Want your employees to work hard? In addition to raising wages, these 4 incentive methods are the least expensive and most effective

Recently, an employee in the department left. When asked about the reason, this newcomer who has worked for less than one year after graduation, her answer is this: The work has no sense of accomplishment.

As a manager, you may often find that employees lose enthusiasm for their work after a period of time. Working every day, day after day, seems to be just to complete the task, and the quality of the completion of the task is not high. In the end, the leader is not satisfied, and the employees have no sense of accomplishment. In such a situation, what should managers do?

In the book "Common Sense of Management", the author Professor Chen Chunhua pointed out that raising wages does not bring satisfaction, but only reduces dissatisfaction. So, do we have other incentives besides salary increases?

Stimulate employees' enthusiasm for work from two perspectives

The reason we motivate our employees is to empower them to make their own choices and be willing to give. Then, we have to consider it from two perspectives: first, to find a way to turn boring work into an interesting game; second, incentives should not be from their own perspective, but to consider the problem from the perspective of the other party.

Why do most people like to play games? That is because playing games can fight monsters and upgrade, and its fun attracts many fans. Then, if you turn work into playing games, and keep fighting monsters and upgrading, employees will not feel boring, but will feel that there are countless possibilities ahead, which will attract him to continue playing, which makes work very interesting. .

Motivation is the same as writing articles. We have to consider the needs of readers. We can’t be self-satisfied, and we are happy to write. Readers don’t like to read or buy it, and there is no market. Therefore, motivating from the perspective of the other party is like figuring out the needs of readers, and motivating can achieve real results.

Managers need to know why employees work

To consider incentives from the perspective of employees, you must first know why they work, so that incentives can be targeted. According to Maslow's theory, human needs are divided into five levels from low to high: physiological needs, safety needs, social needs, esteem needs and self-actualization needs.

Professor Chen Chunhua correspondingly classified the needs of employees into 5 categories:

(1) Demand for making money: Employees need to make money through work to meet their personal needs, especially the younger generation, who have higher requirements for quality of life. At the same time, due to changes in the times, housing loans, car loans, education and medical expenses, etc., all need Employees earn more money to support their lives.

(2) Consumption of energy: This is also a physiological requirement. A large amount of energy is consumed through work. There needs to be a balance of workload here.

(3) Social communication: Through working and communicating with colleagues and the outside world, you can get in touch with more information and gain more knowledge.

(4) Sense of accomplishment: The sense of accomplishment is often reflected in the results of the work. When you finish writing an article, deliver a piece of work, and complete a project, you will have a sense of ease and joy. There is a gradual sense of achievement.

(5) Social status: people's status is obtained by attaching to work units and work. Only when they are recognized by the society will they have a certain social status. For example, the leader of a certain unit, the gold anchor of a certain TV station, the top editor of a certain magazine, etc., are not only a personal identity label, but also a manifestation of social status.

What kind of incentive method is low cost and effective

Knowing the different needs of each employee, we need to motivate according to their needs. Motivation can only be effective if you have a deep understanding of what employees are working for.

Salary increases are the most commonly used incentive method and the most effective way. Many people think that raising wages will bring satisfaction to employees, but this is not the case. In many cases, wage increases just reduce employee dissatisfaction, without bringing about real performance. So apart from raising wages, are there other low-cost and effective methods? The answer is: yes!

(1) Do not be stingy with applause

Of all the incentives, applause is one of the easiest and cheapest. Why does everyone love a star-studded stage? It was because of the applause from so many audiences that when the applause sounded, I instantly felt that my personal value was reflected and my heart was greatly satisfied.

Maybe everyone has heard about MLM, why simple tricks have deceived so many people, and they go on and on without turning back. I heard that the leaders of MLM organizations often organize lectures, and the attendees should applaud constantly to give them more encouragement. The applause costs nothing, but the effect is very good. This is actually a good application of incentive measures.

(2) Do not be stingy with praise

Praise and praise are also inexpensive ways, but we don't use them enough. Public praise is the best way to motivate employees when they do great things.

I remember when I was in high school, my grades were not very good. The head teacher at that time and a cousin of mine were good friends. There were two times when my cousin saw me and said to me: "Your class teacher said that you have great potential to be tapped, and you must still have room for improvement." Because of this sentence, I am deeply affected Inspiration, but also increased a lot of self-confidence. This is also an important factor in later successfully admitted to university.

(3) Deliberately create surprises

Every time our company celebrates an employee's birthday, we will ask the employee to write a birthday card and give out a birthday gift of 200 yuan. But when this became a habit, everyone was actually a little numb, and there was no big surprise.

However, one day we bought a birthday cake to celebrate the employee's birthday, and the person involved was pleasantly surprised and happy from the bottom of his heart. Maybe the effect will be better if it is replaced with flowers next time.

Another example is an employee who went on a business trip to the South and was catching up with a typhoon. He was still a little scared and felt lonely. It happened that it was 12 o'clock at night when she came back by plane. We drove to the airport to pick her up, so that she would no longer feel lonely in the middle of the night, which was also a surprise.

(4) Pay attention to the sense of ritual

Life should have a sense of ritual, and so should work. The cost of ritual is not high, but it can achieve good results.

When we successfully complete a project, we celebrate, summarize, and praise. When an employee is promoted, we hold an appointment ceremony, issue a certificate and take an oath on the spot to speak out loudly about the employee's loyalty to the company.

This is like when two people hold a wedding, why should there be a grand celebration. How many people were moved to tears on the spot because of the sentence: "No matter whether you are born, old, sick or dead, you are still willing to stay with him." Since we have formed a relationship and come together because of our work, we must be close to our lungs.