Employee motivation is the core and eternal topic in enterprise management. In this regard, many experts at home and abroad have made many discussions, but these discussions are mainly reflected in two aspects: a reasonable remuneration system and a scientific and systematic management system.
However, we have found that human needs are multi-level, and material needs are only the lowest level of needs, so the role of the salary system in stimulating employees' enthusiasm for work is limitedOnce institutionalized, management becomes rigid, and it is not necessarily effective to use dead things to manage living people.
Whether employees are willing to do it, do they have this willingness, when the enterprise crisis appears, they are willing to do it without a salary, what drives the other party to have this motivation?
The six levels of NLP were developed by American scholarsGregory BatesonDeveloped by NLP mastersRobert DiltzFinishing, officially launched in 1991. It's a set of mindsets that contribute to success and can be used to explain a lot of things that arise in society.
The six levels of NLP include spirit, identity, and values, which are collectively referred to as the upper three layers, and ability, behavior, and environment are collectively referred to as the lower three layers.
The upper three layers are the problem of willingness, the lower three layers are the problem of solutions, the bottom up is the ability to influence, the top down is the ability to decide, and the upper three layers determine the behavior of the lower three layers.
For example, some people are usually Xi littering cigarette butts, when the other party smokes in the corridor of a five-star hotel covered with high-end carpets, they will take the initiative to throw the cigarette butts into the trash can after smoking, because there are no littered cigarette butts on the carpet, and this environment affects his behavior.
If smokers develop the habit of not littering cigarette butts, it will also determine our environment, and we will no longer see cigarette butts everywhere.
For example, when someone first enters the university, they know what their mission is, what knowledge and abilities they must master to achieve this mission, how to allocate their time, and what ways to find ways to achieve these goals.
When we enter the workplace, how to integrate the mission of the enterprise with the mission of the individual, and how to decompose the mission of the enterprise into departments and individuals
Departmental MissionHelping team members find common meaning and value in their work is an important part of the corporate subculture, and the departmental mission must be subordinated to the corporate mission.
Personal mission: is the direction and goals that a person sets for themselves, is one of the most important parts of life, helping people to do meaningful things in life and achieve personal growth and success.
If employees recognize the mission of the enterprise, they will take the initiative to challenge higher goals, will think of various ways to solve problems, will be tired and happy, and will have a sense of achievement
So let's first understand what are the logic and methods of corporate incentives?
The company motivates employees in four steps
There are many cases of how to motivate individuals with a corporate mission, and there will be many online collections, and today I will share a real case.
In the early days of reform and opening up, Lunan Pharmaceutical Factory was in difficulty in its operation, and it could not even pay wages.
In order to pay employees, leaders can only go out to borrow money. Once, on the way to borrow money, I was blocked by heavy snow and stayed at an old man's house.
The old man is a patient with coronary heart disease, and when the old man is eating, because the medicine is expensive, he can't afford to eat it, so the old man cuts the medicine into four petals and eats it. At that moment, the leader was deeply stimulated, and he must let the factory continue, and he raised a sense of mission: "to be a safe medicine that the people can afford".
With this sense of mission, he returned to the factory to raise funds for the renovation of the factory, and since then he has led his colleagues to fight for this mission all his life, and he is still working at the end of his life.
The leader's initial goal was to borrow money to pay the workers and keep the factory afloat. Later, driven by the mission, he worked until the last moment of his life.
For middle and senior managers, use mission and vision to motivate, and for employees, use strategic goals and performance goals to motivate.
Everyone has their own dreams and aspirations to succeed, and when the ideals that have been sealed in the hearts of employees for a long time are ignited again, they will show great explosiveness. And they know in their hearts that to succeed, they must start from giving, and they must start from doing the job at hand.
According to the expected probability theory, the motivation or motivation of a person to engage in an activity depends on the attractiveness of the outcome produced by the activity and the probability of achieving the outcome. The completion of the goal orientation stimulates the motivation of employees to struggle and innovate, the step-by-step completion of the plan makes them full of a sense of achievement, and the support of the team makes them feel motivated and relieved.
According to the company's four-step process of motivating employees and the underlying logic of incentives, formulate mission-related goals, let each employee formulate his or her annual business development plan at the beginning of the year, and make a "military order" to the company. The direct supervisor is responsible for inspecting the performance completion, execution and team spirit, and giving necessary guidance, assistance and encouragement.
In short, to motivate employees through the mission of the enterprise, it is necessary to translate the mission into specific goals and plans, and share them with employees, cultivate employees' sense of mission, give adequate support, encourage employees to participate in decision-making, and establish a good corporate culture.
These measures can effectively improve the enthusiasm and motivation of employees, and promote the development and success of the enterprise.