When engaged in a certain work activity, a person often loses interest in the work, and loses the incentive to strive for career growth.
Why does it happen that motivation is reduced to zero?
There are many reasons for this phenomenon. They can be divided into two groups: external (independent of the employer) and internal (dependent on the employer).
The management does not encourage a person who is actively working in production, bringing good profit to the company - this situation is an internal reason for the loss of motivation, which can serve as a reason for the employee to write a letter of resignation, as well as a bad example for other employees.
A person’s level of skill increases, the employer, in turn, imposes new responsibilities on him, the number of which goes beyond his job description - in response, “gratitude from the boss”: the same salary.
Naturally, motivation under such working conditions falls, and labor efficiency decreases. A fairly simple and obvious conclusion suggests itself: employees need to be encouraged, but this must be done wisely.
How to reward employees correctly
1. Reward works to motivate when it is visible and immediate.
Thanks to the incentive system, the employer deliberately reinforces the actions of employees that are desirable for him.
For example, a director will be able to assume that the efficiency of work in the company will not decrease if his employees receive a bonus, allowances for initiative, successful completion of a completed project, overtime, etc., urgently, having a clear idea of its essence and size.
2. Reward works to motivate when it is public.
Rewards in the form of letters of thanks, certificates of honor, and diplomas are always presented publicly.
Note to employers: it is important to reward your employees with bonuses or valuable gifts in the presence of the entire team, since it is pleasant for each person to receive not only monetary compensation for work, but also to know that he is in demand and is respected among employees.
Most managers avoid the public presentation of awards to workers who have distinguished themselves in production because of the envy of others.
Note: If your reward system is clear and transparent, bonuses are regular and small, you have nothing to fear. Most employees perceive such actions positively.
3. Incentives work on motivation when they are systemic (material and non-material incentives)
Experts advise stimulating a person for each of his successes. There is no need to worry that this will cause huge damage to the company's budget - incentives do not always have a monetary equivalent.
Non-monetary rewards can be used as motivational measures: official recognition of merit, psychological climate, opportunities for creativity, organizational culture, management style, participation in management, changing the status of the employee, improving working conditions and much more.
Earlier I talked about how to avoid mistakes and achieve goals.
