A very important job of managers is how to stimulate the enthusiasm of employees and let them burst out with the greatest enthusiasm for work.
That is, how to motivate employees effectively.
If managers want to do a good job in employee motivation, they need to master some knowledge points:
First, managers should understand the theory of employee motivation
There is a method to motivate, and there is a skill to motivate.
If managers want to do a good job in employee motivation, they must understand the theory of employee motivation
1. Equine Hierarchy of Needs: The Equine Hierarchy of Needs Theory emphasizes that everyone's needs are different, from physiological, safety, social, respectful and self-realization needs. Managers need to avoid one-size-fits-all when it comes to incentives.
2. Fairness theory: Fairness theory emphasizes that incentives should be linked to performance, and fairness and justice should be achieved.
3. Two-factor theory: The two-factor theory believes that the motivational factors of enterprises can be divided into two categories, namely health factors and incentive factors, health factors can only ensure that employees do not complain, and incentive factors can effectively motivate employees.
4. X theory and Y theory: X emphasizes that employees must be negatively motivated with a strict system, while Y theory believes that employees should be fully authorized, and they should be good at motivating employees and carrying out human culture and humanized management. Theory Y is the direction of current management.
5. Expectation theory: Expectation theory believes that only by putting forward clear expectations for employees, employees will work hard in the direction of expectations, so if you want employees to do something, you should start by clarifying the expectations of managers.
6. Reinforcement theory: Reinforcement theory believes that rewarding employees for meeting the requirements will be repeated, and punishing behaviors that do not meet the requirements will be relatively rare.
Second, managers should get out of the misunderstanding of employee motivation
If managers want to do a good job in employee motivation, they must also get out of the misunderstanding of employee motivation
1. Don't think that employee incentives are fine as long as there is money;
2. Don't think that employee motivation only needs to motivate excellent employees;
3. Don't think that one incentive is enough;
4. Don't think that employees can only be motivated if they make achievements now;
5. Don't think that motivation is the company's business and has nothing to do with managers and departments;
6. Don't think that everyone's needs and requirements are the same;
7. Don't think that you can manage employees well with a strict system.
3. Managers need to do a good job in the combination of employee incentive strategies
If managers want to do a good job of employee motivation, they need to use some incentive strategies.
However, it is also necessary to grasp the principles of employee incentives, mainly including: the combination of long-term incentives and short-term incentives, the combination of cash incentives and non-cash incentives, and the combination of spiritual incentives and material incentives.
Of course, managers also need to make good use of these employee motivation strategies
1. Goal incentive: By formulating scientific development goals, motivate employees to strive for them, and finally achieve goals to meet the needs of self-realization.
2. Material incentives: motivate employees to work actively by providing salary, bonuses, benefits and other material benefits.
3. Promotion incentives: By providing promotion opportunities and career development paths, motivate employees to strive to improve their abilities and performance.
4. Honor incentive: motivate employees to achieve better results in their work by awarding honorary titles and issuing certificates.
5. Training incentives: By providing training and development opportunities, motivate employees to continuously improve their skills and knowledge levels.
6. Emotional motivation: Enhance employees' sense of belonging and loyalty by caring for their lives and emotional needs.