home Business The system of motivation of the personnel of the enterprise. Personnel motivation system - types, development

The system of motivation of the personnel of the enterprise. Personnel motivation system - types, development

Staff motivation is an effective system of methods for increasing labor productivity.

The concept and essence of the term

Staff motivation includes a set of incentives that determine the behavior of a particular individual. Therefore, this is a set of actions on the part of the manager, aimed at improving the working capacity of employees, as well as ways to attract qualified and talented specialists and retain them.

Each employer independently determines methods that encourage the entire team to be active in order to meet their own needs and to achieve a common goal.

A motivated employee enjoys the work to which he is attached by soul and body, and experiences joy. This cannot be achieved by force. Recognition of achievements and encouragement of employees is a difficult process that requires taking into account the quantity and quality of labor, and all the circumstances of the emergence and development of behavioral motives. Therefore, it is extremely important for a leader to choose the right system of motivation in relation to subordinates, and each requires a special approach.

Personnel motivation system: concept, development

This is a set of measures aimed at the internal values and needs of subordinates, stimulating not only to work in general, but above all to diligence, initiative and the desire to work. And also to achieve the goals set in their activities, to self-improvement of the professional level, and to increase the overall efficiency of the enterprise.

The personnel motivation system consists of two components.

Compensation system

It includes the following components:

Labor payment.
Disability payments.
Employee insurance.
Overtime pay.
Compensation for loss of seat.
Payment equivalent to the income received.

Let's consider another component.

Not a compensation system

It includes the following methods:

Improving the state of mind and mood, various sets of programs for advanced training, intelligence, erudition, self-improvement.
Activities aimed at raising self-esteem and self-esteem, to satisfaction from their work.
Uniting and encouraging the team through cooperatives.
Setting goals and objectives.
control over their implementation.
Offer to take the lead.

These methods do not involve any payments.

Steps to implement a motivation system in a company

Setting goals and objectives, defining a clear mission of the enterprise.
Organization of the working group.
Working on a plan to introduce a system of staff incentives.
His statement.
Development of reward programs for achieving set goals.
Creation of the above systems of personnel motivation.
Preparation of documentation.
Implementation of motivational measures and necessary adjustments.
Analysis of the work of subordinates of the enterprise.

It is necessary to introduce this system gradually so that employees are not afraid of the upcoming changes, but can get used to them, find positive sides and improve labor efficiency.

Types of staff motivation

Material. Provides remuneration for money equivalent, as services and material objects. It is applicable to one employee or group, to the entire organization is extremely rare, because it is considered an ineffective method.

Intangible. The employee receives emotional benefits, this is the elimination of complexes, peace of mind, recognition of one's own merits, etc. It is applicable to one employee, and to the entire team, as it helps to form the attitude of each individual to the organization.

Positive motivation is characterized by the use of positive incentives.

Negative motivation is based on negative incentives.

External. A favorable or unfavorable effect on personnel that leads to a desired outcome. As a reward, a boon or a punishment is supposed;

Internal. It involves the independent development of employee motivation. The implementation of certain tasks brings them moral satisfaction. But at the same time, staff can remain in search of benefits. External motivational levers with internal motivation are not enough to obtain the desired benefit.

External motivation of personnel is designed to develop and activate intrinsic motivation. This can be achieved by constantly evaluating the methods used, as well as using special methods.

Motivation and stimulation of staff: what is their difference

Labor motivation is the motivation of an employee to work effectively. And stimulation is an external influence on a specialist in order to make him work even better, to increase his productivity.

Examples of staff motivation

Examples of leadership actions include:

Six employees with the best results for the work performed according to the results summed up for the quarter will be awarded a bonus in the amount of double salary.
The photo of the best employee will be posted on the board of honor of the enterprise;
Salary includes a 2% bonus on personal sales.

Now let's look at another term.

Incentive examples

There is already a completely different approach. For example:

Those who do not fulfill the implementation plan this month will be deprived of the bonus.
You will not leave your workplace until you close the annual report.
Whoever does not like working conditions can put a letter of resignation on the table, there are no irreplaceable people.

The examples show that the motivation and stimulation of staff is like the folk method of "carrot and stick". This means that motivation awakens the employee's inner desire to work, and stimulation makes him work if there is no such desire.

But it’s still not worth focusing on incentives, because most people hate their work for this very reason and are forced to stay because of hopelessness. In some cases, it can be used if the subordinate does not cope with his direct duties at all.

Often, employers resort to incentives because it does not require costs, and it is easier. But workers from this method arrive under stress. The consequence of this is poor working capacity and frequent layoffs, which leads to staff turnover, and this is a big minus for the enterprise.

Therefore, it is necessary to combine these methods, but focus on motivation. Then the manager will be able to create an effectively working well-coordinated team, whose employees will fight in conditions of healthy competition.

The main groups of motivation methods

Staff motivation methods are divided into two groups. It:

Material motivation (monetary reward).
Non-material motivation of personnel.

To avoid the problem of dismissal of qualified personnel, the motivation of personnel should include different methods and intangible ones too.

In each group, it is possible to consider mainly important methods staff motivation:

Non-material motivation

It includes a wider range of methods:

Growth by career ladder. The employee tries to work better than others in order to get the desired promotion, and this is an increase in remuneration, and another status.
Good team atmosphere. A friendly close-knit team serves as an additional motivation for effective labor productivity.
Employment and a full social package, in accordance with the current legislation, are a significant aspect in finding a job, and when getting it, a good motivation.
Organization of cultural and sports events. As a rule, the joint pastime of the whole team promotes cohesion and a good working microclimate, and also provides an excellent opportunity for quality rest and relaxation.
Enterprise prestige. Work in a company whose name is well known to everyone will also serve as an incentive for productive cooperation;
Opportunity for company-sponsored training. This great opportunity allows you to improve your skills.
Approving word from the leader. The praise of the manager is expensive. Companies still use for this purpose the actual honor boards and virtual ones on the official websites of the enterprise.

Forms of staff motivation

These include:

Wage.
The system of benefits within the enterprise: bonuses, additional payments for seniority, payment for travel to and from work, health insurance, and so on.
Moral encouragement of subordinates.
Increasing the qualification level of workers and moving up the career ladder.
Development of trusting relationships between colleagues, elimination of psychological and administrative barriers.

Motivation of personnel activity is a very important aspect for any leader, if he is interested in the fact that employees work with the greatest efficiency. And those, in turn, have different goals and vision of work in the company: one is only interested in money, the other is in a career, the third is in a different aspect. And the manager is puzzling over how to arouse the interest of employees.

However, as a rule, not all entrepreneurs and managers have experience in implementing the system described above. Therefore, the search for suitable ways of effective motivation takes a lot of time and occurs through trial and error.

A competent and highly qualified staff is half the success of any organization. It often happens that new specialist in the first two months he tries and burns with a great desire to work, although he has little experience and knowledge. And owning them and passing probation, he becomes lazy and less active.

This suggests that any staff is characterized by one regularity - a periodic decline in motivation, and, consequently, a decrease in the efficiency of workers. Managers who own such weapons as personnel motivation management can not only notice the waning interest of their subordinates in time, but also react with lightning speed and take appropriate measures.

Each person needs an individual approach, you need to know what psychotype he belongs to. And this will help to understand socionics - the concept of personality types and the relationship between them.

This science allows you to find out how a person thinks, how he perceives information and how he will act in a given situation. It helps to determine the compatibility of people in a team. And at the same time, more competently study such an issue as staff motivation.

Socionics

Socionics has a clear description of all types of intelligence, and also describes the possible behaviors of these types in a business environment and divides them into four groups (main incentives):

Prestige (power, status). People from this group strive for career growth and the recognition of others. This is them the main objective. If the manager does not plan the vertical promotion of employees, he can be transferred to an adjacent, more interesting position, thereby a person will receive moral satisfaction from assessing his importance in the company.
Uniqueness (recognition of merit, an exciting activity). People from this stimulus group cannot stand monotonous work, they are capable of more. New technologies and a free schedule are the best motivation for them for fresh ideas and projects, discoveries or inventions. Willingly improve their qualification level and become indispensable specialists.
Welfare. People of this type seek satisfaction own desires. The best method of personnel management for them will be the conviction that their interests coincide with the company one hundred percent. This will be confirmed by the provision of all kinds of soft loans, for example. They love to acquire new knowledge and willingly share it with others. These professionals make great consultants.
Self-sufficiency (security). For people in this group, comfort in everyday life and well-being are important. A favorable atmosphere and convenience of the workplace, plus good pay and provision of full social package for them, the best method of managing staff motivation.

If TIM (type of “information metabolism”, sociotype) is correctly and accurately determined, there is no doubt which group the employee belongs to, it is possible to select the necessary incentives that will work productively for a long time.

Of course, general system stimulation for all employees of the organization through the prism of socionics seems to be ineffective. Four is the minimum number of ways to induce, for a large company there should be sixteen (according to the number of TIMs). And with all this, money is the most universal stimulus.

Today the labor market has a shortage of qualified specialists. And for successful development The company needs a stable efficient team. All of the above staff motivation tools will help the manager find out the goals of each employee, solve the problem of staff turnover. This will also save valuable time and money on finding and adapting new specialists, as well as help form a strong reliable team of professionals and like-minded people.

What questions will you find answered in this article?

How to develop a staff motivation system

When implementing personnel motivation systems The General Director should not be limited only to the position of the personnel service - it is necessary to take into account the needs of his employees. Thanks to a better understanding of their employees, the effectiveness of the personnel motivation system in the organization will be much higher. In a small company, such measures are quite acceptable and simple, but they become much more complicated in the practice of large enterprises - a significant amount of work remains to be done. In the work of such companies, it is recommended to combine different methods of stimulation. We will pay special attention to them in order to understand in more detail how to develop a system of motivation for staff.

Development of a personnel motivation system step by step

Step #1. Training. The CEO needs to inform employees about the company's plans, consider specific activities (in particular, during general meeting). Similar meeting for all employees large enterprise turns out to be quite difficult, so you can instruct the director of personnel or PR staff to write a letter on behalf of the general director - to state the provisions of upcoming events in a detailed and accessible form.

Step #2. Studying your staff. The Human Resources department needs to report on categories of employees. This document will allow you to understand the general portrait of your team - understanding age groups, education, experience, specialization, etc. In the report, you need to indicate which departments of the company work to support daily activities, which ones work for the result.

Step #3. Analysis of employee motivation systems from other companies. The human resources department or marketers must determine the salaries and compensation packages in competing companies for their personnel of a similar group. Based on the analysis, incentives can be set that will suit the work of your company.

Step number 4. Survey of employees. At this stage, a survey of employees is to be conducted (it can be based on an anonymous survey). You can suggest prioritizing different types incentives. For convenience, it is possible to distribute different questionnaires, depending on the departments of your company. Through such analytics, the CEO, together with the head of human resources, will be able to determine the appropriate incentives for staff.

Step number 5. Informing staff. After the survey and before the introduction of your motivation system, it is imperative to inform employees - tell them about the timing of the introduction of innovations, planned measures. Because employees may otherwise feel cheated.

Examples of personnel motivation systems

Example #1. Inna Samoilova, Analyst of Gradient Alfa group of companies (Moscow). We had to reorient activities in connection with the growth of one of the companies. It required the development of new software products, with a change in the duties of employees. To reduce resistance from the staff, it was decided to bonus funds, expanding the social package. But they did not pay attention at all to informing employees about the company's strategy and its work goals.

The employees did not have the main thing for success - the trust of the General Director, there was no consistency in the orders of the head. The manager's actions were interpreted as a "bribe", a negative direction of the "motivation system" arose, which led to the departure of several valuable specialists.

Example #2. Alexey Dmitriev, Corporate Development Director trading network Enter (Moscow). Our company since January 2012 introduced game program Olympiad to motivate employees. Measures taken to motivate, including this program, allowed to achieve the involvement of employees at the level of 83%, exceeding the average market indicators by 10%. Improving the personnel motivation system allowed our company to receive a gold award within the international competition Intranet Innovation Awards see Personnel motivation system - for the sake of achieving new indicators).

Personnel motivation system - for the sake of achieving new indicators

Alexey Dmitriev, Corporate Development Director of the Enter retail chain, Moscow

To be successful, a business needs more than just professional staff, but in a real team of like-minded people. For this, a motivation program was formed - with the provision of points to employees who are recorded in the internal social network of our organization. 30 winners (about 1.2% of the staff) each quarter receive a trip for 3-5 days as a reward.

Considering different tasks employees, it is problematic to objectively compare the results of their work. Therefore, quotas are allocated for subdivisions, taking into account their number. For each division, an individual set of criteria for obtaining points is introduced. Let's consider some "Olympic disciplines" within the framework of this program.

"Golden fever". The participants in this game are only front-line divisions, retail, delivery departments, a warehouse and a contact center. In addition to awarding points to employees, they are also given cash bonuses. A competition is held among the same units from different regions (stores against stores, teams in the warehouse, delivery with delivery, etc.). The list of criteria in this competition depends on the goals of the company at the current moment. In particular, to achieve growth in sales of jewelry. So that employees do not forget about the event and information to achieve victory, we send reminders by e-mail, publish data on bulletin boards and the corporate website. The corporate development department publishes a rating on the achievement of reporting goals every month. Distinguished subdivisions are given a financial bonus of 72,000 rubles. The department itself will already distribute the money between employees - 100 points are awarded for each of them (other departments are given only points, without money - depending on the place in the ranking). Immediately, the bonus is paid only for delivery service employees - in equal installments during the quarter. With this long-term system, it is possible to retain employees from departments with a high level of turnover.

"Imago". This program is aimed at collecting ideas from employees aimed at improving business processes and developing the company. The system used to be based on self-regulation - a potentially interesting idea is put to the vote of employees. Taking into account their votes, a rating of ideas was compiled - by grading on the corporate portal.

But a year ago, the approach would have been changed - they relied not on ideas that employees simply want to offer, but on projects that would improve the company's efficiency. We are waiting for not just interesting and useful ideas, but proposals that are ready for implementation. We collect them in the corresponding section of the portal in three ways:

Employees provide feedback as part of business processes (from operations in the warehouse to the selection of employees), they also publish their feedback and comments on the problems that they identified as clients of our company. For such feedback, experts (top managers, heads of the relevant direction) give employees points (the number of points is calculated according to the formula: utility score x 2).
Employees describe their experience in solving typical problems in the company's work. They will also receive appropriate points for this information - the accrual scheme is similar, the score is 1-5, which is multiplied by two. If another employee takes over this experience by posting a photo report about it, he will also be awarded points.
1-2 times a month, on average, managers hold competitions to solve an urgent problem. When informing employees, it is necessary to warn about the date of acceptance of proposals (as a rule, the duration of the competition is 2 weeks). You can see the list of current and recently held competitions on the main page of our Imago section (on the corporate website).

Workshops. We introduced this project even before the start of the Olympics. However, the points accrued here are included in the overall Olympic standings. Workshop topics are formulated at the request of employees (with the placement of wishes on the corporate portal). In particular, last year employees asked for a master class on conducting real estate rental transactions. Workshops are organized in not working time in the company's premises - Internet broadcasting is organized for regional offices. Conducting and participating in such workshops will also be awarded additional points.

Confession. Every month, department heads choose 1-2 employees who have shown super results over the past period. Recognition involves subjective evaluation. For example, in order to recognize the manager, the employee decided on his own initiative to do the work of a colleague who took a vacation. We give out medals to the selected employees - for example, “Number One of December in June”, “Best Employee of July”, etc. We present medals as part of a solemn ceremony in the conference hall - to the applause of the team and the famous Queen song “We are the champions”. In addition to the medal and recognition, employees also receive points for their Olympic standings.

Thank you letter to family. We send this letter by mail to the spouses or parents of employees who have been awarded the medal. Parents are simply impressed by such an award - the awardees themselves say.

Example #3. Vladimir Kamenetsky, General Director and owner of the SoftBalance group of companies (St. Petersburg). The "trump card" in the system of personnel motivation: employees need to be given freedom, and they can handle the rest on their own. To effectively motivate employees, it is necessary to provide more working freedom, including in choosing preferred methods for solving their problems, creating a convenient work schedule, determining the composition of their project teams, etc.

Why the staff motivation system may not work

The first reason is the discrepancy between wages and the average level. At the enterprise, the salary should correspond to the average indicators for the region or industry for a similar position. Otherwise, there is a high probability of staff turnover and the need to regularly fill the vacancies that have arisen. Be sure to remember that the remuneration scheme should be formed by the company's specialists, and not by external consultants. This condition is mandatory.

In order for the salary to meet the expectations of employees, the HR service must regularly (at least once a year) organize labor market monitoring. Companies typically use one of the following methods:

Purchase of the results of ready-made studies. But it should be understood that you cannot simply trust the data received. Market reviews can be performed on various samples. Including, data on salaries only in Russian or only foreign companies, or companies that have paid funds to participate in the survey, or for enterprises in a particular industry. Therefore, before using these results, HR employees should conduct their own additional analysis.
Self-monitoring of the labor market. Quite a difficult option, since many companies use a gray salary. Monitoring can be entrusted to the HR service. In the staff of large or medium-sized companies, we recommend the involvement of a staff specialist in benefits and compensation. In small companies, data collection may be carried out by the deputy or secretary of the director.

The second reason is that bonuses are not related to the goals of the company. Among the common mistakes that can neutralize the entire motivation of the staff, there is a bonus scheme, which is not tied to the results and tasks of the company.

First of all, when forming bonus schemes, it is necessary to determine the goals for the employee - they must be related to the goals of the enterprise. I can recommend the following scheme on how to develop a personnel motivation system:

The Board of Directors determines the goals of the company's activities for a certain period - in particular, for half a year.
Bringing the goals to the CEO, who passes this information to the vice president, and so on. The global goal, as it is further transferred up the hierarchical ladder, should be divided into sub-goals by departments and employees.
When sub-goals are set, a period for achieving them must be set. It is also necessary to form a methodology and criteria for assessing the achievement of the goal (quality of work).

Therefore, the bonus scheme will work if time frames are indicated and a clear scheme for evaluating results is established. Employees will know why they are given bonuses, how they themselves can influence the achievement of goals - this provides a rather powerful incentive to work.

CEO speaking

Dmitry Kolokatov, General Director of OJSC "Agrika Foods", Moscow

Quite often in the plans of shareholders and General Directors include inflated financial data - one of the most common mistakes. Managers are confident that employees will work more effectively in an effort to achieve these indicators. But in the end, only demotivation arises - employees become aware of the unreality of their plans, so there is no reason to spend a lot of time and effort to fulfill them.

Another common mistake- in the work of middle and lower managers who use motivation at the discretion of the head. In this case, the employee cannot objectively understand why he was given the bonus, and what needs to be done to receive it in the future.

There is also a problem in the form of overlapping assignments for departments or individual managers. The CEO believes that partially coinciding tasks will increase healthy competition. But in reality, there is a struggle of managers - either they strive to survive each other out of the company, or both stop working on the project.

Third reason- managers are not involved in the creation of motivation schemes. As long as there is no clear mechanism for evaluating the performance of employees by managers, it is not necessary to count on the effectiveness of bonus motivation. Therefore, the personnel service will have to tell managers about the principles for evaluating the work of employees, what benefits such a system of personnel motivation provides in the organization. The development and implementation of evaluation and bonus schemes should be carried out by the personnel service together with managers - so that both parties understand the process and achieve effective results.

Hello! In this article, we will tell you all about staff motivation.

Today you will learn:

What is motivation and why to stimulate employees.
What types of motivation exist.
The most effective ways to encourage employees to perform their duties efficiently.

The concept of staff motivation

It is rare to find a person who is completely and completely satisfied with his work. This is because often people occupy positions not by vocation. But it is up to the manager to make sure that the work process is comfortable for everyone, and the employees perform their duties with pleasure.

Successful businessmen know firsthand that their employees need to be stimulated and encouraged in every possible way, that is, motivated. Labor productivity, the quality of the work performed, the prospects for the development of the company, etc. depend on this.

Motivation of personnel in the organization – these are activities aimed at the subconscious of a person, when he has a desire to work effectively and perform his job duties efficiently.

For example, imagine a team where the boss does not care about his subordinates. It is important for him that the work is done in full. If an employee fails to do something, he will be fined, reprimanded or otherwise punished. In such a team there will be an unhealthy atmosphere. All workers will work not at will, but under compulsion, with a goal.

And now let's consider another option, where the employer motivates the staff in every possible way. In such an organization, all employees probably have friendly relations, they know what they work for, constantly develop, benefit the company and receive moral satisfaction from this.

A good leader simply must be able to stimulate staff. Everyone benefits from this, from ordinary employees to the highest management of the company.

Goals of staff motivation

Motivation is carried out in order to combine the interests of the enterprise and the employee. That is, the company needs high-quality work, and the staff needs a decent salary.

But this is not the only goal pursued by stimulating employees.

When motivating employees, managers strive to:

To interest and attract valuable personnel;
Minimize the number of people leaving (eliminate "staff turnover");
Reveal and deservedly reward the best employees;
Manage payments.

Theories of staff motivation

Many novice businessmen thoughtlessly approach the solution of motivation issues. But in order to achieve the desired results, it is not enough just. It is necessary to analyze the problem and proceed to its competent resolution.

To do this, it is necessary to study the theories of motivation of famous people. We will now consider them.

Maslow's theory

Abraham Maslow argued that in order to effectively stimulate your employees, you need to study their needs.

He divided them into 5 categories:

physical needs- this is the desire of a person to satisfy his needs at the physiological level (drink, eat, rest, have a house, etc.).
The need to be safe- all people strive to be confident in the future. They need to feel physically and emotionally safe.
Needs of a social nature Every person wants to be a part of society. He seeks to acquire a family, friends, etc.
The need for recognition and respect- people strive to be independent, recognized, have status and authority.
The need to express yourself- a person always strives to conquer peaks, develop as a person, realize his potential.

The list of needs is compiled in such a way that the first item is the most important, and the last one is less significant. It is not necessary for a manager to do everything 100%, but it is important to try to address every need.

McGregor's "X and Y" Theory

Douglas McGregor's theory is based on the fact that people can be controlled in 2 ways.

Using theory X, management is carried out with the help of an authoritarian regime. It is assumed that the team of people is unorganized, people hate their work, dodge their duties in every possible way, and need strict control from the management.

In this case, in order to establish work, it is necessary to constantly monitor employees, encourage them to conscientious implementation official duties, develop and implement a system of punishments.

TheoryY fundamentally different from the previous one. It is based on the fact that the team works with full dedication, all employees approach their duties responsibly, people organize themselves, show interest in work, and strive to develop. Therefore, the management of such employees requires a different, more loyal approach.

Herzberg's theory (Motivational-hygienic)

This theory is based on the fact that the performance of work brings a person satisfaction or dissatisfaction for various reasons.

The employee will be satisfied with the work if it contributes to his self-expression. The development of personnel depends on the possibility of career growth, the emergence of a sense of responsibility, recognition of the achievements of employees.

Personnel motivation factors that lead to dissatisfaction associated with poor working conditions and shortcomings in the organizational process of the company. This may be low wages, poor working conditions, an unhealthy atmosphere within the team, etc.

McClelland's theory

This theory is based on the fact that the needs of people can be divided into 3 groups.

The need for employees to manage and influence others. People with this need can be divided into 2 groups. The former simply want to control the others. The second tend to solve group problems.
Need for Success. People with this need strive to do their job better every time than the last time. They love to work alone.
The need to be involved in some process. These are employees who want recognition and respect. They like to work in organized groups.

Based precisely on the needs of people, it is necessary to introduce the necessary stimulating measures.

Process Theory of Worker Incentives

This theory is based on the fact that a person wants to achieve pleasure by avoiding pain. The manager, acting according to this theory, should encourage employees more often and apply punishment less often.

Vroom Theory (Expectancy Theory)

According to Vroom, the peculiarities of staff motivation are the fact that a person performs the work with the highest quality that, in his opinion, will satisfy his needs.

Adams theory

The meaning of this theory is as follows: human labor should be rewarded accordingly. If an employee is underpaid, then he works worse, and if he is overpaid, then he works at the same level. The work done must be fairly paid.

Types of staff motivation

There are many ways to motivate employees.

Depending on how you will influence subordinates, motivation can be:

Straight- when the employee knows that in case of fast and high-quality work, he will be additionally rewarded.

Direct motivation, in turn, is divided into:

Material motivation of staff- when an employee is stimulated, bonuses, cash rewards, vouchers to sanatoriums, etc .;
Non-material motivation of staff- when the work of employees is recognized by management, they are given certificates, memorable gifts, working conditions are improved, working hours are adjusted, etc.

Indirect- in the course of the stimulating activities carried out, the employee regains interest in work, he feels satisfaction after completing any task. In this case, employees have a heightened sense of responsibility, and control by management becomes optional.

Social- a person understands that he is part of a team and an integral part of the team. He is afraid to let his colleagues down and does everything to fulfill the tasks assigned to him as efficiently as possible.

Psychological- a good and friendly atmosphere is created for the employee within the team and the company itself. A person should want to go to work, participating in the production process, he should receive psychological satisfaction.

Labor- methods of stimulation aimed at self-realization of a person.

Career when the motivation is career advancement.

Gender- the employee is motivated by the opportunity to show off his successes to other people.

educational- the desire to work arises when an employee wants to develop, learn something, be educated.

In order for the methods of staff motivation to bring desired result, it is necessary to use all types of incentives for employees in a complex.

Basic levels of staff motivation

All people are unique and individual. Some careerists and the prospect of career growth are very important for them, others like stability and the absence of change. Based on these considerations, managers must understand that the methods of stimulating employees must be selected individually for each employee.

There are 3 levels of motivation:

Individual motivation- the work of the employee should be paid adequately. When calculating the amount of payments, the knowledge, skills and abilities that the employee possesses should be taken into account. It is important to make it clear to the subordinate that in case of high-quality performance of his duties, he will receive a promotion.
Team motivation- a group of people united by one cause and purpose works more efficiently. Each member of the team understands that the success of the entire team depends on the effectiveness of his work. When motivating a group of people, it is very important that the atmosphere within the team is friendly.
Organizational motivation- the entire team of the enterprise must be combined into one system. People should understand that their organization is a single mechanism and a positive result depends on the actions of everyone. For a leader, this is one of the most difficult tasks.

A systematic approach to staff motivation

In order to competently conduct stimulating events, it must be remembered that motivation is a system consisting of 5 stages.

Stage 1. Identification of the problem of staff motivation.

The manager, in order to understand what kind of motivational activities to carry out, it is necessary to analyze the motivation of the staff. To do this, you need to conduct a survey (it can be anonymous) and identify what the subordinates are dissatisfied with.

Stage 2. The implementation of management, taking into account the data of the analysis of motivation, its goals.

When motivating employees, management must work closely with the staff. Based on the research data, implement those methods that will benefit your enterprise.

For example If the majority of employees are not satisfied with the length of the working day at the enterprise, then it is necessary to make changes in this direction.

Stage 3. Impact on employee behavior.

Carrying out activities to motivate the work of staff, it is necessary to monitor changes in the behavior of employees.

Employees will change it if:

Management will accept constructive criticism;
Timely reward employees;
Demonstrate correct behavior by example;
They will be taught the right behavior.

Stage 4. Improving the personnel motivation system.

At this stage, it is necessary to introduce non-material methods of stimulating employees. Workers need to be convinced of the need to increase their productivity. The leader must “ignite” the subordinate, find an individual approach to everyone.

Stage 5 Well-deserved reward.

The company should develop a system of bonuses and incentives. When employees see that their efforts are rewarded, they begin to work better and more productively.

Methods and examples of staff motivation

There are many ways to motivate employees. But before putting them into practice, think about what incentive methods are right for your production.

We made TOP-20 better ways motivation, from which, each manager will choose a method that is suitable for his production.

Increasing the motivation of personnel of certain professions

When developing motivational activities, it is important to take into account the profession of employees and the type of employment.

Consider an example of the motivation of workers in certain professions:

Profession	Motivation methods
Marketer	Give them the opportunity to make their own decisions; Pay a premium (a certain percentage of sales)
Manager	Organize production competitions with other managers; Reward depending on sales volumes; Link salary to company profits
logistician	For people in this profession, most often wages consist of a salary and a bonus. Moreover, the salary is 30%, and 70% are bonuses. You can motivate them with bonuses. If their work did not cause failures, then the bonus is paid in full.

Non-standard methods of modern staff motivation

In the Russian Federation, non-standard methods of stimulating labor are rarely used. Nevertheless, they bring good results.

Not so long ago, a survey was conducted, in which office workers from different parts of Russia. They answered questions: what bonuses would they be happy with and what would they like to see in the workplace.

Most people preferred:

office kitchen;
An automatic machine where everyone can make coffee for free;
soul;
Lounge, bedroom, smoking room;
simulators;
massage chair;
tennis table;
cinema hall;
Scooters.

The fair sex preferred massage chairs and gyms, while the stronger sex preferred entertainment (table tennis, scooters, etc.).

Professional assistance in motivating employees

If you are a young leader and doubt the correctness of developing staff motivation, you have 2 options for getting out of this situation.

You can contact special organizations that, for a fee, will develop a motivation system and successfully implement it in your company.
Or enroll in a business school where you will be taught the basics of management.

What will competently motivate employees

If the manager properly stimulates his employees, then in a few weeks a positive result will be noticeable.

Namely:

Employees begin to take a more responsible approach to the performance of their duties;
Improving the quality and productivity of labor;
Production figures are improving;
Employees have a team spirit;
Reduced staff turnover;
The company begins to develop rapidly, etc.

If you are a beginner entrepreneur, you must properly motivate your employees:

First, always positively set up subordinates to do the job;
Second, ensure that the basic needs of employees are met;
Thirdly, create comfortable working conditions;
Fourth, be loyal to your employees.

In addition, use the following tips:

Be interested in the lives of subordinates, ask about their needs;
Do not scold employees with or without reason. It is better to help to do the work that the employee cannot cope with. After all, the failures of workers are the failures of leaders;
Analyze periodically. Conduct surveys, questionnaires, draw up work diaries and internal reporting;
Pay unscheduled bonuses and incentives.

Conclusion

The role of staff motivation in any enterprise is quite large. It is in the power of the employer to create such working conditions where the employee wants to work with full dedication. The main thing is to competently approach the development and implementation of stimulating methods.

A well-thought-out system of personnel motivation in an organization allows you to control the behavior of employees, create conditions for the prosperity of the enterprise.

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Targets and goals

The main goal of the personnel motivation system is to stimulate the activities of personnel in order to increase productivity.

A motivated worker performs better professional duties, and this has a beneficial effect on the profit of the company as a result.

The main tasks of the motivation system:

to stimulate the professional development and growth of the qualifications of employees;

optimize personnel costs;

ensure employee loyalty and staff stability;

orient workers towards solutions strategic objectives firms;

stimulate efficient work each employee;

attract highly qualified specialists to the company.

Kinds

Exist various systems motivation. So, it is customary to distinguish models according to the place of their application. The most popular are Japanese, American and Western European models of motivation systems.

Domestic science and practice cannot yet boast of unique knowledge on how to develop such a system of incentives. This is largely due to the fact that for a long time there were no incentive measures, except for an additional bonus and a social package.

stand apart certain types systems for evaluating the effectiveness of personnel - for example, a scoring model.

scoring

When using a point incentive system, employees are given points for the performance of labor functions.

With their help, you can evaluate the abilities of a particular employee, as well as such important qualities as responsibility, diligence, and the ability to work in a team.

At the end of the billing period, employees receive a bonus in accordance with the points scored.

Let's explain this scheme in practice:

the incentive payment fund is 60 thousand rubles;

number of employees in the state - 3;

for failure to complete tasks, the employee receives 0 points, for completed without comments - 1 (we use a simplified rating system);

the maximum number of points is 14 (for all employees), 42 points (for the entire department).

So the first leader personnel service scored 12 points, manager - 10 points, HR specialist - 13 points.

We use the formula:

(maximum amount of incentive payments / total number of points) * total points of a particular employee = amount of remuneration

For the 1st employee: (60 thousand/42) * 12 = 17143 rubles.

For the 2nd employee: (60 thousand/42) * 10 = 14286 rubles.

For the 3rd employee: (60 thousand/42) * 13 = 18571 rubles.

Japanese

Japanese managers are striving to create a system that would be aimed at organizing group work and fostering collectivism.

In their model, a significant role is given to a qualitative indicator. After all, it helps to increase the profit of the company. To achieve this goal, corporations use efficient systems wages, analysis of the organization of jobs, certification of employees, etc.

The peculiarity of the Japanese system is that it highlights the loyalty of its employees to companies.

Employees are identified with the firm they work for. At the same time, each employee is sure that he is a significant person for his company and its fate depends on his actions.

To prevent employees from leaving for another firm, a remuneration system based on seniority is applied. Employees also receive bonuses twice a year and regularly improve their skills.

In general, the remuneration system is built not only on the length of service, but also taking into account other indicators, including the qualifications of the employee and the effectiveness of his activities.

The personnel motivation system, as we discussed earlier, is a set of tasks. Their solution allows high efficiency workers' labor.

The system is developed at a particular enterprise, taking into account the specifics of the activity, the organization of the state, etc.

Structure and elements

The corporate system of motivation and incentives for the personnel of the organization consists of the following elements:

goals and objectives (results that the company seeks to obtain);

the strategy and policy of the company in this area, taking into account the long-term goals of the development of the organization and the time to achieve them;

principles of motivation and stimulation of labor;

system functions - regulation, planning, organization, coordination and regulation, motivation and stimulation, control, accounting, analysis;

system structure (and non-financial incentives);

system formation technology.

Approximate scheme of the motivation system in the organization
Tools

Tools are those types of incentives that can influence the motivation of staff. They can be tangible and intangible. Among them there are those that directly depend on specific results of labor, for example, bonuses.

Indirect motivation tools are also used - reimbursement of expenses for communication, food, travel, etc.

They are used to increase employee loyalty, reduce staff turnover.

Indirect tools do not depend on the results of work and are determined by the status or rank of the employee.

Development and construction features (step by step algorithm)

In the process of creating a personnel motivation system, the following stages can be distinguished:

formation of the company's goals and objectives in this area, approval of those indicators that can clearly demonstrate the result of each employee's activities;

approval of the tariff scale;

determination of the tools that are planned to be used in the personnel motivation system;

evaluation of the effectiveness of each employee;

establishing the relationship between performance and remuneration.

Analysis and economic efficiency

Analysis modern system motivation is necessary in order to assess whether employees are affected by it, whether their reaction to the impact of the motivation system corresponds to the expectations of management, etc. For this, various techniques are used - for example, analysis of variance for related samples.

The motivation system provides for certain costs for incentive instruments. That is why organizations need to track cost effectiveness.

A company is interested in an employee as long as he earns more for the company than the company spends on him.

Assessment steps

The personnel motivation system is being evaluated in several stages:

Stage 1. At this stage, the existing system of motivation and stimulation of personnel in the organization is evaluated. The company conducts a survey of employees in order to analyze the effect of tangible and intangible factors.

Stage 2. Questionnaires of participants are transferred to the employees who will carry out the assessment.

Stage 3. Processing questionnaires, calculating the average score for each factor.

Stage 4. Analysis of each factor by which the motivation of the company's employees is carried out. First of all, it is necessary to pay attention to those of them that received the lowest estimated result.

Why might not work?

Many managers are interested in the question: "Why does the motivation system not work?". There can be many reasons for that.

Usually they boil down to the fact that the employer, when building it, is not at all interested in the opinion of his employees.

Conducting surveys, questionnaires will identify the needs of employees. Their satisfaction will serve as an excellent incentive for effective work.

Another one typical mistake- employees do not know the company's goals and strategy. Because of this, they cannot reconcile them with their own aspirations.

Example

One of the examples of successful and original construction of motivation is the Olympiad system implemented in the Enter Moscow trading network. Employees earn points that are reflected in their own social network. Depending on the number of points, employees are assigned various incentives.

For different departments, different assessment indicators were approved:

"Golden fever"(for the sales department, delivery service and warehouse crews) points are assigned depending on the key goals of the organization, for example, the sale of a certain type of product;

Confession. Every month, employees who have achieved the best results receive medals and bonus points;

"Imago". Provide for the collection of ideas for improving the activities of the company. Points are awarded for each useful suggestion;

Workshops. Organization of master classes at the request of employees.

What are the methods of social motivation of staff? How to develop a motivation system using the example of other organizations? Where to get help managing the program work motivation personnel?
Do you know what you need to focus on when developing a motivation system? This is not only the specifics of the work of the enterprise, the competent distribution of responsibilities, rewards and fines. This is also rational organization labor and impact on each employee in accordance with his nature and approach to work.
I, Anna Medvedeva, a regular contributor to the HeatherBober resource, will help you deal with these and other questions.
So let's get started!

1. What is staff motivation in an organization?
First, let's find out what it is.
The classic definition goes like this:
This is a set of processes that encourage, guide and support the labor activity of employees to achieve certain goals.

It is easy to guess that there are several methods of motivation.
The most effective system is the one that combines:
material incentives (additional cash payments);
non-material rewards (thanks and praises);
fines and penalties.

To successfully manage the motivation system, it is necessary to know the factors that motivate employees. They are internal and external.
The internal ones include dreams, creative ideas, the need for self-realization, etc. The external ones include money, career growth, social status, a high standard of living, etc.
Optimal balance of internal and external factors - the basis for coordinating the interests of employees with the interests of the company and a successfully developed motivation program.

In the table we give examples of well-known theories of motivation from world developers.
Various theories of motivation:
№ Name Content
1 A. Maslow's strategy People's behavior is determined based on their needs. It is necessary to find out the needs of employees and, based on the data obtained, develop a motivation system.
2 E. Shein's theory Each employee belongs to one of 8 categories depending on the core values. Each such “career anchor” has its own types and methods of motivation.
3 F. Herzberg system Herzberg based his theory on intangible values - responsibility, career growth, recognition. He called wages and monetary incentives only a deterrent.
4 V. I. Gerchikov's system This model solves managerial problems, but does not pay attention to psychological ones. That is, it teaches how to get certain actions from the employee, and not how to satisfy his requests.
2. Features of motivation in accordance with different types of employees - 5 main types
All employees can be conditionally divided into several categories depending on the nature and attitude to work. Knowing the type of each, it is easier to choose the most effective methods motivation. Even if the type is mixed, this approach will still work.
So, take a closer look at your colleagues, analyze your observations and draw conclusions about who works in your team.
Type 1. "Tools"
For such people, the main thing is the amount of wages. They do not attach their souls to either the team or the institution. This does not mean that they have bad relations with colleagues. They are quite friendly. But if a competing firm offers such an employee a higher salary than you, he will leave without hesitation or regret.
How to motivate toolkits? Of course, money. High salary, awards and cash bonuses. If necessary, a system of fines is also used.
Type 2. "Professional"
For such an employee, work is a means of self-expression. The main thing is that it was interesting for him to work. Therefore, he takes on the most difficult tasks and loves innovative directions. Professional interest in the work can spur him to complete a large amount in a short time.
Since the whole being of a professional is embraced by a passion for his work, the amount of salary for him fades into the background. The best way to motivate this type of employee is to promote him to the rank of expert. That is, constantly ask for his advice and emphasize his professionalism and contribution to the business of the enterprise.
Type 3. "Patriot"
An employee of this type does not separate his mission from the general one, as well as success. He lives for work and feels himself an integral part of the company, and necessary. It is very important for him to know that his company needs him.
Such employees often appear as social leaders in their team. You can also motivate them financially, but expressing gratitude and emphasizing its significance and irreplaceability will be much more effective.
Type 4. "Master"
Despite the fact that such a person is employed, the main thing for him is independence. He does not accept any control in the work process. It is easier for him to take full responsibility for risky decisions.
Effective motivation for this type of employees - to recognize his authority and provide freedom of decision-making. Monetary incentives for such workers are secondary.
Type 5. "Lumpen"
This is the most hopeless case. No activity, initiative, desire for professional development and growth. Lumpen strives only to minimize effort in the performance of work duties.
Finding effective motivation for such an employee is very difficult. Most likely it doesn't exist at all. Since he is equally interested in neither material rewards, nor career growth, nor praise and certificates of honor.
The most likely way to influence the lumpen is enhanced control and an authoritarian management style, since the danger of punishment is the only thing that can somehow excite him.
You will find information on ways to increase motivation in the article "".
3. How to develop a personnel motivation system in an organization - step by step instructions
Let's compose sample diagram implementation of the motivation system at the enterprise.
In the course of action, it can be adjusted, because the process always proceeds differently and some unforeseen circumstances necessarily arise.
Step 1. We inform employees about the intention to increase motivation
This must be done. Moreover, it is necessary to dedicate subordinates to the main goals of the undertakings. That is, to explain that the motivation system is being introduced not only to ensure that each employee improves the quality of the performance of their work duties and that each unit becomes a leader. What is most important is to achieve the common goal that the whole enterprise faces.
Employees will be aware of the situation and feel like part of a big deal.

Step 2. We study the staff of the company in detail
Since motivation involves different methods of influence, you need to know how to choose them correctly. And for this you need to study your team. Find out how people live, are interested, who has what priorities, etc.
The simplest and most popular way of polling is a questionnaire. In addition to items about the factual data of employees (age, education, specialization, etc.), include questions regarding career development, leadership, etc. in the questionnaires.
Pay attention to points about whether the company meets the needs of employees. And also be sure to provide a place for wishes and suggestions. Add a column in which employees can rate the importance of questions on a 10-point scale. To get the most honest answers, we advise you to conduct the survey anonymously.
Step 3. We analyze the systems of personnel motivation
Study well-known motivation systems, especially from competing companies that have been more successful than yours so far. Extract from the various options the most suitable principles and methods for you. Effective motivation of personnel in an organization should be complex.
Examples of well-known programs:
"Golden fever". Well suited for departments that work directly with the sale of goods. Departments in different regions are awarded points for the implementation of any items. Based on the results, monetary rewards are distributed.
"Imago". Employees present their ideas for improving the operation of the enterprise and offer their practical solution. The management considers all options and awards points for useful and rational suggestions.

Step 4. We conduct a survey of employees
The opinion of subordinates is also very important. If you take it into account, you will develop an effective motivational system. In surveys, take into account the specifics of departments, especially in remote branches and regional offices of the company.
Step 5. We inform employees and implement a system to increase motivation
When the motivation system is ready, implement it in the enterprise. But first, be sure to bring the staff up to date.
Tell us about all the moments of the program:
purposes;
terms;
proposed changes;
the benefits of the motivational system, etc.

The program must first of all transparent . That is, it should not leave employees with a feeling of understatement, vagueness, injustice, and even more deceit.

4. Who provides assistance in increasing the motivation of personnel in the organization - an overview of the TOP-3 companies
Companies operating in the field of business management often combine both the provision of services and training.
We would advise not to neglect the opportunity to gain new skills. In a dynamic business environment, practical experience is of great value.
1) Vpodarok
The team, working at the highest professional level, has become the best in its field over the 10 years of its existence. Their clients are large Russian and foreign organizations(Yandex, Beeline, Rosneft, Audi, Mercedes-Benz, Microsoft, etc.). In the list of services of this company you will find everything related to motivation and marketing: motivation and bonus systems, increasing the KPI of employees, establishing partnerships and much more.
Company advantages:
professional approach to work;
adequate price tags;
efficiency;
reliability;
various payment options.

On the Vpodarok.ru website you will also find 10 customer loyalty solutions - gift cards and certificates, promotional gifts, etc.
2) MAS Project
The business performance management system offered by MAS Project includes over 30 tools with which you can take your business to the next level.
The result of the implementation of such a management system will be:
increase in company profits;
accelerated growth and development of the enterprise;
improving the efficiency of each employee.

A presentation is made for each client, taking into account the specifics of the business. The learning process consists of 2 parts - primary and secondary. Specialists develop a motivation system for each organization, taking into account all the issues and nuances. If necessary, trainers will be involved to train managers in management methods. Tariff plans MAS Project provide different options - up to 25, 50 and 100 users.
3) TopFactor
The company offers both services for the implementation of management technologies, as well as ready-made software, with which you streamline the entire list of tasks and control in the enterprise. With it, you can evaluate the performance of individual employees, departments and the organization as a whole.
You will achieve:
establishing feedback with staff;
designation of the contribution of each employee to the common cause;
streamlining the time and efforts of employees;
obtaining subjective assessments of your experts;
transparency of the evaluation and remuneration system;
objective control in production;
effective analysis of all internal information, etc.

TopFactor has been helping to successfully solve the most complex issues of increasing the efficiency of enterprises for 18 years now.
5. How to motivate employees through work organization - 5 actionable principles
Increasing the effectiveness of the motivation system is not only the correct selection of rewards and punishments.
Rewards are the result of labor activity. But it is important that the process itself becomes as efficient as possible.
Principle 1. Consolidation of tasks
This means that you need to move away from the traditional scheme, when the task is divided into components and distributed among several workers. Entrust the execution of such a task to one of the employees - from beginning to end. This approach contributes to the acquisition of additional skills and ensures the completeness of tasks.
Principle 2: Completeness and integrity of work assignments
The second principle increases the responsibility of the employee for the process, since he alone performs all the stages. In addition, the performer comprehends the significance of tasks and his duties.
Example
In a telecommunications company, the personnel department revised the principles for the distribution of responsibilities between employees. Each of them was responsible for maintaining certain stages of accounting for all departments.
Now each employee is fully accountable for the two departments assigned to him.
Already two months later new principle work showed that it is much more efficient than the previous one. Each employee performs their duties faster and better, the responsibility for work and the concentration of employees have increased.
Principle 3. Establishing relationships with consumers
This provides feedback to customers, promotes additional professional skills for employees and increases their degree of independence.
The introduction of such a principle of operation is possible, for example, in organizations engaged in the repair of household and office equipment, sewing workshops, car services and other service establishments.
Example
The service center for the repair of office equipment set a strict restriction on the interaction of craftsmen with customers (to avoid informal work in the workplace). Because of this, the manager had to spend a lot of time negotiating, clarifying the nuances of repairs and explaining them to customers.
After analyzing the situation, the leadership changed the principle of work. Communication with customers, as well as the purchase of spare parts necessary for repair, were entrusted to the masters. As a result, the workflow became more streamlined, and customers were satisfied, since communication through the manager caused many to feel cheated.

Principle 4. Delegation of authority
Responsibility for the execution of tasks and control over the work is completely transferred from management to subordinates. It also makes employees more independent, teaches self-organization and increases the level of labor motivation.

№	Name	Content
1	A. Maslow's strategy	People's behavior is determined based on their needs. It is necessary to find out the needs of employees and, based on the data obtained, develop a motivation system.
2	E. Shein's theory	Each employee belongs to one of 8 categories depending on the core values. Each such “career anchor” has its own types and methods of motivation.
3	F. Herzberg system	Herzberg based his theory on intangible values - responsibility, career growth, recognition. He called wages and monetary incentives only a deterrent.
4	V. I. Gerchikov's system	This model solves managerial problems, but does not pay attention to psychological ones. That is, it teaches how to get certain actions from the employee, and not how to satisfy his requests.