the main business goals for the near future;
the main policy and development plan of the company;
methods of motivating employees;
the nature of the application of incentive programs;
the point of view of ordinary employees.
Now managers of any organization, regardless of the number of employees, can use a variety of motivation methods: both free and low-cost, and those requiring serious investments of money and time.
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Ways to motivate employees
Let's look at several basic methods:
Financial motivation
To promptly motivate employees, it is not necessary to raise everyone's salary. There are several alternative types of monetary incentives, such as:
regular bonuses paid quarterly or annually;
personal bonuses based on the performance of a specific employee;
rewarding the entire project team to encourage completion of the project on time or earlier.
In addition to cash payments, indirect financial incentives can also be used, for example:
discounts on the company's goods or services;
payment for employee training at the expense of the corporation;
affiliate systems that provide bonuses for finding clients or job candidates;
payment of expenses for food, mobile communications, travel or gasoline;
financial assistance in the event of the birth of a child, moving or health problems.
To increase team loyalty, you can combine different types of financial incentives. It works like this: the more bonuses a company offers its employees, the higher their motivation. Those who are interested in earnings strive to fulfill and exceed the plan, and employees who value the emotional component of their relationship with their employer perceive the motivation system as a manifestation of care on the part of the company. In their eyes, the organization demonstrates that it values the contribution of each employee to the common cause and does not skimp on rewards.
Non-material motivation
Employees can also be motivated by various non-financial incentives, such as:
free medical insurance;
memberships to a fitness club or training on the company premises;
modern workstations with a beautiful view from the window, comfortable furniture, a coffee machine and modern technology;
gifts for memorable dates;
corporate catering.
Also, many employees value flexible work schedules, i.e. the ability to leave early if all tasks are completed, to work from home when it is impossible to come to the office. And additional days off or a flexible start schedule, when the employee plans his own day, can serve as a strong incentive for motivation.
Opportunity for vertical career growth
For employees seeking career growth, the main motivators are:
financial benefits associated with career advancement;
professional development that involves solving larger and more important issues;
status, on which respect in the team and an improvement in the quality of life directly depend.
Opportunity for vertical career growth
Source: shutterstock.com
To keep such employees motivated, it is necessary to plan a transparent career development system. This system should clearly define what needs to be done to move to the next level.
If an employee does not see prospects in his career, he can easily leave for another organization where his professionalism will be appreciated. Therefore, in order not to lose valuable personnel, it is necessary to promote employees who are ready for career growth in a timely manner.
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Opportunity for horizontal career growth
Not all specialists are eager to take a leadership position. Some are more interested in expanding their professional skills and gaining experience in their field. To motivate such employees, you need to create conditions for the full realization of their potential. For example, you can offer them:
solve non-standard and complex problems;
ways to improve your professional skills: training at the expense of the organization, access to educational resources or participation in specialized events;
share your accumulated experience: mentoring, coaching, training newcomers, or creating instructions, guides, or checklists.
If a specialist is bored with a change of activity, you can give him the opportunity to participate in a project in a different direction. This will show the employee that his knowledge is valuable and motivate him to further develop.
And one more "trick". Try to involve in negotiations with new clients not only top managers, but also specialists from various departments, such as a designer, lawyer or programmer. Such employees can:
share real examples of your work;
offer ideas and alternative solutions to the client’s problems;
express a direct opinion on the request.
This method allows for a more detailed discussion of the project and increases the level of expertise of the team in the eyes of the client.