employees are evaluated every quarter, and for outstanding employees, leaders should award them the title of "excellent employee".
In this way, the face is saved, and it is a way to motivate employees with honor and satisfy their hearts and spirits.
Material incentives are of course indispensable, but spiritual incentives are also very important.
Therefore, when employees are not motivated, motivated, and morale is low, as a manager, you must make good use of the above four incentives, and I believe they will definitely help you improve your team's initiative.