Punch line
"You must be diligent in watering the flowers, fertilizer, if they increase, you
will have a beautiful garden, if they failed, they cut them, this is the
management needs to be done."
- General Electric Jack Welch
One of the basic principles of staff motivation - the fairness of
The fairness of staff management is a very important principle, any unfair treatment will affect the efficiency of the staff and the work of emotion, the effect of the impact of incentives. Employees to obtain the same results, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment.
Managers in dealing with staff issues, must have a fair mind, there should be no prejudices and preferences, can not have any of the words and acts of injustice. Employees as long as there is the mentality of injustice, many previous methods to motivate staff, and now have become used regardless.
The basic principles of staff motivation 2 - varies from person to person
Classified according to their abilities and attitude, the staff of all types of enterprises can be divided into four levels, incentive measures should be taken from level to another.
Grading standards for response evaluation of incentives
A class of high enthusiasm, high-capacity which is the best business excellence. Reuse - to these people fully authorized to give more responsibility.
B-class low-warm, high-capacity of such personnel in general for their positions and no clear career goals. 1. Save: constant encouragement, constant encouragement, on the one hand, sure of their ability and confidence, on the one hand, given the specific goals and requirements; in particular to prevent these "sees their talents wasted" talent of the grumbling and discontent of infection to the enterprise, it is necessary to communicate with them in a timely manner. 2. Not to stay: on the difficult into the corporate culture and management models, and simply dismissed as early as possible.
C-class high enthusiasm and low ability is more common, especially young people and new hires. Take full advantage of the enthusiasm of staff and timely for them to carry out systematic and effective training; to increase the working capacity of the specific requirements and specific method; to adjust to the most suitable positions or duties.
D-class low enthusiasm, low capacity of such personnel of enterprises is very limited. 1. Limited role: Do not lose confidence in them, but control the time spent to carry out only small-scale training; first of all, to stimulate enthusiasm for their work, to change their work attitude, and then arrange a suitable job. 2. Dismissal dismissal
First, the mission of the Law
1. Self-motivation
A. Methods:
Incentive to fight a variety of ways. Such as: company executives or other employees, those who succeeded on the business experience, the staff recognized that the possible cause of the success of firms and difficult; invited to the success of science experts in the field of corporate speech; order aspects of the success of school reading books to their employees ; let employees talk about the ideals of their hearts, as well as plans to achieve these ideals and so on.
B. Principle:
Everyone has their own dreams, are eager to succeed, all hope of a better life. When the hearts of the staff has long been an ideal dust-laden re-ignited, they will show a great deal of power. And they knew that the road to success must be paid on, it is necessary to do a good job in the beginning of the work at hand.
2. Commitment to personal business plan
A. Methods:
Let the beginning of each staff member throughout the year to develop my business plan, the company made "军令状." By their immediate supervisor is responsible for the performance of the completion of inspection, enforcement and team spirit, and the necessary guidance, assistance and encouragement.
To your proposal, and I will provide you with a variety of resources. In this way, you will be given to me by many of the proposals and plans, I would have said: "I do not like the idea, but that a very good idea." This exchange of more creative.
Do not give too many staff to develop goals, and to encourage them to give full play to their potential and creativity.
B. Principle
According to expectations of probability theory, a person's motivation to engage in an activity or the size of driving forces, depending on the activity generated by the outcome of the appeal and the chance to achieve the results of the size. Complete object-oriented employees inspired and innovative power struggle, step by step plan to enable them to complete a sense of achievement, team support to help them feel the power and comfort.
3. The formation of the interim team
A. Methods:
Will be an important business plan or project by the formation of an interim team to do.
B. Principle:
The reason why the provisional team work can produce a higher efficiency as well as its form of organization created by members of the credit incentive. Hoc group has the following characteristics: less (the best size for 3 ~ 7), composed of volunteers, goal-oriented, usually after the completion of the task on its own dissolution. Provisional team goal is easy to exercise motivation, self-management of the typical organization. Appropriate, a certain challenge is likely to achieve a good temporary team members to stimulate the passion of innovation. At the same time, the provisional team self-management, that is, team members were from the original with a certain degree of control into decision-making power. People's control over decision-making power and is directly proportional to the sense of responsibility. When a person is full of a sense of responsibility, he will get himself into.
Second, the survival of the Law
4. Competition for survival
A. Methods:
Dynamic assessment of the staff so that everyone knows their own position.
B. Principle:
Let employees know that if they does not work or work performance, then the company may be out there. In the fierce competition for survival in modern society, the pressure may lose their jobs will be greatly stimulated the enthusiasm of their staff.
C. Example:
General Electric to all its employees into five categories. The first category is the top talent, accounting for 10%; times a number is the second category, accounting for 15%; The third category is the middle level employees, accounting for 50% of the maximum flexibility in their movements, they have the opportunity to choose where to go; the next accounted for 15% of the fourth category, the need for a wake-up call to them and urge them to improve themselves; the fifth category is the worst, accounting for 10%, only to dismiss them mercilessly. This elimination mechanism to fully staff a sense of urgency, but also give them sufficient power.
Classification GE employees incentives
Classification described in the proportion of staff incentives
The first 10% of the top talent tilt
The first category second analog some 15 percent less incentive
The third type of guide 50% of middle-level
The fourth type of change in 15% of the maximum flexibility warning
10% of fifth dismissal of the worst
Third, competition
5. Metabolic mechanism
A. Methods
The development of the company, department and personal objectives, the establishment of the corresponding evaluation mechanism is not the responsibility of relevant officers, whether level, qualifications, previous contributions have to step down.
B. Principle
Many companies in the development of the business plan when the high-spirited, but in the course of a discount because of various reasons, continue to the end, even if unable to nothing also makes its own business plan, have lost their significance, the leadership of the loss of authority, loss of sense of urgency and responsibility of staff am.
6. Sub-group competition
A. Methods:
Business sector will be divided into several groups, each day (week) announced results list, the end sum up, incentives for advanced and backward incentives.
B. Principle
The best mechanism is not to try to "become lazy so productive," but in the enterprise high-performance environment in which the professionalism of the staff to develop nature. Reaping those who make no place to hide. Even if those companies do not want to dismiss the poor productivity of managers and employees, they will own. Cooperate in good faith based on the commitments and responsibilities of the internal competition, peer pressure from their superiors than from the command staff to better promote the work of the initiative and enthusiasm.
7. The introduction of foreign competition in the internal
A. Methods:
Internal structures to the outside world to allow procurement of products or services, so that the supply of the relevant internal departments can no longer rely on the exclusive business and not to live comfortably.
B. Principle:
"Iron rice bowl" into a "mud bowls." Does the internal organs will not eat, of course, will redouble our efforts to improve the product or service quality, and efforts to reduce costs to enhance competitiveness.
Fourth, interest in law
8. Encourage "illegal actions"
A. Methods
Allow and encourage employees to do some work, other than trying to conventional procedures.
B. Principle
In many cases, employees in the work of new ideas, new ideas are unexpected and not in the company's plan. But this part of program with a lot of ideas but the idea of the scheme has the same value, enterprises need to be attention and funding support. Some cost more than new ideas, technical personnel will be able, through their own private testing of a simple test. Often occurs in a similar grass-roots enterprises. Level employees are often the most thorough understanding of products, customers and markets, they成年累月as a result of the actual operation of these have unique knowledge, know how to improve the efficiency of production and market expansion.
Example:
General Electric Company's great success, for example, in industrial plastics and aircraft engines have been the success of earlier, that is, "illegal activities" a direct result. IBM and even in the management of the system deliberately designed to be a little "loophole" to allow a little diversion of some of the ways the money in the budget to do something other than the program implementation plan. Of up to twenty-five years, IBM's production of important products, none of the formal system of the company from engaging in.
9. To their employees to play a completely free space
A. Methods:
If the company's R & D personnel, the company can be allowed to spend 15% of the time, in their chosen field of research and inventions of living.
B. Principle:
Interested in is the best teacher, and the best work of the propellant. Only employees engaged in the work of their real interest was able to be happy, will make every effort to do a good job.
V. Space
10. Training opportunities
A. Methods:
Provide their employees with all-round, multi-level training opportunities to increase the business value of human resources and staff their own value.
B. Principle:
More and more rapidly in the knowledge update of the information age, "lifelong learning" and the establishment of "learning organization" has become a personal and intense competition in an invincible position requirements. Enterprises should be developed through training staff to exploit the potential of human resources to achieve staff and increase their value. This is to mobilize the enthusiasm of the staff needs, but also to maintain and improve the market competitiveness of enterprises is extremely important.
11. Job rotation
A. Methods:
Regular employees (such as one year) rotation, to try different jobs.
B. Principle:
Times in the traditional management, emphasizing a clear division of labor organizations, stressing the importance of equipment and methods, emphasizing strict accordance with the standard pre-set operation, the results of the staff to repeat monotonous work day, although to some extent, improved productivity, but the satisfaction of members decreased. People come out of this thinking, the incentive for people with new understanding, began to pay attention to improving the human capacity development of human potential, and on this basis and give full play to the enterprise role in the talent market, a sound system of job rotation so that staff can more sufficient to choose a more proactive and challenging work, so that the rich work of horizontal and vertical expansion. In this way, the work of the fun and challenge of work itself has become the staff returns.
12. Give employees the career development of the smooth channel
A. Methods:
In cadre selection, the enterprises should be given more opportunities for employees, mainly from the previous foreign employment, change of employment for the external and internal selection of both, the final transition to the internal training and selecting the main change "simple" as "the chosen race Ma. "
B. Principle:
The development of the internal reward system is that staff are an important part. Based on Maslow's hierarchy of needs theory, the material needs of a lower level of human needs, and self-realization is the highest level of human needs. Career development of people belonging to meet the needs of the scope of self-realization, which would have greater incentive.
13. To reduce the approval process
A. Methods
A reduction in product development or market development plan approval process and time, do not set the standard of review is too high, leaving more room for staff.
B. Principle
Complexity lead to apathy and inertia. According to expectations of probability theory, only when a person is expected to have the possibility of a considerable time to complete something before the action of his incentive to produce. If technical personnel is expected to come up with their own research programs can not be through the company's strict approval system, if the business of an ambitious plan to expand the company's层层把关face, he will naturally reduce the enthusiasm of the work. In fact, many epoch-making product or marketing program is only for a seemingly absurd idea.
14. Staff participation in decision-making
A. Methods:
The establishment of employee participation in management, the proposed mechanism to rationalize and improve the awareness of staff to participate in ownership. Involved in the work of companies such as development goals, the analysis of the direction of discussion, let the staff involved in project identification, to ensure that companies involved in the normal operation of the enactment of the rules and regulations.
B. Principle:
Nobody likes people who impose their own things. However, if the staff involved in the company's business objectives, the formulation of management system, they will feel that it is their own objectives and rules of conduct, we will look forward to work with.
VI Honor Code
15. Honors Incentive
A. Methods
Of outstanding performance or contribution to the staff, the company has been a long time dedicated employees, some not hesitate to award the title, name, some name, the title can get the staff's sense of identity, which inspired the staff drive .
B. Principle
If self-realization is the highest level of human needs, it is an ultimate honor incentives. Everyone a sense of belonging and a sense of accomplishment filled with desire, and hope that their work meaningful. Honor has always been a catalyst for people of passion. Lin Biao was only said, "Do not forget, you are the red four-group!", Then let fly away land of warriors, the bridge is scheduled to complete the impossible task; Napoleon "for the French to fight!" Is the famous his unbeatable army.
C. Example:
IBM has a "100% Club", when the company completed the year of his mandate, he was approved for club members, he and his family were invited to participate in a grand assembly. A result, the company's employees will receive a "100% Club" as the first goal of membership in order to obtain the honor.
VII, crisis
16. Crisis in education
A. Methods:
To imbue the staff with continuous sense of crisis so that they understand the difficult business environment, and this might work for them, the negative impact of life.
B. Principle:
Enterprise market, the living environment of rapidly changing state of their own resources are constantly changing, so the path of the crisis-ridden enterprise development. Official for this reason that Gates will continue to warn his staff: Microsoft never far from bankruptcy only 18 months! Zhengfei be warned: Huawei Technologies will soon be the advent of winter! However, this crisis is not the general staff can often feel, especially front-line staff of non-market. Therefore, they breed pleasure of thought, sit back and relax, the work of a recession increasing enthusiasm. It is therefore necessary to imbue the staff with continuous sense of crisis and establish a sense of crisis, re-ignite passion entrepreneurial employees. At the same time, they also contribute to the understanding and support of business leaders have taken some difficult steps.
8, communication
17. Two-way communication
A. Methods:
Level employees and senior management of the association, managers reception, the staff opinion survey, president of mail for all staff to collect views and suggestions to set up the system so that any views and grievances with the timely and effective expression; the establishment of an information briefing Published column, internal publications, so that staff keep abreast of trends in business development, dynamic, and enhance their participation in the initiative.
B. Principle:
So that employees feel that they are valued, have their values, they will naturally have the passion to work for the company.
18. Punishment for the incentive variable
A. Methods:
Employees to make mistakes, and their managers to carry out a friend through communication and exchanges, so that employees feel respected and loved, and take the initiative to admit its mistake and take the initiative to accept the punishment, take the initiative to improve the quality of work.
B. Principle:
The mistakes of employees, business practices in general is severely criticized and punished! However, punishment does not really solve the problem, but will result in the loss of staff and even grudges. Only communication can be achieved effectively.
19. Kinship care
A. Methods:
Enterprise managers and supervisors should be a careful person. Performance of employees, even if the contribution is very small to give timely feedback. A small piece of paper, a telephone message, an e-mail, a package of two movie tickets for red, one collective happy or suburban swim spa, staff feel that they can be affected by the leadership of concern, the work has been recognized and excited for this purpose.
There is also the birthday of the establishment of the staff table, birthday cards, general manager of the issue of employees, care for and condolences to the staff and other difficulties. May well enhance a sense of belonging among employees.
B. Principle:
Anyone, including the great man, and hope that their efforts can be recognized, endorsed and grateful that this is going.
20. Negative change management for active management
A. Methods:
Managers to give positive comments on to convey more of the views of senior managers, and employees know a commendable work and / or the results of which are staff.
B. Principle
Employees often experience "due to mistakes made by management (passive management)", which is superior in that they are required to correct mistakes when giving advice. If employees feel that their decision to support universal access to, and really make a mistake they will be given appropriate guidance, they will be more proactive and confident, and willing to take responsibility and make a decision. If the employee is fully aware of the expectations of their supervisors, aware of their attention and trust, and will be encouraged and incentives, they will do best in their jobs.
生命总是在......
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