How To Make Good Use Of Incentive Mechanism

Sometimes it is puzzling that the work that can be completed in the past one hour can not be completed one day. Once the market is laid down, the situation will be opened immediately. Now the troops will not be moved but ask for the request first. Before they urge the subordinates to report the work voluntarily, they should now be stared at behind their butts. The bonus has not been much less, but the bonus has been more controversial.

Why is this? It's useless to scold, change, and change jobs. What is the problem?

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 naturally can not get away from it.

Every business has its own.

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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, be familiar with feelings, help, training, reward, punishment, competition, justice, authorization sixteen words and use it comprehensively, then your subordinates will run.

Emotion means appreciation and trust.

Some leaders and employees.

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. Good, everyone is brothers.

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.

Training, especially for those young people who are growing up, is more attractive. "Enjoying training is the best reward." there are scientific reasons. But for those who have achieved some considerable experience, mental training is no longer important. Then the personal charisma of the leader and the prospect of the company are the potential training guides. If the subordinates can not see the hope of development from the leadership, the leadership's personal charm can not play a potential role in training and guidance, so the enthusiasm of the subordinates can not be mobilized. 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 idea of training is to train yourself first. Play an important role in motivation

The reward is that money should be spent on the knife 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.

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