How To Make Good Use Of Incentive Mechanism

In fact, the real reason for these problems is not on employees, but on leaders. There is a problem in your incentive mechanism, which leads to this result. When the Department has problems, the supervisor should naturally assume the first responsibility instead of pushing them on to others. The company has problems, and CEO can't get away from it.

Every enterprise has its own incentive mechanism. For example, an employee's expectation is 3000 yuan monthly income, you add 1000 yuan to him, and when the employee's expectations do not rise, you go up to 500 yuan. In case of special circumstances, when you reduce your income to 3000, contradictions arise. He has to slow down and leave, so your incentive mechanism has lost its scientific significance.

So how can we use incentive mechanisms to run most employees in the company? When managers are using incentive weapons, we must be fully aware of the way to motivate them when we use incentive weapons. We should be familiar with feelings, help, training, reward, punishment, competition, impartiality and authorization, and use them in sixteen words, so your subordinates will run.

Emotion means appreciation and trust. The result is that their prestige is getting worse and worse. Why, because employees feel like the boss is so, everyone is a brother, and no one can get away from it. Emotions are the recognition of your employees' work and their trust in their abilities and personalities. Sometimes they see their employees tired and patted him on the shoulder, without saying a word. The effect is much better than asking employees to rub them up. Leaders should not be stingy with your trust and praise. Especially in public places, mental stimulation will always prompt your subordinates to have positive nerves. At the same time, companies and individuals must be separated from each other, private life details are concerned about real feelings, birthday party celebrations can play a good role. Some leaders and staff are very good friends.

The core of the band is body teaching over words. Why is the efficiency of subordinates getting worse and worse? Because your example has evolved into a hands-on, and every one of your subordinates has been asked to do everything according to their own process of operation. What leaders have done has been waiting for you, and your subordinates are waiting for you to do it. It's not always necessary for them to carry on with them. The standard of the help and help is phased and innovative. When new work or a time division with division occurs, the leader needs to be guided. The conduct and style of the leader will directly affect your staff. A procrastination leader is not able to cultivate a vigorous and effective employee. The power of demonstration and example is endless, but many managers are puzzled.

　　 Train Training plays an important role in motivation, especially for young people who are growing up. "Enjoying training is the best reward" is scientific. But for those who have achieved considerable experience, mental training is no longer important. Then the leader's personal charisma and the company's future guidance are potential training guides. If the subordinates can not see the hope of development from their leaders, the personal charisma of leaders can not play a potential role in training and guidance. Enthusiasm It is impossible to mobilize. The higher the leader's position in the company, the greater the potential effect. Because your personal accomplishment represents the hope of the company's development, so the other way of training is to train yourself first.

　　 reward It means that money needs to be spent on the edge. In the past, there were grounds for rewarding rewards and penalties. Rewards include material rewards and promotions, and rewards can not be too casual. This phenomenon is particularly easy to appear in family businesses. When leaders are happy, they issue rewards decisions, some are systems, and others are directed against individuals. Instead, incentives result in side effects. Rewards are supposed to promote enthusiasm. The result is contrary to expectations, and the gains outweigh the gains. The reason is on the prevention system, the reward is unreasonable, and the rebound is inevitable. The prize is to be published and announced in some form. Some leaders give bonuses to employees, but also secretly, for fear that others will know that the results are wrapped up in the paper. The prize must be fair and aboveboard, and the prize will be the recipients of the award, so that we can play an example.