Previously, showing off on the honor roll was the ultimate dream of every Soviet worker. Beautiful photo, from which the hero proudly smiled, having overfulfilled the plan - such a prospect was tantamount to a modern hit on the cover of Forbs magazine. Thus, they made it clear that the person worked for a reason, his work was noted, praised and ready to honor the hero of the editorial until his result overthrows the new factory Hercules. There were also “black” boards - pictures of shame, wall newspapers, where brawlers, truants, drunkards were hung for educational purposes, and of course, they tried to capture them on these photographs in the most obscene form.
Today, for some reason, the most popular way of non-material motivation has become obsessive corporate culture. Colleagues are gathered for trainings, they are forced to celebrate memorable dates together and mass cultural trips are organized. All this is good, but when an ever-depressing atmosphere reigns in the organization itself, rare corporate parties, even with cheerful songs by an invited favorite (boss) group, will not save. But the mood and motivation of employees need an eye and an eye!
Despite the fact that today the best motivation for employees is traditionally a generous bonus and corporate culture, managers who are not deprived of imagination manage to come up with new budgetary ways to motivate employees. After all, happiness is not always hidden at the bottom of an envelope with money, many owners highly paid professions suffer, for example, due to the fact that they were underestimated somewhere, they were not understood, they were not assigned an interesting task. Yes, even under the guise of a careerist, there can be a subtle mental organization that simply craves praise, attention, or an extraordinary vacation.
Plunging into the world of "high" leaders, you can find many interesting examples of finding new means of how to make your employees happy. For example, the thoughts of the father of modern animation Walt Disney (Walt Disney) were busy not only with colorful cartoons. His imagination was also enough to come up with new ways to motivate the employees of his company. He perfectly understood the needs and requirements of workers and knew perfectly well that people, regardless of wage conditions, are always happy to run away from jobs where it is not prestigious to work. Therefore, he personally turned non-prestigious jobs into prestigious ones. For example, laundries at Disney amusement park hotels, less popular with employees, were renamed textile services, equating them in importance with marketing or customer service. At the same time, it was much easier to get a job in the textile service.
Philip Rosdale ( Philip Rosedale, the founder of the most famous three-dimensional social network Second Life, came up with the idea of introducing an internal software platform in the company - a kind of aggregate for collecting feedback from employees about their colleagues. In this program, everyone could send notes of appreciation and encouragement to each other. All messages are posted in the public domain, so this system of collecting information about the work of employees has become a good tool for management in the labor assessment system.
But marketing companyHime&Co, in turn, he gladly supports the spiritual impulses of his employees. For example, management freely allows employees to take walks for half of the working day, but only if there is the serious reason. Among these, by the way, is visiting seasonal sales. Of course, buy stylish new clothes for the new fashion season- a holy cause, you can not go to work. And if your partner suddenly leaves you (husband, boyfriend - it doesn’t matter), then you will be given time off for the whole day to heal a spiritual wound: to cry enough and come to your senses.
Perhaps in every big company there are special ideas on how to make employees happy.
Here are 10 ideas to motivate employees that you can try to implement in your company:
1. Publicly encourage the merits of a distinguished employee.
2. Unexpected gifts, pleasant gifts for employees, just in honor of the day of good mood.
3. Can't afford to pay the bonus - find a more budgetary way to reward merit. For example, give an employee an unscheduled day off.
4. Can install from time to time valuable employees free work schedule.
5. Instead of a cash bonus, let employees choose their own prize: say, dinner at a restaurant, a subscription to a fitness club, some kind of gift certificate.
6. Organize a corporate sports trip. This is not just a vacation, but the desire for sports victories and achievements. Today, corporate karting, yachting and football are especially in vogue. You can hold dance competitions.
7. Bonuses for those who take care of their health. For example, many Western companies pay employees annual bonuses for not being sick for a year and regularly visiting doctors.
8. Some companies not only reward the best, but playfully punish the worst. For example, they introduce the title "Turtle forever" or the "Get a Skunk" award into the company.
9. Caring for the employee's family. These can be vouchers for children to a wellness summer camp, preferential health insurance for the employee's family. Tickets for concerts, performances...
10. Motivation by entertainment. Look at the offices of world-famous corporations, all of them are equipped not only stylishly, but in such a way that employees can work and relax as comfortably as possible, so that they want to come to work and do not want to leave. In such offices, play areas, recreation and entertainment rooms are necessarily provided. 8 working hours would not be as effective if employees could not relax in time, relieve stress and simply change the environment to a more pleasant and informal one.
Yes, of course, any non-material rewards and incentives are unlikely to compete with Her Majesty's salary in the power of motivation. But the leader should always remember that people usually come to work for the sake of money and a career, but they leave the routine and bad management. Therefore, the creation of an adequate system of non-material motivation is an important thing, even a basic one for creating an effective corporate Dream Team.
And if you yourself want to please the boss, see the instructions for packing a gift for the boss in our video:
Material and non-material motivationCreating a close-knit team of highly professional specialists working for the benefit of a common goal and their own prosperity is an ongoing process. Even if an excellent team has been assembled and seemingly all conditions for work have been created, there comes a time when employees lose interest in their duties or leave the company. The reasons can be very different, but their essence lies in one thing - the lack of motivation. Motivation are measures aimed at increasing the interest of employees in their professional activity which can have both tangible and intangible basis.
MATERIAL MOTIVATION
It is not always justified to talk about the priority of material motivation and its greater effectiveness, in comparison with non-material one, although material motivation has certain advantages. In particular, it is the most universal, since, regardless of their position, employees value monetary incentives and the ability to manage the funds they receive more. In some cases, employees are even ready to exchange any methods of non-material incentives for their cash equivalents. The fact is that the action of non-material motivation tools implies certain limitations: if a subscription to a fitness center as a reward can only be used for its intended purpose, then its monetary equivalent can be used at will.
SALARY . The most effective way of material motivation is to increase wages, and at the same time, the most basic is to determine the magnitude of the change wages. In order to get real value from an employee, the amount of expected remuneration must be substantial, otherwise it may cause even greater reluctance to fulfill their job responsibilities. Some managers take the path of least resistance and periodically increase the salary of employees by insignificant amounts, however, even a one-time, but significant salary increase is more effective for motivation.
Ideally, the decision to raise wages should be made by the employer own initiative, but this, as a rule, does not happen - at least in our conditions. On this basis, the demand for a revision of wages becomes a common method of blackmail by some employees who threaten to leave their jobs. Often this method works, but there can be no talk of a significant increase in wages, in this case. For this reason, after a while, the employee again shows dissatisfaction with his salary, since there is a so-called “addictive income effect”.
PRIZES. One of the most common ways of material motivation are quarterly or monthly bonuses, as well as a Lifetime Achievement Award. The main increase in the percentage of seniority bonus falls on the first years of work in the company, when the employee works effectively for the benefit of the company and tries to maximize his potential. On the other hand, there is a risk that after 2-3 years the employee, for one reason or another, will want to change jobs. The greatest stability is observed among the personnel who have worked for the company for more than 5 years, especially since by this time the bonus for the length of service already amounts to serious amounts.
In Russian companies, the issuance of "prizes-prizes" is often practiced - monetary reward, received by the employee spontaneously for any success. There is an opinion that the effect of surprise should inspire employees even more, but this only introduces confusion, as the employee ceases to understand why in one case he received a bonus, and in another - not. For this reason, it is better to inform employees about those specific situations when the issuance of bonuses is provided. On the other hand, if the premium becomes an attribute monthly income(for example, as workers industrial enterprises), then this also weakly motivates them to increase labor efficiency.
PERCENT . The following method of material motivation is most common in the field of trade and the provision of various services. This is a percentage of revenue, the essence of which is that the employee's earnings do not have a clearly defined limit, but depend on the professionalism of the employee and his ability to stimulate the sale of goods or services. Some companies, which also rely on the qualifications of their employees, provide a different method as material motivation - a bonus for professionalism. This encouragement is assigned based on the results of certification, which evaluates the results of the work of the employee and his compliance with the position held.
BONUSES. The number of material incentives includes various bonuses, but their fixed amount often becomes a demotivation. A fixed payment amount does not contribute to the desire to increase the achieved result, since the amount of the monetary reward will not change anyway. Based on this, in order to increase motivation, it is recommended to use an extensive system of payment bonuses.
For the top management, an additional remuneration (bonus) is provided for his contribution to the improvement of general financial or economic indicators, such as cost reduction, increase in overall profit, etc. Bonuses can be not only personal, but also team. A team bonus is a premium reward for a group for achieving certain goals (for example, increasing sales). When calculating bonuses, it should be borne in mind that the promotion of one department may be justified in specific cases, but to increase overall indicators This is not enough. All structures of the organization, one way or another, are interconnected, and the encouragement of only one of them can demotivate the other.
It should be noted that with all the effectiveness and versatility of monetary incentives, the restriction only to material motivation will not bring the desired result. The members of any team are people with different life values and attitudes, moreover, it is rather problematic to promote team building by issuing bonuses and bonuses. Moreover, material incentives are calculated based on the results of the work performed and may vary even among people occupying the same position in the hierarchy. All this often causes discontent and does little to create a healthy atmosphere in the team. In many cases, some kind of moral compensation and a balancing factor are simply needed, in the role of which are the methods of non-material incentives.
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NON-MATERIAL MOTIVATION
The main difficulty in using non-material motivation systems lies in the fact that for each specific team, a certain adjustment of standard schemes is necessary. Exist general principles, effective in most cases, however, in order for motivation to be truly effective, it should be adjusted to the interests of specific employees. It turns out that how many people - so many ways of motivation should be provided, since even the perception of the same situations among employees is completely different. For one employee, verbal encouragement from superiors can serve as a powerful motivation, while for another it looks like a natural recognition of his good work. Individualization of systems and methods of motivation, of course, is not possible, especially if a large number of employees are subordinate. For this reason, many managers limit themselves to average models of motivation, taking into account the position that the employee occupies and his basic needs.
Most simple circuits applicable to lower-level employees performing any support functions. With an increase in the degree of responsibility of an employee, the requirements for the effectiveness of his work grow, respectively. Special attention is given to the motivation of the management of companies. For middle and top managers, their own methods of motivation (both material and non-material) are usually developed, since from them organizational skills directly related to the work of other people. Motivation systems for people occupying different levels job hierarchy, should be different also for the reason that, depending on promotion up the career ladder, a person's criteria for motivation also change.
Non-material motivation includes incentive systems that do not involve the issuance of material and non-cash funds to employees. This does not mean that companies will not need to invest in the implementation of methods of non-material motivation. For serious companies, the presence of subjective factors in determining motivation and incentive mechanisms is unacceptable. The fundamental principle should be maximum objectivity and transparency, and the criteria for evaluating the work of employees should be determined initially and inform the staff about them. If incentive mechanisms constantly change without any reason, this will disorganize the work of employees and cause dissatisfaction.
The purpose of non-material motivation is quite simple: to increase the employee's interest in their work, which will affect the increase in labor productivity and, accordingly, the increase in the company's profits. Non-material motivation in the form of participation in joint corporate events contributes to the formation of a healthy atmosphere in the team, which also affects the overall performance of the staff and their desire to contribute to the common cause. However, in addition to a formal approach to the use of non-material motivation only for the purpose of subsequent profit, many managers rely on the development of a corporate spirit in the team and on increasing the self-esteem of employees.
Methods of non-material motivation can be applied to a specific employee or implemented addresslessly. Addressed non-material motivation includes, in particular, congratulations to the employee on his birthday from the management and team members. It can also be various forms of encouragement in the form of gifts on an important occasion and material assistance in cases of serious illness or death of the employee's relatives. Targeted motivation also includes verbal encouragement of an employee for a job well done. Practice shows that the assessment of the work, sounded from the lips of the head, has a very positive effect on the loyalty and general working mood of the employee. Targeted non-material motivation is especially important for new employees who have not yet had time to get used to the methods of work of the manager and the team. Encouragement can be expressed both in a personal conversation and on general meeting team members. It should be noted that the targeted motivation of specific employees should not become a habit, as this will reduce the effectiveness of its impact, and also not be overly subjective. If employees constantly hear praise for the same colleagues, then this does not contribute to increasing interest in the work. Managers should manipulate the methods of targeted non-material motivation very carefully so as not to create inequalities in the team.
To unaddressed motivation includes holding joint corporate events, as well as the provision of various benefits - a social package. To date, the social package is one of the most effective ways to motivate employees: it is the organization of free meals, medical insurance, payment for transport and mobile communications, preferential or free vouchers to a sanatorium for health reasons, as well as the opportunity to improve qualifications or undergo training at the expense of the company.
To the methods of non-material motivation include the creation of optimal working conditions for employees: the installation of new computer equipment, the creation of comfortable working areas for staff, the improvement of the design of premises, the installation modern systems air conditioning and heating, etc. Non-addressed motivation includes the issuance of overalls to all staff, depending on the work performed, as well as various company attributes during events (for example, T-shirts with the company logo). The most important tool of non-material motivation are corporate holidays especially with the involvement of family members of employees. There is also such a thing as team-building (team building) - team building through joint trips to rest homes or sanatoriums, participation in excursions and general events. Presentations and other actions aimed at demonstrating the success of the company should also be held with the participation of team members to create a sense of ownership in the common cause.
Summing up, we can make an absolutely obvious conclusion about the need to use methods of both material and non-material incentives for the successful operation of any business structure. The motivation mechanisms that exist today are far from ideal, but they are effective and continue to be actively used in practice. In particular, to improve the effectiveness of material motivation, indicators should be compared financial incentives with business goals and provide for incentive systems not for the implementation specific tasks, and for the execution general plans. In fact, preference is given to material incentives for specific employees and working groups, since it is believed that these methods are easier to manage motivational mechanisms.
The main disadvantages of the applied methods of non-material motivation include an average approach to employees without taking into account individual needs. Apparently, many employers have not yet fully realized the importance of non-material motivation, however, any thinking leader, one way or another, will come to realize the importance of these methods. After all, the reasons for the company's failures in the market of goods and services offered, the decline in sales and the number of potential clients sometimes lie not in erroneous economic calculations but in the lack of motivation of the company's employees.
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“The brick is the main weapon of the workers” - this is exactly what the German philosopher Karl Marx said. And it seems that there is no reception against scrap, but the leaders still also have a weapon and it is called “motivation”.
Of course, it does not look so menacing. But with proper use, it is not yet clear which is more dangerous.
And moreover, proper use is not only money, but also non-material motivation, which we will talk about today.
It's simple
The biggest disappointment of owners is to learn that people are not motivated by money.
I saw dozens of sad and falling eyes when voicing this phrase. And also dozens of indignant exclamations: “Why not money? Then I do not need such employees. I don’t have a hobby group here.”
In order not to philosophize on this topic, just accept the fact that not only money motivates.
This does not mean that they should not exist at all, or you can lower your salary to the baseboard, and say with a confident voice that you have a lot of other goodies.
Here, rather, we are talking about the balance of non-material methods of motivation and material ones. As between good and evil.
Everything should be in moderation. If you have high salary but that doesn't mean you'll have the best employees.
For example, in my company, about half of the staff, according to tests, belong to those who are ready to easily leave us if there is no other support other than money.
Hmm .. you just won’t take me with money
And as I already said, in order not to philosophize, but immediately go to ready-made solutions, for those who have just begun to study this topic, I strongly recommend reading our other articles about staff motivation:
Methods, many methods
And I don't dare to detain you any longer and we move on to competitive techniques (manipulative and stimulating).
I only beg you, introduce at least a couple, otherwise why am I here crucifying myself in front of you. Deal? Okay, I continue.
1. Meaning
Nothing motivates like a common goal. You can even not feed people with food if they are united by one global goal.
It can be called in many ways, but in business it is customary to say. I like the word “Meaning” more. Screening question: "Why are you doing business?".
The answers may vary. Someone is betting on "We will prove that Russia can produce the best product in the world."
Someone creates value at the level of good "Let's make this world a better place." And someone carries through the thorns the meaning of the sport “Let's increase the life expectancy of people by 2 years”.
It doesn’t matter what exactly you will have, the main thing is that people believe in the idea and are ready to give their best.
This is the root of all non-material motivation of employees. This is where I recommend starting to work on this approach, even if it seems relevant only for large companies.
2. Mentorship
This item cannot be called a direct way of non-material motivation of employees, but it is such.
When an employee has a mentor, he understands that he is being taken care of. So to speak, a parent (he is also a friend) is being formed within the team, to whom you can always come for advice or just cry in a vest.
By default, a mentor is a superior leader, but here the conversation is not about subordination, but about attitude.
Regardless of whether it is a boss, or a colleague with experience, he must work to ensure that a person has an understanding of a strong shoulder nearby, perhaps even in personal matters.
Come here, I'll be your mentor And the same works in reverse. If a person is made someone's mentor, then he begins to feel his importance, which manifests itself in power (namely, many want it).
As a result, an increase in motivation without cost. Well, you already understood this without me.
3. Competition
My favorite method of non-material motivation. Of course, it can be made material, it all depends on the final prize.
But globally, you create conditions in the center of which is the opportunity to show yourself and defeat an opponent.
Everything is as in famous phrase: "The important thing is not to win but to take part". Although the victory here also has its role.
I already wrote a whole article about the competition. So do not be lazy and read, everything is detailed and clear there.
In short, the ideal duration of the competition is 2 weeks, the prize should be of interest to everyone, and the optimal goal of the competition is to raise the sagging in the company. Read the rest in the article above.
4. Additional responsibility
It may seem like a paradox, but the more responsibility a person has, the better he works. This is not an axiom, but for some types of people it works.
The logic is simple: the more responsibility, the more a person feels like a big shot in the company.
Especially when it comes to giving extra. responsibility of an ordinary employee.
Just don’t take it literally, that you need to load everyone tomorrow to the very best I can’t, and as a result, ask for them.
You just need to add quite a bit of the ability to make a decision on your own.
But at the same time, it is important that you do not pretend to give this opportunity, but really trust and practically do not control.
5. Growth in width
I want to write again that this is my favorite example of non-material motivation, but in order not to repeat myself, I will say that it is fundamental to any company.
The point is that you do not raise the position of an employee along the vertical axis (manager -> head of department -> director -> etc.), but do it in width.
The most classic example: manager -> senior manager -> group leader. Depending on the category, the employee will have additional privileges compared to everyone else.
And in the development of the system, I would bet on the intangible asset.
For example, a softer chair, an extended lunch time slot, or the ability to be the first to choose vacation dates.
6. Space
After the appearance of a soft corner in the company, employees began to stay late at work more often. I can't say that this is good news from an environmental point of view.
But on the other hand, since they stay longer, it means they want and like to do it. A soft corner is just an additional incentive.
It's also about the workspace. And I clearly noticed this when one of our clients could not find new employees in the company until he equipped a modern office with all amenities for sales managers.
No, it wasn't Google. But in comparison with the previous room, it at least did not cause disgust.
7. Gifts
My partner has this kind of non-material motivation of the staff from birth.
When he goes to work, he can buy a couple of cakes, a few pizzas or other gifts for the whole company with him. But if he is so used to doing it, then you can do it consciously to raise the morale of your colleagues.
Moreover, gifts can be given both without a reason and with a reason. From the banal, it's a birthday New Year, March 8, February 23.
8. Training
So you kill two birds with one stone: train your employees and increase sales.
Training can be carried out both within the company and sent to study with eminent trainers.
Naturally, the second option affects the level of respect in your direction several times better than local education.
If you want to get the maximum in the form of non-material motivation of the staff, then also periodically send for training, but already for the employee's hobby.
Believe me, you will see a pleasant shock in the eyes of your people from the fact that the company takes care of them not only as a team member, but also as an ordinary person.
9. Working conditions
I will split this point into several, as it can be viewed from different angles.
Conceptually: You need to create conditions that will be an added value when applying for a job. Of the most pronounced and not always obvious use cases, I highlight:
- Food
- Directions
- Treatment
- Insurance
- cellular
- Lunch nap
Logically, this also includes space, but I took it out separately, because I think that in our time it requires special attention.
But at the same time, you can also safely include here the work schedule, official employment, the date the salary is paid. In general, everything is already more understandable for the leader.
10. Events
This is when you get together as a team and have fun. Everything can happen under the usual corporate party in the form of a feast.
Or maybe in a format where the whole friendly crowd you compete against each other in a game manner. Ideally, combine both in order to engage different zones of pleasure.
But remember that if you do not have the most friendly team (for example, everyone works in different shifts and does not intersect), then without proper preparation such events can become hard labor, not pleasure.
I am sure that each of us has been at such meetings from which we want to quickly escape. So, it's better not to do it at all.
11. The best worker
This is a logical continuation of the item “Growth in width” and “Competition”. Only here we are not talking about granting privileges not upon reaching career ladder, and according to the results of the monthly nomination “Best Employee of the Month”.
This is a separate item because career growth I can’t name it, but it doesn’t pull on the competition, since it is launched on an ongoing basis.
The best worker is me Based on the results of each month, you can issue different incentive privileges. Of my favorites: the ability to choose a work schedule (with floating) and additional days off.
In general, here the choice of a prize is tantamount to consistency, as in holding a competition for staff. But for your convenience, I will summarize it below.
12. Another name
You will now laugh for a long time, but it is precisely such a simple action that also applies to non-material ways of motivating staff.
Again, in short: You are renaming an employee's position to something more pleasant and authoritative. For example, not a secretary, but an office mistress. Or not a manager, but a seller of happiness.
Moreover, you can go through both positions, departments, and premises. And the effect of such a non-standard method will not keep you waiting for a long time.
Since it is much more pleasant to tell customers that you are not, but a sales genius. And there will be a reason for the conversation, and at the same time the position sounds more respectable.
13. Motivational board
The ideal non-material motivation of the sales department is a board of achievements. You publicly place a board in the office, where you mark the results of each employee for the past day and in the context of the month on a daily basis.
This way you constantly maintain a competitive environment throughout the department. And yet she is quite healthy.
This is especially true when a sufficient number of applications come in a day and the results of the championship can change every hour. To do this is not as difficult as it seems.
14. Thanks to mom
Have you ever said “thank you” to your employee's parents?! Probably not. This is normal, as the practice is not obvious, but it is very effective.
Task: to take and give anything (yes even money) to the mother of your employee. So you will do a good deed, show yourself with better side and, most importantly, call your parents to your side (and their opinion is very important for children).
But note that we are talking about the mother. We tested the praise for dad, but they somehow react with restraint and do not give a wow effect.
In the case of mothers, everything happens very brightly and effectively. All this was evaluated feedback from the workers themselves after their parents told them about the gift.
15. Personal
It's something we do day in and day out but often don't notice. And since this is also a non-material method of staff motivation, it is better to use it consciously.
It's about personal and human communication. You can manifest it in dozens of different ways, I will show a few for understanding:
- Praise after a day's work.
- Hold a personal meeting for “life”
- Say hello to the hand
- Sitting in an open office
- Call and see how you are
Moreover, the closer the superior employee communicates with the subordinate, the better for the second.
This is how a certain glass wall between posts is destroyed. And of course, you can’t completely switch to personal communication, as subordination will be violated. But a little of this behavior will give more life to each employee.
Briefly about the main
If you look globally, then all the non-material motivation of the staff revolves around the usual human approach.
It is the 15th example of non-material motivation that perfectly describes this approach.
However, if each item is considered, then the whole system of non-material motivation of personnel is based on a human approach.
Exceptions are stimulating tools of non-material motivation. But as a rule, they do not work for a long time.
They need to be constantly upgraded or replaced. And that's okay. Therefore, my personal recommendation is to build a team not only on money, but also on values that will help you get through any crises and financial holes.
In this article you will read
- What you need to know in order to build an effective system of non-material motivation of personnel
- What are the methods of non-material motivation of personnel
- Check out successful cases and examples of non-material motivation person la
Good afternoon! Today we will have on the agenda interesting article about non-material motivation of staff. Much has already been said and written about this, however, the issue of increasing the dedication of employees without additional cash costs is quite acute for the manager. After all, the increase in wages sooner or later ceases to produce results. Moreover, an unreasonably high salary has a demotivating effect on the work of an employee: why work well when you can work “in a slipshod manner” and still get good money?
Therefore, in order to prevent such a situation, each company must create its own system of non-material motivation of personnel, which will be based on certain rules. More about them.
The system of non-material motivation of personnel - 5 basic rules for creating
1. Non-material motivation should solve the tactical tasks of your business
First of all, the incentives used should be aimed at solving specific problems that your business faces. For example, if you are developing a branch network, then you must form teams that can work according to the standards adopted at the main office. Accordingly, your non-material motivation should be aimed at training your employees, for example, attending trainings on effective communications and team building.
2. Non-material motivation should cover all categories of workers
In most cases, when we talk about motivation, the emphasis is on those people in a company or department who make a profit. However, we must not forget that in addition to them there are also accountants, secretaries, production workers. Not only motivational programs, but simply recognition of work, praise can be applied to such people.
3. Non-material motivation should take into account the stage of development of the company
In a small family business the main motivator is enthusiasm. When the company moves to the next stage of its development, when there are more employees and part of the processes are formalized, motivational programs should be focused on recognizing the merits of each employee, but it is also important to take into account the possibility of collective recognition of services, for example, some department or division of the company.
4. The right choice of methods of non-material motivation of personnel
We often think that what motivates us will motivate others. But it's not. In order to select the right methods of motivation, you must first collect information about the true needs of employees. And in this case, the pyramid of needs of Abraham Maslow will help you. With its help, the system of non-material motivation of personnel acquires an understandable form. So, it is important to determine which needs for your employees are leading, and develop appropriate motivation factors.
- Physiological Needs. If this group is important for an employee, then it is necessary to provide him with a comfortable salary level.
- The need for protection and security. For such people, it is important to organize a friendly atmosphere in the team. Accordingly, information about the negative components of the work should be minimized: bankruptcy, layoffs.
- Social needs. For employees in this category, it is important to receive support from colleagues and management, and it is also important for them to constantly be in the circle of people.
- The need for respect and self-respect. These employees need to be given constant attention. It is important for them to realize that their actions will be appreciated.
- The need for self-realization. This is the main need for creative employees. It is important for such people to creative work. They are able to solve the most complex, non-standard problems.
And remember that any of your employees constantly wants something. And when the desired is achieved, the needs move to a higher level.
5. Novelty effect
Incentives should not become commonplace, because uniform incentive programs only depress your employees. Therefore, every six months it is worth coming up with some new motivational program.
Ways of non-material motivation of personnel
You can come up with a large number of different ways of non-material motivation Your employees, but we tried to give you only the most effective of them. So, here they are.
- Motivating meetings
- Contests and competitions
- Congratulations on significant dates
- Service discounts
- Informing about achievements
- Incentive trips
- Peer ratings
- Help with family matters
And here are some more secrets of daily inspiration for your employees
- Greet employees by name
- Don't forget to say "Thank you" in letters and verbal communication.
- Reward employees with extra days off or let them leave early
- Bring something tasty to the office once a month: cake, pizza, sweets, apples
- Hang signs with the name of the employee at each work desk. People like to feel important
- Make sure you have the opportunity to listen to the employee, not just inform
- Develop a special reward for those people whose activities are usually overlooked
- Try once a week to arrange meetings with employees with whom you usually do not have the opportunity to communicate. Ask them about work, problems.
- Tell employees about some important issue and ask them to offer their solutions. In other words, to give you advice.
Based on Bob Nelson's books 1001 Ways to Motivate an Employee and 1001 Ways to Reward an Employee (both by M. [et al.]: Williams, 2007)
Examples of non-material motivation of personnel from the life of some Russian companies
We have tried to collect for you the most striking examples of non-material motivation of employees that we have come across in various companies. We hope you find something interesting for yourself.
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CEO speaking Victor Nechiporenko, General Director of Krasny Telephone Information Service LLC, Moscow We are a small company, but we often need extra resources to work on projects. Here are some examples of non-material motivation of staff that we use.
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Konstantin Melnikov, Head of Human Resources at 1C:VDGB, Moscow I consider attention to the personality of my employees, recognition of their success in the professional niche to be the most effective non-material motivation. In particular, you should take an individual approach to employees, personally congratulate them on their birthday - for example, a postcard signed by the CEO. You can emphasize the individuality of an employee - for example, thanks to a personalized camera, pen or other accessories. We also pay special attention to the public recognition of the success of our employees. Today, such methods of recognition as letters of honor or thanks in an order do not lose their relevance. I can recommend master classes the best specialists- interesting to the speakers themselves and very useful to the audience. |
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Practice experience Alexey Gerasimenko, General Director of LLC CargoSoft, Moscow The field of activity of our company is the development of software projects. In such activities there is always an element of creativity. Therefore, the employee needs certain conditions work - they are also motivators: well-equipped workplace, flexible working hours, the possibility of growth (and additional training), the maximum material reward, a healthy atmosphere in the team. Main component non-financial incentives employees, I consider a human attitude towards them - only in such a situation can one count on efficient work and appreciation of the team, and it's worth a lot. human relation- this is a mandatory recognition of merits, praise for the work done, understanding the difficulties and problems that arise in its implementation and, if possible, assistance in neutralizing these difficulties. Another important point: I always praise the employees for the work done both personally and with the whole team, and I always give examples of the successful implementation of a project in conversations, naming the distinguished employee. The system of material incentives is used in our company only for the "production" department: programmers, designers and administrators. However, the company continues to develop and the motivation system may change over time. |
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Valery Porubov, General Director of Shadrinsky House-Building Plant OJSC, Deputy General Director for Production of Technokeramika LLC, Shadrinsk (Kurgan Region) In my opinion, taking care of employees is one of the primary responsibilities of a production manager. I adhere to this principle. At the heart of our motivation system are guarantees of stability and an honest, open attitude towards employees. Namely, the design is strictly according to Labor Code, clear payment of wages (twice a month). Gradually, we are building up our motivation system brick by brick: a profit appeared - we provided the workers of the main and most numerous workshop (270 people) with free lunches (before that, they just gave out kefir, as it should be in production). In the near future (perhaps until the end of the year) - free lunches for employees of other shops. We have also recently renovated and refurbished the household building, where workers can relax, take a shower, go to the sauna, change clothes in comfortable locker rooms. It would seem that I have listed the obvious things, but we did not focus on them by chance. I repeat, the main thing is attention to employees. After all, if you do not create normal working conditions, employees will simply leave or will work carelessly. All the activities that we carry out to create positive motivation among our employees, the desire to work in our production, are always negotiated with the heads of workshops, that is, with those who work side by side with the workers every day. It is they who can tell what is relevant now, and what can wait a bit, what is really missing, and what is secondary. That is, we always proceed from the real needs of our employees and, as far as possible, provide them with exactly what they need, even if not immediately. |
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Valery Shagin, President of MITS, Moscow We tried different options for motivating employees, but many schemes were abandoned. For example, from health insurance, because it was not popular. Most likely, the reason is that the company then worked mainly young people. The money invested just disappeared. When I saw this, I introduced the 50:50 scheme (half of the amount is paid by the company, half by the employee), but it also did not take root. We are currently working on resuming free health insurance. Employees have become older, the need, in my opinion, is there. We also do away with free lunches. When we were in another office where there was a canteen, we paid food stamps to the staff. However, we encountered the fact that someone did not like lunch in the canteen and these employees asked to pay them the cost of coupons in cash. |
We hope that after reading this article, you were able to answer your questions, as well as choose interesting examples non-material motivation of personnel.