The essence of "manipulative" stimulation is the thinking of "giving money", the thinking of the boss, and the management thinking of "carrot and stick".
Motivation is the basic principle of management, and it is also the basic way to stimulate the vitality of the team. However, many companies turn incentives into "manipulative" stimuli, resulting in low employee motivation and a lack of team vitality.
First, some businesses equate incentives with rewards, ignoring the essence of incentives. Incentives include not only material rewards, but also spiritual incentives, career development incentives and other forms. If you only focus on material rewards, it will lead to the thinking of "pay for the work", and thus lack the internal motivation and sense of responsibility.
Second, some businesses use incentives as a means of manipulating employee behavior. They set up material rewards such as bonuses and commissions to motivate employees to complete specific tasks or achieve certain performance. While this can improve performance in the short term, it can undermine employee motivation and creativity in the long run, resulting in a lack of motivation for the team to continue to grow.
In addition, some enterprises also have a "big pot rice" type of incentives. They believe that as long as they are given adequate wages and benefits, they can motivate them. However, this approach can lead to a lack of competition and motivation among employees, as well as a sense of unfairness and loss for good employees.
To avoid turning incentives into "manipulative" stimuli, companies need to do the following:
1.Establish a scientific incentive mechanism. Enterprises should formulate diversified incentives according to the actual needs and behavioral motivations of employees, including material rewards, spiritual incentives, career development incentives, etc. At the same time, it is necessary to ensure the fairness and transparency of the incentive mechanism, so that employees feel that their efforts have been duly rewarded.
2.Stimulate the intrinsic motivation of employees. Enterprises should focus on cultivating employees' self-motivation ability, so that employees can realize the meaning and value of work, and stimulate their internal motivation and sense of responsibility. At the same time, employees should be given enough autonomy and space to work and innovate autonomously.
3.Establish a good corporate culture. Corporate culture is a key factor in motivating a team's energy and creativity. Enterprises should create a positive, united and collaborative cultural atmosphere, so that employees can feel the care and support of the company, and enhance employees' sense of belonging and loyalty.
4.Focus on long-term incentives. Enterprises should develop long-term incentive plans, such as options, profit sharing, etc., so that employees can become a community of interests of the enterprise, so as to stimulate the long-term motivation and creativity of employees.
In short, "manipulative" stimuli are not real incentives. Enterprises should pay attention to stimulating the internal motivation and sense of responsibility of employees, and establish a scientific incentive mechanism and cultural atmosphere, so as to stimulate team vitality and creativity.