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The need to develop in conditions of competition and innovative development in the modern market forces enterprises to strive for greater efficiency and profitability. In this regard, increasing importance is being given to the issues of employee selection and building an effective system for managing staff motivation. Organization begins with people, with their ability to act. The active work of each employee striving to achieve high results should be rewarded accordingly. This will encourage him to work further and achieve new results. The effective activity of an employee is determined by his personal motives, which are partly similar and often different from others. Therefore, it is important to develop a motivational system at the enterprise, taking into account both general and individual goals. Most managers, without relying on various motivational theories, believe that the only significant incentive for activity is wages. However, nowadays, with high competition in the labor market, salary is often not a fundamental criterion. Forming a common vision for the joint activities of an employee and a manager accelerates the process of increasing the efficiency of an individual employee and, ultimately, the enterprise as a whole.

The overall productivity of an enterprise depends on the productivity of the entire workforce, which consists of the productivity of each individual employee. Therefore, the contribution of each employee is of considerable importance. An effective personnel motivation system is one of the ways to manage employee labor, contributing to the growth of organizational productivity. It is motivation that activates certain human factors that allow an employee to increase the effectiveness of his own work and the activities of the organization as a whole. In the absence of goals and motives, the employee does not develop a vision of the significance of work activity, and develops a passive attitude towards the functions performed. Along with this, the availability of various methods of stimulating work by management helps to satisfy the individual needs of the employee and activate his potential.

Management of personnel motivation today, both in Russia and in other countries, remains an urgent problem. Effective management of an organization is one of the significant components of a company’s development; issues of material and moral incentives have their positive and negative sides.

The main goal of motivation in the personnel management system is to develop among the organization’s employees not only stable, qualified performance of direct functions and responsibilities, but also a growing interest in obtaining additional results and benefits.

Turning to the very concept of motivation, it must be said that this is the employee’s internal motivation to work.

Motivation is a set of internal and external driving forces that encourage a person to act, set the boundaries and forms of activity and give it direction, focused on achieving certain goals.

Stimulation is fundamentally different from motivation and is one of the means by which motivation can be achieved. Therefore, it is not entirely correct to talk about the motivation of a person or staff on the part of the organization’s management. It is more appropriate to talk about the organization or management of motivation (motivational processes) of a person, staff, since motivation can occur in an employee without outside help. Managing staff motivation is one of the ways to increase labor productivity and a key area of ​​personnel policy for any enterprise.

The function of motivation in the personnel management system is to influence the organization's employees in order to encourage them to work effectively in accordance with the company's objectives. A well-thought-out and effective system for managing staff motivation is necessary for the following reasons:

• increases the transparency of the remuneration system;
• forms a connection between employee performance and payment and non-material incentives;
• leads to a decrease in staff turnover and overcoming personnel shortages;
• activates employees’ attitudes towards achieving results and strategic goals that are significant for the company;
• increases employee loyalty;
• improves teamwork;
• leads to an improvement in the psychological climate;
• leads to increased staff performance;
• helps in achieving the company's goals by linking employee success in areas that are significant to the company with a variable portion of income;
• helps to retain the employees the company needs, maximizing their potential.

The influence of motivation on human behavior depends on many factors; in many ways, this influence is individual and can change under the influence of feedback from human activity.

The main factors complicating the motivation process are:

• the lack of obviousness of the motives of human behavior,
• variability of the motivation process,
• difference in motivational structures,
• the presence of many ways to satisfy needs,
• insufficient awareness of performance results.

It should be noted that some of the presented factors manifest themselves in certain socio-economic conditions, which are determined by the economic situation (for example, in production), as well as the human factor (social essence, psychological characteristics of the employee’s personality, etc.). Factors that determine work motivation are divided according to content and into three levels of formation:

— first level the formation of factors of motivation to work is associated with state policy, both economic and social in the field of labor relations;

— second level factors are associated with a specific enterprise and consist of the system of remuneration and social protection of employees of the organization, the general socio-psychological climate in the team, working conditions of employees, prospects for development and career growth;

— third level the formation of motivational factors is directly the employee himself, who, with his personal socio-psychological characteristics, changes the effect of the factors presented above. This kind of refraction makes it possible to form a unique individual motivational system. An individual motivation system may differ from the motivation of the main team. However, practical experience shows that, most often, the behavior of employees is based on formed group motives.

In the complex of problems of personnel motivation in Russia, legal, economic, socio-psychological, managerial and moral factors should be highlighted.

The basis of legal problems is the vulnerability of employees to the unlawful actions of managers who abuse their power. At the same time, employees are often not even protected by an employment contract, since they do not enter into it with the aim of simultaneously receiving a “gray” salary and unemployment benefits.

Problems of an economic nature are associated primarily with the low level of wages, the lack of correlation between the results of labor and its payment, as well as with the individual characteristics of the activities of enterprises in Russia.

Such characteristics of work activity as labor intensity, responsibility, and employee initiative determine the level of his salary. If an employee’s income remains at a low level for a long period of time, then a mediocre attitude of the staff to performing their duties and a situation of “sitting” the working day arises. The second economic problem is the lack of connection between results and wages. Most Russian workers note that such a connection does not exist. The specificity of this problem lies in the fact that the motivation of an employee on the part of the enterprise is determined, most often, by the organization’s position in the market and the resources it has. Commercial companies, representatives of small and medium-sized businesses in Russia, are trying to reduce social and additional payments, creating incentives at the enterprise only by maintaining wages above average.

Social and psychological problems of motivation in our country are largely related to the Russian mentality, which was formed over many centuries under the influence of authoritarian regimes. For a long time, motivation was formed in accordance with the ideology of communism, which led to the formation of certain models. For example, the “carrot and stick” model, which assumes a clear cause-and-effect relationship between rewards and punishments for doing and not doing work. For a long time, the motivation system was built and strictly followed the standards and regulations that came down “from above.” Leaders could not independently choose actions and decisions. Insufficient assessment of the employee’s labor contribution to the activities of the enterprise, or even complete ignorance of it, could often lead to the formation of the “initiative is punishable” model, which significantly reduced the possibility of developing innovative ideas and proposals. In turn, the model of “collectivism” or “I’m like everyone else” both contributed to increased productivity and improved quality of work, and reduced the individual achievements of workers, their individual growth and rationalization proposals.

Some models of personnel motivation in the Soviet Union are a thing of the past, but many are still used in the practice of organizing the activities of enterprises. It is necessary to determine how effective the surviving methods are, and whether it is possible and necessary to use outdated methods and technologies. The widespread prevalence of an authoritarian management style among top and middle level managers constitutes a block of management problems in managing personnel motivation in Russia. Employees are the main resource of any enterprise and organization, so a significant skill is the ability of a manager to flexibly manage and interact with subordinates. The manager must be not only a highly qualified professional, but also a leader who knows how to create and develop his management team. In this regard, the transition from an administrative management style to a leadership one becomes relevant.

The next set of problems is mainly related to theft at enterprises. Moral problems can also be associated with the peculiarities of the Russian mentality: theft in companies is considered the norm by most Russian employees. Since an organization underpays its employees and the possibility of theft exists, they have every moral right to “compensate” for what they feel was underpaid.

Thus, the approaches discussed in the article to understanding the essence of the process of motivating employees of an organization emphasize the need for the management of enterprises to create such operating conditions that will allow employees to perform their functions efficiently, making maximum use of their physical and mental capabilities to generate and implement new ideas and projects in the enterprise. For the effective and productive development of a company, its management and HR service need to pay attention not only to the level of wages and incentives, but also to the unification of the goals of the organization and the goals of employees in one direction.

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The most important tool for increasing the efficiency of the company, achieving specified goals and objectives. The coincidence of the employee’s personal goals and the tasks facing the organization provides the most significant economic effect for both parties.

Typically, the task of developing a system for motivating staff is dealt with by the HR department, which not only selects appropriate methods of motivating staff, but also carefully calculates the financial side of the issue: how much will it cost to motivate staff in the organization to perform current tasks?

According to the classical definition, work motivation is an incentive to action. Those. the employing company seeks to manage a person’s behavior and set the direction of his actions to achieve its own goals. At the same time, labor motivation at the enterprise increases employee engagement and increases his interest in the success of the common cause. To increase the effectiveness of employee motivation methods, a systematic approach should be introduced, including different forms and types of personnel motivation.

There are several ways to divide staff motivation into types, the first and most global being external and internal. External motivation of employees in an organization is an administrative influence that is exerted by a manager to encourage an employee to do quality work (order, threat of a fine, reward with a bonus).

Intrinsic motivation of employees refers to the category of a person’s psychological state, when the employee himself has personal qualities that allow him to work effectively without administrative influence. The internal form of staff motivation can and should be developed. This requires significant effort, experience and deep knowledge in the field of personnel management theory from the manager.

To obtain sustainable internal motivation for an enterprise’s employees, it is often necessary to use whole complexes of various types of motivation, starting with simple verbal praise and ending with an offer of career growth for the successful implementation of a project.

Typical work activity is a close interaction between internal and external motivation of work, allowing for maximum economic effect.

What other types of staff motivation exist? Experts distinguish two main types of personnel incentives in management theory: material and intangible.

Free catalog of policies and procedures for employee compensation and incentives

Material types of staff motivation

In many companies and organizations, managers from the lower to the top level place the material motivation of employees as the basis for stimulating subordinate personnel. Managers with special education in the field of personnel management know that financially motivating employees to work or rewarding them with money (salary) does not bring the necessary improvement, especially in the long term. But this type of staff incentives is the most common.

At lower levels, team leaders reward good employees with higher salaries and increased bonuses. If you work harder and better, you get more. The salaries of top managers are often directly dependent on the results of their work. For example, often when hiring top-level managers, a direct dependence of bonuses and bonuses on the level of profit received by the company or organization they manage is stipulated.

Modern management has several different methods of motivating employees at its disposal, including:

1. Salary. Increasing earnings perfectly motivates employees: news of a salary increase is always received with enthusiasm. But the effectiveness of this type of staff motivation is far from 100%: an employee who no longer wants to work in a given position due to monotony and lack of development is unlikely to agree to continue working if his salary is raised. Salary increases work great when used across an entire enterprise, service team, or department.
2. Awards. Rewards for achieving set goals are a strong motivator. This HR tool is most actively used in the sales area. A bonus for fulfilling a plan often makes up a significant part of earnings and morally stimulates staff to be active and take initiative.
3. A percentage of a company's sales or performance. The most striking example is in the same field of sales, where employee earnings are often offered as a sum of the rate and a percentage of sales for the month, and sometimes even calculated as a percentage only without a base salary. So the percentage of sales becomes an effective motivation for sales personnel with minimal financial costs.

Material types of motivation include monetary fines if an employee violates pre-agreed conditions: being late for work, failure to fulfill the plan, all kinds of administrative violations. The fine system is most often used in enterprises specializing in the production of products and associated with hazardous production, where discipline and order are important factors for normal operation. Penalties are applied in a single system with bonus payments, forming an effective motivation system.

This category of staff motivation and incentive system also includes indirect material motivation, which includes employee incentives in the form of vouchers, tickets to cultural events, tuition fees, paid time off, etc.

Types of non-material motivation of personnel

Material methods of stimulating staff work are not only quite costly for the enterprise, but also sometimes turn out to be ineffective. Monetary incentives may not be enough to motivate employees to give 100%. In this case, tangible tools should be combined with intangible types of effective motivation for staff, which include:

• career advancement opportunities;
• recognition of employee successes, public expression of gratitude;
• creating a friendly, welcoming atmosphere in the team;
• improving working conditions for employees (opening canteens, gyms, organizing corporate lunches);
• involving employees in meetings;
• congratulations on significant dates;
• professional competitions;
• corporate events;
• the opportunity to participate in important decisions.

Modern management of innovative companies sometimes practices such methods of staff motivation and stimulation as corporate quests, various competitions, rating tables, which stimulate the activity of specialists and professional growth. Employees develop a healthy passion and desire to stand out in the team. The winners of such gaming events receive valuable prizes or cash rewards.

Types of personnel motivation at the enterprise

At enterprises, labor motivation and labor stimulation can be implemented in the form of a well-functioning system or within the competence of immediate supervisors - middle managers. In any of these cases, the types of staff motivation described above can be applied.

1. Direct monetary motivation, paid in the form of a bonus for exceeding the plan, a percentage of sales, a bonus for working without violations or achieving certain indicators.
2. Indirect monetary motivation, which is often included in the social package. This includes additional medical insurance, training or internship at the expense of the company, a flexible schedule, payment for travel or provision of company transport, work clothes, payment for mobile communications, Internet, and additional leave.
3. Moral motivation. It can be expressed in the form of written gratitude, verbal praise, presentation of a certificate for the best employee, provision of additional time off, organization of an honor board.

The formation of a staff motivation mechanism that will be used at the enterprise largely depends on financial capabilities. A profitable company without financial problems often relies on material incentives, corporate events, and a powerful social package.

Small companies or organizations try to rely on moral motivation and stimulation of staff (intangible), and offer inexpensive indirect monetary options. Most often this is due to the inability to motivate employees with large bonuses.

All types of personnel motivation used at the enterprise must demonstrate an acceptable ratio of remuneration and results obtained. HR professionals should also constantly monitor employee satisfaction levels. This indicator is the most objective assessment of the value of the offered rewards. High performance is the reason for a high degree of satisfaction, because employees not only receive decent compensation for their work, but also feel in demand and fulfilled.

Main types of personnel motivation systems in an organization

The system of motivation and incentives for personnel in an organization is based on the types of motivation that are used to encourage employees to complete assigned tasks. The system includes material and non-material types of personnel motivation. At the same time, monetary rewards are clearly stated in the terms of the collective agreement or contract, and non-material types of motivation are used by managers based on their management style, the characteristics of the team and the current situation.

In foreign practice, specialists are faced with the use of various motivation theories based on the dominance of a certain group of factors in labor relations and on the performance of employees. The most prominent place here is occupied by the theory of needs, when their basic satisfaction entails the need to achieve a new level. Also, the choice of types of incentives for the organization’s personnel can be based on the theory of labor enrichment, fair remuneration, and expectation of results.

Such theories represent human work behavior from the point of view of various psychological or physiological concepts.

The use of an employee motivation system in an enterprise is the basis of result-oriented management. The transition to it, with a competent approach, is accompanied by a noticeable increase in labor productivity. This confirms one of the basic truths on which economics is based: the personal contribution of each employee in an organization plays a critical role in the success of the entire enterprise. In other words, proper motivation is the basis for the effectiveness of all categories of personnel.

Another system of staff motivation is based on status (it is called motivation by rank). This strategy is based on integral assessments of employee success. It includes data on the level of qualifications of personnel, the quality of their work, and their attitude towards their duties.

The indicators used make it possible to find out the main types of motivation to work, which will have the greatest effect when used in a specific team or for an individual employee. The choice of personnel incentive strategy is determined by the current management style in the company, the accepted corporate culture, and national traditions.

To successfully run a business, various forms and methods are used, which require appropriate tools. One of the most effective is the staff motivation system; it contributes to the efficiency of management of the entire company and affects the productivity of each employee.

The meaning of staff motivation

The essence of the system under consideration is to develop the required behavior among employees, encourage them to increase productivity, and be interested in obtaining higher performance.

When talking about motivation, it is often equated with stimulation. However, these two concepts have clear differences.

• A stimulus is an external motivation for one person to act on another.
• Motive is an internal attitude towards a particular action.

The process of motivation itself causes a person to compare an external image with an image of need.

Motivation of personnel has the main goal - setting the mood for increasing labor productivity, and therefore increasing the company's profits.

A motivated employee performs his or her job more efficiently, which brings high income to the company.

The motivational system is aimed at solving several problems at once.

• Promotes the development of professionalism and advanced training of employees.
• Optimizes personnel costs.
• Increases employee loyalty and prevents high staff turnover.
• Directs employees to actively participate in solving the company's strategic objectives.
• Helps to achieve high productivity of each employee.
• Attracts specialists with excellent professional level and many years of experience.

The process of creating a team of professionals occurs throughout the entire life of the company. Motivation must continue constantly, because over time there is a decline in employee interest and this is reflected in the results of their work.

There are material and non-material bases for this process.

Scheme of material motivation at the enterprise

It cannot be argued that it is the material interest of workers that is the main driving force. However, it is distinguished by its versatility. Many employees are even willing to give up non-financial rewards in order to receive additional monetary income. The incentive payment system includes several components.

• Remuneration in accordance with employee achievements.
• Payment of bonuses: monthly, quarterly, for long-term work, cash prizes for special merits.
• Percentage of exceeded revenue plan for goods sold or services provided, additional payment for professionalism based on certification results.
• Bonuses. It is advisable not to use fixed amounts, but to vary them in accordance with the level of contribution of an individual employee to the general cause of the company.

Incentive rewards are also provided for the management team (bonuses). It is paid for a high contribution to improving the main financial indicators of the enterprise.

There is a team bonus for a separate structural unit for the most successful implementation or overfulfillment of the plan. Although in this case it is necessary to act very correctly so as not to demotivate other departments.

No matter how effective material types of incentives are, it is necessary to take into account other features of the attitude towards the work of team members. If you rely only on , this will not always have a beneficial effect on the moral and psychological state of the team.

Types of non-material employee incentives

There are generally accepted non-financial incentive schemes, but each company has specific features that require adjustment of standards.

An experienced leader knows that people perceive different methods of motivation differently. Of course, it is difficult to develop a separate scheme for each employee, especially if the team is quite large. In such cases, a generalized model is used that best meets the needs of employees.

More details about all the nuances and types of non-material incentives for employees:

Non-material encouragement can be expressed in the form of verbal gratitude in the presence of the team. But some methods require certain costs from the company, although the employee does not receive remuneration in the form of cash. Let's list these types of motivation.

• Carrying out corporate events.
• Congratulations to employees on anniversaries and other significant personal events.
• Issuance of company-paid health insurance.
• Help in the form of payment for treatment.
• Gifts from the company: tourist vouchers, vehicles.
• Providing free housing.
• Creation of ideal working conditions, installation of new computer equipment.

Forms of non-standard motivation in an organization

A sign of our time is a passion for everything new and unusual. You can see how effective creative thinking is; it is the engine of many life processes. The more creative a leader and his team are, the better results they can achieve..

Speaking about non-standard types of motivation, as an example, we can cite several successful finds.

• Unexpected presentation of a gift to the best employee. Sending by email.
• Sending a good employee on leave.
• Trust employees who have distinguished themselves with the most interesting and complex projects.
• Give employees the opportunity to independently choose projects and methods for solving assigned tasks.
• Reward the employee for not being sick. However, it is necessary to apply appropriate bonuses, for example, offering flu vaccinations at the company’s expense.

Methods that promote team unity and create a healthy moral and psychological atmosphere are also widely used. Company presentations that demonstrate the successes achieved through the diligence of team members are very effective.

Taking into account the results that different types of motivation can produce, we can conclude that they must be used in combination. To claim that one species has an advantage over another is a deep misconception. The main thing is to try to apply them taking into account the individual characteristics of individual employees, and to minimize the average approach.

Video: how to properly motivate company staff

Possible employee incentive options

Motivation models are classified according to the place of their use.

• American - designed for material incentives and bonuses (gym memberships, gifts, better working conditions, trips abroad, trainings, etc.).
• Western European - used only in case of high awareness of the employee. Bonuses can include: career advancement, a job in a branch of another city, professional courses, trainings, etc.
• Japanese, aimed at creating a spirit of collectivism. Priority is given to the dedication of employees to their company.

A separate type of motivation is point system. Based on the points given, the employee’s ability is assessed, his main character traits in relation to work are revealed: ability to work, diligence, accuracy, accuracy.

Development of a point system

The source for payment of incentives is taken as a basis, for example, it is 100 thousand rubles.

If an employee does not fulfill the plan, he is given 0 points, for conscientious implementation - 1 point. For all employees, the maximum score is 14, for the department - 42 points.

For example, after the assessment, the head of the department scored 11 points, the sales manager - 9, and the HR officer - 14.

A simple formula is used to calculate incentives.

Cash reward amount = payout fund/total points multiplied by the individual employee's points.

If a point system is used based on the results of their work activities, employees will receive the following bonuses:

• head of department - (100,000/42) x 11 = 26,190 rubles;
• sales manager - (100,000/42) x 9 = 21,428 rubles;
• HR officer - (100,000/42) x 14 = 33,333 rubles.

Formation and improvement of the motivation system

To create an effective motivational system, you should know the basics of its structure and its constituent elements.

• Determining the main goal and key tasks.
• Development of company policy for the future, specifying the time frame for achieving the goal.
• Basic stimulating and motivating principles.
• System functionality.
• Structure (material, intangible and non-standard motivation).
• Technological features.

Before forming a system within the company, it is necessary to familiarize yourself with the situation of employee motivation:

The stages that the motivation system must go through are the same for all companies.

• It is necessary to decide on the main indicators that can reflect the employee’s performance.
• Drawing up and approval of the tariff schedule.
• Selection of tools that are planned to be used in the motivation process.
• A system for assessing the work of each employee.
• Performance-related performance and rewards.

An approximate diagram of step-by-step employee motivation is given below.

Step-by-step instructions for creating your own motivation system

1. The head of the company communicates plans and tasks to team members.
2. A detailed study of the personnel composition: age, specialization, experience, professionalism. Planning the use of non-material incentives.
3. Analysis of motivation in similar companies. Select the most appropriate motivation options.
4. Survey through a questionnaire of employees to determine the compliance of certain motivation methods.
5. Informing employees about the introduction of a motivation system.

Diagnostics of model performance

The system does not exist on its own; it is not enough just to create it; it requires analysis and determination of how cost-effective the obtained indicators are.

Carrying out analysis of variance makes it possible to understand how much the system under consideration influences the results of employees’ work, and whether it is effective in changing their attitude towards work.

As you know, the company incurs certain costs for motivation, so it is very important to monitor whether economic feasibility is observed. In other words, an employee must bring more income to the company than the expenses spent on him.

Specific examples of creating successful motivating systems

The development and implementation of new motivational schemes is unthinkable without studying the positive experience accumulated in this area. In order to successfully implement the system you have come up with, you should carefully study already tested and well-proven examples of motivational schemes.

Examples of successfully working motivation systems adopted by large Russian companies are given below.

Involving employees to evaluate the performance of colleagues

Philip Rosedale, who founded Second Life, proposed creating a tool to collect information about employees' opinions of each other. As part of this program, everyone could write a message expressing their attitude, it could be admiration, recognition, verbal encouragement or criticism. All this information was public. Thus, an objective method of assessment was practically created, which is a component of the motivation system.

Optimization of the motivation system

One investment company was experiencing a decline in employee productivity and loyalty. Management decided to apply the following types of motivation:

• increasing the percentage of additional payments from exceeding the plan;
• issuing prizes, holding competitions for the best employee;
• encouragement for taking initiative to solve company problems;
• holding holidays with the team with the participation of family members of employees.

As a result of monitoring the results of the implementation of the new system, it turned out that staff turnover stopped and labor productivity increased.

Building a clear motivational model

The well-known company Lukoil, which has a solid image, is constantly developing, revising and improving its motivation system. To preserve and establish one’s image, it was decided to use only 2 motivation options.

1. Material incentives - salary increases, bonuses for exceeding the plan, bonus payments, bonuses every quarter and annual social payments.
2. Intangible - holding corporate events where the best employees are rewarded.

The result is obvious - this company has not lost its popularity and remains economically stable.

The effectiveness of an integrated approach

The company that creates games for cryptocurrency mining has set itself the goal of securing highly qualified specialists with a rare specialization in the team. To do this, they were involved in interesting projects that were highly complex. However, management showed special trust in professionals. In addition, high pay was promised for this work and a flexible schedule was offered. Comfortable working conditions were also created for them. As a result, all valuable employees showed interest and continued working in this company.

How to develop a competent motivational system

The construction company Zhilstroy required a reorientation of activities due to changes (increase) in the scale of work. For these purposes, material motivation was used: expanding the volume of incentive payments, introducing bonuses and incentive gifts. Non-material incentives: informing employees about the main objectives and strategy of the company, holding collective events, showing trust from management. Thanks to this, the company was able to cope with the task.

Influence tools don't work - possible reasons

Knowing the basic methodology for building a motivation system, its structure, following the sequence of actions is not all to make it work.

There are often cases when a system is doomed to failure from the very beginning. This situation can be caused by the following reasons:

• When building the system, the interests of employees were not taken into account. Management did not use the opinions of team members;
• no survey of employees was conducted, their suggestions and needs were not taken into account;
• Employees were not informed about the company's strategy and long-term plans.

In order for the built motivational system to have the expected effect, it is necessary to take into account the main criteria, which consist in setting goals not only for the entire company, but also for each employee. The mechanism for evaluating an employee’s work must be extremely clear. System calculations should be simple and transparent.

In the article we define motivation, highlight the main goals of staff motivation, and provide instructions on how to motivate staff. Bonus - phrases and aphorisms to motivate employees, which can be posted at workplaces or on a corporate website.

From the article you will learn:

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Personnel motivation in HR work

Every manager wants profits to grow, losses to decrease, and employees to stick to their jobs and work with passion. Economists and accountants are responsible for profits and losses, and HR managers are responsible for that very “light”. Of course, this is not the only HR task, but it is one of the most difficult.

In HR work, staff motivation is the most important tool. What does it mean? Personnel motivation is the creation of internal incentives for employees to work. It sounds nice, but it's unclear. What is an "internal stimulus"? How to create it? It is really difficult to determine the internal stimulus, the notorious “light”. External incentive is a “carrot or stick”, and internal incentive is different for each employee. You need to understand it and create it. In the third part of the article we will give instructions on how to do this, and in the second we will define the main goals of our work to motivate staff.

Three main goals of staff motivation

There are many purposes for which staff motivation is carried out. For example, you urgently need to hand over a property - a residential building. Builders are guaranteed a bonus for early completion of work. The purpose and means of motivation in this case are obvious. However, this is a short-term goal and the motivation here is close to incentives, which do not work for long.

Of the variety of personnel motivation goals, we will highlight the main ones aimed at the future. They ensure stability and prosperity of the company.

Goal 1. Attract valuable specialists to the team

The company's motivation system is not the secret manipulation of personnel officers, but an open and transparent system of awards, bonuses and other privileges (benefits) that employees are proud of and which attract job seekers. That is why the motivation system should include both a material component and non-material bonuses.

Use the online service from System Personnel to correctly determine the managerial competencies of a candidate. Select the position for which you are recruiting a newcomer and click on it.

Incentive programs help retain valuable personnel in the company. This is a whole range of measures to create harmonious working conditions, adequate material incentives and non-material motivation. It is non-material motivation that plays an important role when an employee decides to leave or stay in the company.

Please note that there are different forms of non-material motivation for working in a company. They depend on traditions and corporate values. The most common form is promotion. The second most popular form of non-material motivation is public recognition, awarding a certificate, praise for success.

Anna Nikulina, organizational development expert, General Director of VLC Consulting LLC, talks about all the nuances non-material motivation of employees.

Goal 3. Ensure fair remuneration for work

Each employee must be firmly convinced that all his additional efforts at work, such as exceeding the plan, overtime work, will not only be compensated financially, but will be appreciated by management. The opposite is also true - poor performance leads to negative consequences.

Unfair rewards for those who do not deserve it almost irreversibly reduce employee motivation. A fair and rational wage system ultimately increases business profitability and saves money.

Step-by-step instructions: how to motivate staff

Step 1. Notify employees about the upcoming increase in motivation

We already wrote above that motivation is not secret manipulation, but open actions that everyone knows about. Employees should evaluate the benefits of upcoming events and see their prospects. It is important to convey that motivation benefits employees.

The most convenient way to communicate plans is at a general meeting. See how this was done in one large company:

Step 2. Study each employee

Step 3. We study the experience of motivation in competing companies

If you are implementing a motivation system yourself, then the experience of companies operating in the same field as yours will greatly facilitate your task. Don't copy or try to implement every idea. Take one, modify it and use it.

Step 4. Developing a unique motivation program

We take as a basis the motivation system of a large company, use the ideas of competitors, data about our personnel, and on this foundation we build a unique system of motivation for the personnel of your company.

Step 5. Internal PR motivation system and implementation

The system for calculating bonuses, bonuses and distribution of benefits should be clear and understandable to every employee even before the introduction of a new motivation system.

Organize an internal PR system. Conduct a consultation with employees on motivation and answer all their questions. Post a full description of the new motivation system on the corporate website.

Employees should not only evaluate their benefits, but also feel like participants in a large process that takes the company to a new level.

Phrases and aphorisms for motivation

In everyday conversations with subordinates, at meetings and planning meetings, the manager and HR manager should not forget about short, but very important phrases of encouragement for employees. The motivating effect of such phrases is very high.

Top 10phrases for motivation

Aphorisms about motivation

Experienced HR experts advise: hang motivational quotes from the speeches of great people on the corporate website or on the office walls, on small posters.

“Difficulties should tone you up”- B.Ch. Forbes

“There is nothing more demoralizing than a small but constant income”- E. Wilson

“If you think you can, you can. But if you think you can’t, then you can’t.”- Mary Kay Ash

"There is only one way to do great work - to love it"- Steve Jobs

What are the basic and non-standard types of staff motivation? How to motivate employees in an organization? Who can help you choose the most appropriate type of staff motivation in management?

Every manager - be it a large enterprise or a small one - is concerned with two questions: how to increase profits and at the same time spend less? That is, how to achieve an increase in income without extra costs, and so that employees feel comfortable and do not want to look for something better.

In a new article from the staff motivation section, we will tell you about different types of motivation. Anna Medvedeva is with you, a regular author of the online magazine HeatherBeaver.

Those who read the article to the end will receive a bonus - you will learn about completely unusual types of motivation that do not exist in theory, but are used in real-life companies. Read and adopt other people's experiences - perhaps this is exactly what is missing in your team.

1. What is staff motivation

Who has the right to call himself a good leader? Someone who knows the principles of effective personnel management and skillfully applies them in practice.

What does it mean to skillfully apply in practice? Here it is worth paying attention to the result.

Employees are satisfied with their wages, they do not seek to leave for competing companies, because your team has a wonderful microclimate, and everyone works with desire, showing a creative approach to their work. This is the result of quality management.

In order to lead competently, you need to use various management tools. One of these auxiliary techniques is the introduction of a motivation system at the enterprise.

What it is?

Staff motivation- this is the creation of an internal incentive for employees to perform high-quality and productive work using various techniques.

Related to the concept of motivation is the concept of stimulation. Many people believe that these are similar terms. We would differentiate them a little.

Stimulation - this is the use of more stringent, categorical measures. Methods and forms of incentives vary, but most often they are negative in nature (that is, they represent a system of fines and restrictions).

Motivation but a more flexible and multifaceted system. It includes many techniques and is based on a variety of factors - from the specifics and goals of the entire enterprise to the needs of each individual employee.

We described in detail various types of staff motivation in the next section of our publication.

As in any other area related to the human factor, when drawing up motivational programs it is indispensable creativity And use of non-standard techniques . Only a combination of traditional and non-traditional methods makes any motivation system truly interesting and worthwhile.

4. How to motivate staff - step-by-step instructions

How to implement a motivation system so that it works from the very beginning and is protected from at least the most common errors?

Let's create an algorithm of actions.

Step 1. Inform employees about plans to increase motivation

Employees must be aware of all changes in the enterprise, and the introduction of a motivation system is no exception. Everyone should see the prospects and advantages of upcoming events, and most importantly, the benefits.

In a small organization, it is easier to make an announcement at a general meeting where all employees can gather. If the enterprise is large, then the general director sends orders to department heads, who, in turn, convey information to subordinates.

Step 2. Carefully study the staff members

Often, ordinary written surveys and questionnaires are used for this. They make it possible to determine employee satisfaction with working conditions, relationships in the team, everyone’s desire for career growth, etc.

However, we recommend conducting staff certification. This more in-depth study will help you identify the best employees, as well as divide employees into those who work steadily and with varying success, assess the level of knowledge and skills, suitability for positions and other very significant indicators.

Step 3. Analyze the motivation system of other companies

Studying the types of staff motivation in similar companies will be especially useful if you do not involve third-party specialists, but develop the program yourself.

Of course, you should not borrow completely ready-made schemes, even if they work well, because each enterprise and team has its own characteristics. But there is undoubtedly a rational grain in such practice.

Step 4. Approve the final version of the motivation program

Taking one of the systems as a basis, using the experience of competitors and data about your personnel, you can create an effective motivation system for your team.

Let us add that help or at least consultation from a competent specialist will not be superfluous. Especially if your team is small and there is no separate marketing service that would deal with such issues.

Step 5.

When the motivation program is ready, it again needs to be conveyed in detail to subordinates. Everyone should understand the system for calculating bonuses and bonuses and other nuances of the process.

Be sure to tell us about the main goal pursued by the set of upcoming events. When employees not only strive for personal rewards, but also feel like an important part of a larger process, this takes the quality of work to a completely different level.

5. Help in increasing staff motivation - review of the TOP 3 service companies

For those who are not strong in management theories, there are companies that professionally develop motivation systems adapted to the specifics of different institutions and teams.

There are also various kinds of training organizations - business schools, where you can get initial or in-depth knowledge in this area.

Meet representatives of this direction and choose the most suitable option for yourself.

1) MAS Project

The company that develops an effective business management system offers the most reliable solution - to teach employees planning, time management and many other things that make their work as productive as possible.

From the video posted on the site, you will learn about strategic planning tools - project management, tasks and salary amounts, regulations, goal maps and much more. The program will help you constantly be aware of the performance of each employee.

The MAS Project system is an online service that can be deployed both in the Cloud and in the internal corporate system. Your employees will have access to it 24 hours a day, regardless of distance.

2) Business Relations

With this company you are guaranteed to make a breakthrough in the development of your enterprise. Business Relations offers training, after which the level of employee motivation increases to the maximum. The main goal of the training is to create a cohesive team, eliminate conflict situations and inspire employees to a new attitude to work.

Order a free test on the website to assess your team and a call back for consultation.

3) Moscow Business School

The business school, located in Moscow, provides training not only in the capital. Seminars and corporate training in the business field can be attended in many cities of Russia, Kazakhstan, Uzbekistan, Belarus and Vietnam.

If you need practical skills in the field of business and management, feel free to contact one of the best domestic business schools that meets the international level. Diplomas and certificates issued here are valued both in the CIS and in the West.

The website conveniently provides a schedule of training events. For those who cannot attend in person, distance learning in the form of video seminars is provided.

6. What non-standard ways exist to increase staff motivation - 4 main ways

Non-standard and unusual ways of rewarding employees are not needed to show the originality of management’s thinking.

A creative approach allows you to expand traditional motivation schemes and show attention to employees from different sides.

Method 1. Arrangement of a place to relax in the office

Even a small office needs additional space for changing rooms and rest areas. In this way, workers’ needs for comfort will be met.

Each employee will have the opportunity to drink tea or coffee during the working day without disturbing others and without showing their five-minute rest to visitors, if we are talking about an office where they work with clients.

In addition, during such snacks the atmosphere in the team is discharged, since employees have the opportunity to take a break from the work rhythm in an informal setting, simply chatting over a cup of tea.

Method 2. Award for good relations with colleagues

In a sincere, friendly atmosphere we work more fruitfully. In a prosperous microclimate in a team, everything becomes easier, creativity and mutual assistance flourish.

If management encourages this, the staff will be a true team of like-minded people, from which no competitor will lure away valuable personnel.

Example

The company "JapanGeneralEstateCo" has established a rule - to pay a bonus to the salary of about $3,000 to the manager of the company, who has developed friendly relations with employees.

Agree, this is a good incentive to reach a higher level of communication.

Method 3. Bonuses for vacation used for recreation

Often, instead of taking a vacation, people prefer to spend the money and time allocated for it on something else. Some people stay at work altogether, having received compensation, while others, instead of relaxing at the seaside, start another renovation or use their vacation pay to buy something useful for their home.