Personnel motivation system: tasks, types, stages of creation
Posted: Sun Dec 22, 2024 6:34 am
What are we talking about? The personnel motivation system is a set of measures aimed at maintaining and increasing the level of employee interest, encouraging them to work more productively. Material and non-material incentives are used.
What to pay attention to? Implementation of a motivation system consists of five stages: setting goals, developing KPIs, a test period, launching in departments and analysis. It is important to avoid mistakes: focusing only on one motivation method, setting vague tasks or blindly copying the experience of other companies.
In this article:
The concept of staff motivation
Types of staff motivation
Principles of the personnel motivation system
Reasons for the decrease in philippinen vorwahl whatsapp motivation of company employees
Stages of implementation of the personnel motivation system
Methods of motivating different types of employees
Evaluation of the effectiveness of the personnel motivation system
Examples of non-standard approaches in the employee motivation system
Errors in the personnel motivation system
Frequently asked questions about the personnel motivation system
In-Depth Guide: How to Cut Your Ad Costs by 25% with Artificial Intelligence
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The concept of staff motivation
Personnel motivation is a set of techniques aimed at maximizing the efficiency of their work. A person's willingness to make every effort to perform work is determined by individual needs. Creating a personnel motivation system based on them helps achieve the goals set for employees and the company.
Motivation influences business profitability and ensures:
achieving business goals;
retaining valuable employees;
stability of personnel;
building a strong team;
improving the performance of individual employees and the entire staff;
high employee loyalty and their involvement in corporate values.
Motivation is determined by external and internal incentives. Thanks to this, it is possible to personalize relationships with all employees and form an effective system of personnel motivation in the organization. Let's consider each type of motivation separately.
External motivation . It is based on external factors and material well-being: increased earnings, social security, rewards for achievements, career growth. However, an employee can be motivated from the outside not only by positive expectations, but also by fear of possible troubles.
The concept of staff motivation
Source: shutterstock.com
For example, a car mechanic provides services on time and with high quality, receives gratitude from clients, high income and monthly bonuses. At the same time, he is never late for work, otherwise he risks being left without a bonus.
Internal motivation . It involves an individual's desire for self-improvement, the development of their capabilities, and is not related to material benefits. In other words, it is the desire to work for oneself, not for others. In this case, the employee needs to be given the opportunity to prove themselves, to immerse themselves in work, to satisfy their ambitions, to feel their importance and high position in the team.
For example, an IT specialist comes to work with enthusiasm because he is determined to solve a difficult client task that he has been thinking about for a long time in order to feel satisfied.
It is important for such an employee to treat his work responsibly in order to analyze his own achievements and increase his self-esteem. He works not for money, but because he is interested in his profession.
Read also!
"Cross-marketing: 5 examples and 8 mistakes"
Read more
Types of staff motivation
The assertion that people are driven only by the desire to earn more is wrong. Of course, an employee will be more diligent in the expectation of a decent reward. And yet, a person should not work solely for the sake of earning money, since this makes him a faceless executor of the employer's will.
Accordingly, motivation is divided into two types:
material;
non-material - social and psychological.
One might think that a simple salary increase would be enough to stimulate worker productivity.
In reality, everything is different: each person is unique and needs an individual approach based on the use of internal incentives to which he will respond. The task of HR managers is to determine the specific character traits of the candidate already when meeting him. Common methods, such as the Gerchikov test, can help with this, allowing you to classify a person into one of two categories by type of motivation:
achievement-oriented: they expect to receive higher pay as the amount of work they do increases;
Failure avoiders: those who fear reprimands or penalties.
It is worth noting that the Gerchikov test is based on the theory formulated in the middle of the last century by the American psychologist David McClelland. The idea was to consider three groups of needs - success, power and involvement. At the same time, two forms of motivation were indicated: focus on achievement and the desire to avoid mistakes due to fear of punishment.
What to pay attention to? Implementation of a motivation system consists of five stages: setting goals, developing KPIs, a test period, launching in departments and analysis. It is important to avoid mistakes: focusing only on one motivation method, setting vague tasks or blindly copying the experience of other companies.
In this article:
The concept of staff motivation
Types of staff motivation
Principles of the personnel motivation system
Reasons for the decrease in philippinen vorwahl whatsapp motivation of company employees
Stages of implementation of the personnel motivation system
Methods of motivating different types of employees
Evaluation of the effectiveness of the personnel motivation system
Examples of non-standard approaches in the employee motivation system
Errors in the personnel motivation system
Frequently asked questions about the personnel motivation system
In-Depth Guide: How to Cut Your Ad Costs by 25% with Artificial Intelligence
Download for free
The concept of staff motivation
Personnel motivation is a set of techniques aimed at maximizing the efficiency of their work. A person's willingness to make every effort to perform work is determined by individual needs. Creating a personnel motivation system based on them helps achieve the goals set for employees and the company.
Motivation influences business profitability and ensures:
achieving business goals;
retaining valuable employees;
stability of personnel;
building a strong team;
improving the performance of individual employees and the entire staff;
high employee loyalty and their involvement in corporate values.
Motivation is determined by external and internal incentives. Thanks to this, it is possible to personalize relationships with all employees and form an effective system of personnel motivation in the organization. Let's consider each type of motivation separately.
External motivation . It is based on external factors and material well-being: increased earnings, social security, rewards for achievements, career growth. However, an employee can be motivated from the outside not only by positive expectations, but also by fear of possible troubles.
The concept of staff motivation
Source: shutterstock.com
For example, a car mechanic provides services on time and with high quality, receives gratitude from clients, high income and monthly bonuses. At the same time, he is never late for work, otherwise he risks being left without a bonus.
Internal motivation . It involves an individual's desire for self-improvement, the development of their capabilities, and is not related to material benefits. In other words, it is the desire to work for oneself, not for others. In this case, the employee needs to be given the opportunity to prove themselves, to immerse themselves in work, to satisfy their ambitions, to feel their importance and high position in the team.
For example, an IT specialist comes to work with enthusiasm because he is determined to solve a difficult client task that he has been thinking about for a long time in order to feel satisfied.
It is important for such an employee to treat his work responsibly in order to analyze his own achievements and increase his self-esteem. He works not for money, but because he is interested in his profession.
Read also!
"Cross-marketing: 5 examples and 8 mistakes"
Read more
Types of staff motivation
The assertion that people are driven only by the desire to earn more is wrong. Of course, an employee will be more diligent in the expectation of a decent reward. And yet, a person should not work solely for the sake of earning money, since this makes him a faceless executor of the employer's will.
Accordingly, motivation is divided into two types:
material;
non-material - social and psychological.
One might think that a simple salary increase would be enough to stimulate worker productivity.
In reality, everything is different: each person is unique and needs an individual approach based on the use of internal incentives to which he will respond. The task of HR managers is to determine the specific character traits of the candidate already when meeting him. Common methods, such as the Gerchikov test, can help with this, allowing you to classify a person into one of two categories by type of motivation:
achievement-oriented: they expect to receive higher pay as the amount of work they do increases;
Failure avoiders: those who fear reprimands or penalties.
It is worth noting that the Gerchikov test is based on the theory formulated in the middle of the last century by the American psychologist David McClelland. The idea was to consider three groups of needs - success, power and involvement. At the same time, two forms of motivation were indicated: focus on achievement and the desire to avoid mistakes due to fear of punishment.