Errors of managers making improvement of the personnel motivation system inefficient
There is a tendency of high turnover on the marketstaff in small organizations. Some employers do not seek to awaken in a person the desire to work for him, which causes a negligent attitude to the work of the staff. In connection with the overabundance of those wishing to find a job, it is much easier for the boss to find a new person than to teach the already existing one. Thus, a vicious circle is formed from eternally late irresponsible workers and the employer, who suffers losses through their fault. The solution of this task lies on the surface and the name "motivation of the personnel".
Many managers of large enterprises understand,that employees - this is their main asset, without which it is impossible to achieve high results. For this reason, they try in every way to awaken in them motivation for work - the desire to work and improve their performance for the benefit of the organization. To do this, constant improvement of the personnel motivation system in various ways is necessary. The development of these methods, as a rule, is handled by the personnel department, which submits its proposals for consideration to the head, and only after its approval has the right to implement them in practice.
Any improvement of the motivation systemThe staff of the organization begins with the collection of information about the needs of employees, their wishes. To do this, you can conduct a survey or anonymous survey, as well as personal conversations. Some managers mistakenly believe that by constantly increasing premiums or salaries, they thereby awaken interest in the work of employees. In fact, people get used to regular material incentives and cease to perceive them as a positive evaluation of their work. For him, this becomes a reality, for which you do not need to exert much effort. For this reason, the improvement of the staff motivation system It is impossible to conduct without identifying its needs.
The mistake of most managers is that,that they are improving the system of staff motivation, based on their own convictions and vision of all that is happening. This is inaccurate information, which can not be used as a basis for the development of motivational methods. Many managers for some reason do not want to ask their subordinates the question: what do you want? The opinion of the staff is often not taken into account at all. Hence, there is another misconception that makes the improvement of staff motivation ineffective. This attitude to the team as a homogeneous mass and the development of standard incentive measures. It must be remembered that each person is individual and for each person there is an incentive that will encourage him to increase the effectiveness of his activities. To implement this thesis, the boss should pay attention to his subordinates not as a single organism, but as a sum of personalities. In some cases it is enough to have a heart-to-heart talk with a person, so that he feels his own importance for the company and is imbued with her ideas.
In order to improve the systemmotivation of staff was successful, you need to identify not only the motives of employees, but also their anti-motives. In other words, it is important to know what the work process hinders. Some studies have confirmed that the authoritative management style of bosses significantly reduces the productivity of the work process. This number also included processing, lack of movement on the career ladder. Given these factors and many others, you can create a picture of the effective motivation of employees, which clearly indicates a list of methods that give a 100% result, as well as what causes a decrease in interest in the work of employees.
