Every leader, whether he is responsible for a large or small enterprise, first of all worries about how to increase the company's profit and at the same time spend as little money as possible. That is, how to achieve more income at a lower cost, and so that employees feel comfortable and do not look for another job?
Staff motivation
Who has the right to be called a good leader? The one who knows the principles according to which it is possible to effectively manage personnel, and who skillfully applies them in life, composing and adhering to motivational programs.
And here it is important to pay attention to the result. It is believed that motivation programs are skillfully applied in practice if the employees of the enterprise are satisfied with their wages and at the same time they have no desire to move to competing firms. In this case, the team develops a comfortable microclimate. All work with desire and show a creative approach to the assigned business. This is the main result of good governance.
Motivation systems
For competent management of the company, you will need to use various management tools. One of the main ones is a motivation program for employees, which should be implemented at the enterprise. What does this concept mean?
A motivation program is a system that allows creating an internal incentive for staff to have effective and high-quality work. In this case, management will need to apply various techniques.
Thus, stimulation is closely related to the concept of motivation. It is sometimes considered that these terms are similar. However, they have some distinctions.
Stimulation is the application of categorical, more stringent measures. The forms and methods of incentive may be different. However, most often they have a negative side and represent a system of restrictions and fines.
Motivation, in contrast to stimulation, is a more multifaceted and flexible scheme. Her system uses a lot of techniques based on various factors, starting with the specifics and the chain of the entire company and ending with the needs of each employee.
Compilation of motivational programs, as in any other areas directly related to the human factor, is impossible without the presence of creativity and the use of non-standard techniques. Only with a combination of classical and non-traditional methods can one achieve a truly worthwhile and interesting system of collective interest in the results of a common cause.
Types of Motivation Systems
The organization can apply various programs that encourage employees to work, as well as support and guide it. The most common of them are:
- financial incentives in the form of additional cash payments;
- intangible incentives in the form of praise and gratitude;
- punishments and fines.
In order to successfully manage a motivation program for employees, it is necessary to find out all the factors that affect the personnel management. They are internal and external. The first of them include creative ideas and dreams, a person’s need for self-realization, etc. External factors include career growth and money, a high household level, social status, etc.
Only with the optimal ratio of these two categories does the foundation for the correspondence of the interests of employees and the company, as well as the successful organization of the motivation program in the enterprise, be created. Only in this case, the head can count on the effective activities of the company.
Examples of motivation theories
There are various programs for creating employee interest in the results of the enterprise, proposed by world developers. Let's consider them in more detail:
- Strategy A. Maslow. According to her, people's behavior can be determined based on their needs. How to organize effective personnel management in this case? For this, it is necessary to clarify the needs of employees and create a motivation system based on the data received.
- Theory of Z. Shane. According to this strategy, each employee can be assigned to one of eight categories that are developed based on the core values of people. Each of these groups, which can be called a “career anchor”, has its own methods and types of motivation.
- The system of F. Herzberg. This researcher based his theory on the basis of intangible values. In their list, he included career growth, recognition and responsibility. As for cash incentives and wages, F. Herzberg called them only deterrents.
- The system of V.I. Gerchikov. This model allows you to solve managerial problems without paying attention to psychological issues. That is, Gerchikov’s system teaches the manager how to achieve the employee performing certain actions, but does not provide for the satisfaction of his requests.
The need for motivation
In Russia, as in any other country in the world, the issue of staff interest in the results of their work is more than relevant. After all, such an approach to business is considered the key to success of the enterprise as a whole.
The development of motivational programs is an invariable component of the personnel policy of any organization. Its role is overestimated rather difficult. Indeed, with well-conducted events, the profitability of the business increases significantly, and with incompetent leadership, all the efforts of the best full-time employees are nullified.
The organization’s motivational programs at the present stage take into account the needs of specialists along with the theories used. In this case, it becomes possible to achieve the maximum effect of the upcoming process. Indeed, despite the fact that there are various theories of employee motivation, the goals for all of them are the same. They consist in explaining the behavior of the employee under various circumstances, as well as in making decisions that contribute to the achievement of the result.
The existing theories on increasing employee interest in the final result can be divided by the degree of their effectiveness into:
- Traditional. This is a system known for a long time, providing for the application of rewards and punishments. In its effectiveness, it is quite doubtful.
- Meaningful. Such systems take into account the needs of employees and use their individual motives, which allows us to direct and support the activities of specialists. By their effectiveness, they are referred to the middle category.
- Procedural. Such theories urge to analyze not only the needs of a person, but also his perception associated with each specific situation. In addition, procedural motivation systems determine the consequences that may occur with a selected behavioral model. Their effectiveness is rated as high.
The concept of motivation is closely related to adaptation. What is this component of any production process? Under the adaptation of the staff understand the adaptation of the newly hired employee to the new working conditions and to the team.This process is always mutual.
If motivation and adaptation of personnel will be applied rationally, then they become complementary and mutually beneficial factors.
Tasks for employee interest systems
Modern motivational staff program allows you to solve many issues. However, the most basic thing is that the end result is cumulative. The solution of various tasks is carried out jointly among themselves. The most important of them are:
- Retention of highly qualified specialists. Indeed, the presence in the state of high-level professionals is one of the paramount conditions necessary for the success of the enterprise. Of course, sometimes enthusiastic young specialists quickly become leaders. However, there are not too many of them; moreover, no positive attitude can be replaced by good experience. Indeed, often professionalism is everything.
- Stimulating work efficiency and staff productivity. It is hardly good to call the boss who increases the employee’s interest in the quality and timely fulfillment of the duties assigned to him by relentless control and supervision. The most effective is the work of the leader, whose employees themselves are interested in the highest level of task performance. And the motivational program introduced at the enterprise will certainly help in this.
- Attracting new staff. It’s not just a matter of recruiting staff. It is important to create a friendly team consisting of highly qualified employees. This will only be possible if the staff has a direct interest in working with this particular team, and not with any other. For this, the motivation program implemented at the enterprise must be effective and rational, as well as competitive compared to those used in other companies.
- Creating the most effective team. Any leader understands that it is not enough to attract people who are able to work at a high professional level to work. It is necessary to ensure that the company has an effective and harmonious team of like-minded people.
- Increasing business profitability. One of the main tasks of developing a motivation program is to increase the profit of the enterprise. We can say that all previous goals are subordinate to her. After all, it makes no sense to create a super team if the level of profitability of the company remains at the same level or even goes down.
Consider some examples of motivational programs.
Increasing managerial interest
The motivation of these sales staff is crucial for management. Indeed, the final result of the company’s activities depends on the work of this personnel.
It is worth noting that the motivational program of managers with the usual approach, which provides for the payment of wages plus accrued interest, does not work effectively. The long-term interest of a specialist is also important. It includes such elements as insurance and official employment, a workplace, social assistance, etc. All this should be at least within the comfort zone of a person.
Intangible motivation can also include intangible interest. Indeed, in addition to the amount that comes to a bank card, people seek to receive status and respect, rest, power and other privileges for their efforts.
Motivational programs for sales must be developed taking into account the implementation plan. Nevertheless, the manager's salary should have a fixed part. This is a salary whose amount is equal to the average in the market. The more interesting part of the salary is the floating. It is charged for the result. The criterion for obtaining this part of managers' earnings may be:
- the number of meetings held with new customers;
- the number of outgoing calls made to new customers;
- amount of receivables;
- the number of commercial offers sent to customers, etc.
All of the above items can be measured. If the specialist’s work is not subject to specific fixation, then it is taken into account when calculating bonuses that can be added to the salary for:
- Work on sales scripts;
- drawing up reports;
- order in the workplace, etc.
Increasing seller interest
What to do to the store owner in order to get more profit? Create and implement incentive programs for sellers. This will increase the level of sales of goods by 30-55%.
Motivational programs for sellers are similar to those developed for managers. So, employees need a solid salary. After all, everyone should understand that in any case, he will receive certain money for his work. A sales plan should also be drawn up. He might be:
- annual or monthly for the entire store;
- monthly for sellers or each shift;
- daily for sellers or shifts.
The total amount of accrued wages should include fixed bonuses and percentages of sales. What else will help turn sellers into a "high-performance army"? Bonuses for the performance of additional duties entrusted to them. For example, for cleaning a store, using scripts, etc. You can give out money when you reach a certain sales level or for fulfilling a general plan, selling stale or unattractive goods, etc.
Trainer Awareness
How to ensure that the employees of the fitness club as actively as possible realize their services? This will require the development of a trainer's motivational program, which will look slightly different than the one used to increase the interest of managers and sellers.
The main task of management in this case will be the implementation of certain actions that will allow the employee to feel like part of the brand. They are quite simple and do not require large expenses. Such events include:
- Making branded business cards that are distributed to each trainer. Upon presentation, customers can receive discounts on personal training, on a club card or have the right to spend a friend with them for free.
- The motivational program of the coaching staff sometimes includes gifts to employees in the form of T-shirts, bags, cups, pens and notebooks with the club logo.
- Creation of the trainer's web page on the club website. It should allow clients to sign up for personal classes. Here you can also leave a review about the coach.
- Creation of employee blogs on the club website.
Self-development training
Each person should plan not only his every day, but also the main stages of his life. At the same time, it is important to periodically conduct motivational training on the self-development program. This will avoid the chaos of life.
Work in this direction should begin with the written development of a personal growth program. Sometimes it takes several days for people to realize the most important issues and put their thoughts in order.
Such work begins with an analysis of what a person already has at the moment. This is a whole list, which includes skills and knowledge, property, communications and work.
At the next stage, wishes are fulfilled. The program should include what interests the person most at the moment. The main thing is that such a desire should not be imposed from the outside and bring true pleasure.
After this, a chain of steps is built that can lead a person to the goal. The next step is to dig deep into yourself. After all, there is a certain set of qualities that prevent people from solving the task.This is shyness and fear, self-doubt, low self-esteem and so on.
The next step is to reveal the character trait that lies behind each of the described fears. For example, shyness, which interferes with demanding wage increases, etc.
What follows is the most difficult. It is necessary to combine the list of fears with the list of necessary qualities. This will allow you to see the character trait that requires development. The following describes the first step to be taken for self-development with the designation of the desired result. At the same time, specific dates must be specified. After compiling such a program, you can safely go on a journey, showing persistence and step by step achieving certain successes.