Why don't we advise bosses to be in charge and leave employee motivation to human resources? Because there are endless troubles after doing this: human resources are "professional managers" thinking, thinking more about whether the work has been done or not, and rarely considering what the effect will be after it is done; The boss does not understand incentives, and the company cannot form a systematic incentive system, which is very easy to deviate from the main direction and even go out of control; The boss never motivates in person, employees have no trust and admiration for the boss, and the team is scattered and scattered, and it is difficult to work hand in hand to ......The boss may not often participate in employee incentives, but he must lead the design and reform of the company's incentive mechanism. In past articles, we've shared two reasons why incentives don't work. Today, let's talk about how to activate the company's talents and build an organizational engine through the three treasures: salary mechanism, promotion mechanism, and equity mechanism!
Salary mechanism: distribution according to work, more work and more reward
Promotion mechanism: the higher the position, the greater the benefit
Equity mechanism: owner consciousness, long-term incentives
1. Salary mechanism: distribution according to work, more work and more reward
The compensation mechanism is the basis of the incentive system, and a fair and reasonable compensation system can stimulate the enthusiasm and creativity of employees. The principle of distribution according to work and more work can enable employees to give full play to their subjective initiative in their work and pursue higher performance and income.
Hands-on Method:Set up a variety of salary forms, such as basic salary, performance bonus, year-end bonus, etc., to meet the needs of different employees. On the third day of the "Nine Mechanisms of Presidents" course, Mr. Zhang Zhiming pioneered the "salary 6+1" structure to crack the secret of salary payment for the entrepreneurs present and help enterprises design a salary system that is internally motivated and externally competitive!
2. Promotion mechanism: the higher the position, the greater the benefit
The incentive system with only material incentives and no promotion incentives is flawed, because "no soldier does not want to be a general", and many times we wonder why employees are not satisfied with a stable salary, because we ignore the side of human nature that is eager to be promoted and make a fortune.
Hands-on Method:Through a clear and implementable promotion system, we provide employees with space and opportunities for career development. A clear promotion system includes clear promotion criteria and processes, and employees can see at a glance the possibilities for their own career advancement. At the same time, the company should ensure the fairness of promotion opportunities through the promotion system, so that every employee has the opportunity to obtain a higher position with their own efforts and abilities. The higher the position, the greater the benefits, and such an incentive mechanism can help inspire a sense of belonging and loyalty among employees!
3. Equity mechanism: owner consciousness, long-term incentive
Generally speaking, if an enterprise has material incentives and promotion incentives, it can reap good incentive effects. However, if the enterprise has a higher pursuit, or there is a group of suitable talents who need to form a strategic partnership, then it needs to rely on the power of the equity mechanism. The equity mechanism is the pillar of the incentive system, which allows employees to become shareholders of the enterprise and share the fruits of the company's development. The motivation of "beating workers to become partners" is self-evident. Through equity incentives, employees can feel that the development of the enterprise is closely related to their own interests, so as to enhance the sense of ownership and work more dedicatedly.
Hands-on Method:Equity incentives can be divided into various forms such as options and employee stock ownership plans, and on the third day of the "Nine Mechanisms of the President" course, Mr. Zhang Zhiming will analyze the pros and cons of different forms of equity for the entrepreneurs present, and enterprises can choose the appropriate equity incentive plan according to their own conditions.
Instead of complaining about employees and the company's calculations, ask yourself if you have the opportunity to promote and make a fortune for the person with lofty ideals, and the career he can continue to strive for - this is the importance of the incentive system. However, activating team motivation through incentive mechanisms is not achieved overnight, and requires continuous optimization and adjustment of enterprises. In this process, entrepreneurs should pay attention to the needs and feelings of employees to ensure the effectiveness and pertinence of the incentive system.