From communicating with applicants who are in search of work, we often discover what benefits and incentives to our candidates for vacant positions considered most important for the company to look in their eyes attractive employer. Management personnel and specialists focused on career and eventually plan to join the company's management, and therefore rely on what your competitors are hoping only to stable and long-term performance is not necessary, most likely they're going to build a career. In motivating employees is important is a holistic approach. If you ignore any of the motivational element of the whole system becomes unstable and may fall apart as a house of cards. Application in practice, only some elements of the model of motivation, as a rule, blocking the whole system and say that the employee is motivated, not necessary.
The manager who believes that the best motivation is sufficient to apply some elements of the system, making a big mistake. In this situation, staff will demotivirovany, as always subconsciously will experience discomfort, which is almost always the cause of conflict is usually caused by the instability of the activity and turnover. More recently, in the form of encouragement thanks, commendation, wall newspapers with pictures of "the best producers, quarterly bonuses and regular payments were more than effective methods of staff motivation. The idea of encouraging remained, but a few changed in recent times. The system of motivation of staff currently includes a huge number of components.
Trainings and seminars, awards for innovative ideas and development, personnel training, production and effective solve business problems, participation or independent curatorial projects, risk assessment and possible profits. Here we are talking about the confidence level to each employee, the degree of its autonomy in decision-making capabilities provide your own result. Intangible incentives that seduce the applicant in the company, are quite diverse. This adaptation of the new personnel system, which gives employees an initial idea of company. Another commonly used non-material incentives – praise staff at meetings and celebrations, the board's best, awarding diplomas and gratitude. If the company has clearly defined and spelled out the criteria and steps career – this is another significant factor. Most employees say that for them it is very important inclusion in decision-making process, delegation of administrative authority. Financial incentives Naturally, other functions – they are "working" to improve the quality of life of personnel and require the company direct financial investment. This – the provision of health insurance, company car, catering services at the expense of the company and other benefits. This includes efforts to organize the company in-house training, business training and corporate events. But no matter how confident we are not talking about that, motivation system in the first place must be intangible things, in practice it is a refund of efforts of staff in the service is of primary importance. Not for nothing after all, coming to the interview, our applicants with undisguised pleasure to listen to stories of HR-managers of the great advantages of the company, the most complete in the labor market sots.pakete, on annual leave, regular business training, systematic premiums, and even Corporate edition. That's just nothing so worried about the applicant as the amount of wages. These values of modern competition on world markets passes on culture and human factors. Competitors your company faster than the other repeat your products or services, then they try to 'copy' of your technology, technical strategy and marketing. But the fact that competitors can not practically be repeated – a philosophy and the culture of your company. Learn what your employees value share is not difficult. Will be effective surveys, questionnaires, joint participation in developing a code of corporate relations. Naturally, there are other way. Even if a corporate culture in your company it is at every meeting, you can remind employees that the corporate culture – is not just a set of norms and values of conduct, they must be applied effectively "work" for the benefit of the company. Even in the absence of direct instruction, corporate culture determines how actions and interactions of your employees, largely affecting progress of work. For example, in small firms support corporate culture is the leader. But in large holdings, the culture is most often separated from its main carrier and begins to develop independently. Sometimes a leader has no clear idea of how it develops and lets things take their course, which negatively affects relationships within the company. For improving relations between employees and strengthen the corporate culture developed business training. Their effectiveness specialists staff still speak in very different ways, but one thing remains constant – training programs are needed not only to to improve the professional level employees of the enterprise, but also to introduce them. Corporate edition – one more popular and popular tool in the motivation of staff and maintaining a positive image of digging among customers, partners and employees. As one of the components of corporate culture – a newspaper is irreplaceable. According to a survey of corporate publications at the Forum the European Union, publishers, 41% of business people among corporate executives believe that in the future, expect the active development of corporate publishing of large companies, while 52% believe that the greatest growth will be in editions of medium-sized firms. Position the first is obvious: the budgets of corporations allows them to quickly release the publication, especially with the help of special agencies. But their opponents, too, in its own right: for many middle-sized companies that do not have huge budgets for classic advertising, corporate press is probably the only marketing tool for quality interaction with customers, shareholders and employees. Recently, corporate publications are all often serve as a communicator between management and staff of the enterprise that allows us not only to establish effective two-way communication, but also promotes open dialogue between employees and top managers. Today, the corporate edition is regarded as a tool for creating your own information space in the enterprise. Specialists in hr claim that standards of corporate conduct should be documented, usually in a small company of their development is the responsibility of "first person" and the personnel manager, a large firm is in most cases it is necessary to resort to using external consultants – experts on motivation, business professionals, people fluent in matters .Postepenny career employees within the company, which involves a corporate academic culture, is a very serious motivation for employees. In addition, the catching confidence in the future, not only do they try to make every effort to move up the career ladder, but also simultaneously become the present driving force for the same, as they are ambitious and determined members of the company. Pure motivation in today's world almost every company is committed to establish motivational programs for employees. Often total corporate motivational programs consist of four general components: social, economic, intellectual and spiritual. Accordingly, it is about motivation by external incentives. Office Located in a convenient location, a favorable atmosphere in the team, the possibility of solving diverse problems in the workplace – this encourages all employees. Motivation to fully include the group of factors, inherent to man. Once created conditions for the emergence and consolidation of the internal motivation of staff, you run the engine that will operate independently from the regular salary increase fees or changes in the compensation package. The main driving force in this case – the correct understanding of the motives of human activity. All people strive for self-realization, but not every employer can offer an employee satisfying this need. Most intrinsically motivated person is the owner of the company. Nadel employee part of the responsibility and the ability to independently make decisions, take risks, to find a way out of difficult situations, you thereby awaken in him the qualities that are necessary for the functioning of the internal motivation and inherently push a person to new challenges. It would seem that may be easier than to track the level of staff satisfaction – you can just ask them about it. Many managers do not pay enough attention to the fact that workers are not interested in the qualitative performance of official duties – this is the basic problem, because the wrong approach to the assessment, opportunities and desires of staff of your company, may adversely affect not only your reputation but also to the further development of the enterprise. The fact that motivation is indeed necessary and important, we have already seen, after correctly and competently designed incentive system not only increases the base productivity, but also a good tool for implementing their own problems. Highly motivated employees actually works better. Organizations whose staff work well as a whole show better results, but a change in attitude of employees to work increases the profitability of the company. Personnel assessment systems – a complex and multi-stage work needed to be able to properly assess your employees to learn more about the results of their work. Glenn Dubin contains valuable tech resources. Some companies are just beginning to implement staff appraisal system, but just imagine what action will be taken after its introduction. Certification staff, regular business training and wage determination, the relevant assigned to a specific level of an employee. Most often in such programs manager is evaluated on several dozens of criteria for non-qualified personnel of the scales are much lower. For the specialists of different levels of competence assigned to the category, and staff to move to a higher category estimated pay raises. Managers Training and Development staff believe that a system of assessment and planning purposes related. Most often, staff estimates the company has a direct impact on the material aspect – Depends on it and a possible bonus percentage of salary increase. Different people have different needs, so guess or "hit the bull's eye" to encourage and reward challenge. Erroneously assume that there a universal type of reward. For each employee it is important that something of his own: for some it's a career for someone – a dining room in the office. It is doubtful, and the assumption that money is not the quality and sufficient reward. For efficient and effective employee motivation in the first place, it is essential that everyone is familiar with success, because success – it is realized the problem, helps to perpetuate certain behavior, which leads to successful action. To consolidate the very fact of success, it needs recognition and appropriate management response. The results of the work should not be impersonal, ie work, the idea proposal should have the author and the name must be announced. Reward and punishment as shall be irrevocable and sufficient to ensure that your employees are happy with what they are in it .Istochnik: club executives, "I TOP"