Assistance to entrepreneurs and enterprises.

[Lary]

Low-skilled staff and its motivation

Low-skilled workers have different requirements for work than middle managers and highly skilled workers. They are more important than the size of the salary and the stability of its payment, which can satisfy their immediate needs. When receiving his payment for labor, a low-skilled worker does not always perform his work with the efficiency that the employer wants to see. And in this case, there is a need to stimulate staff work. But the employee is most interested in material incentives, which for the manager is an unnecessary waste of enterprise funds. After all, when it comes to highly qualified personnel, there are no problems, because the employer knows that his employee will not only cover expenses, but also increase them (because he is a professional in his field).

There is one significant problem. Trying to get employees to work, in most cases, the manager scares them with layoffs and fines.

The result is as follows: motivation to work is almost zero, the main goal of the employee is to sit out working hours and not get caught, and the leader is associated with the overseer. The idea of motivation turns into the idea of control, which still does not give a result. Workers are simply trying to trick the manager.

So, why not redirect all of their energy in the right direction ?!

Achievement motivation

If you can calculate how many more clients (visitors) have appeared from a particular point, then you can install one valuable prize ($ 100, a CD player, etc.) and several incentive (weekend, some kind of certificate), and give them to the winners employees at the end of the action, preferably in public and solemnly.

Motivation to avoid.

Example: this is to assign a specific number of points for a specific client (sale, visitor), and equate the ball to the amount of money. Only this should form a prize that really motivates, and not just formal, otherwise on the 2nd day of the action this motivation will stop working.

Example: The employee’s labor efficiency also depends on his personal needs, they can be different (for example, the need for housing, rest, the problem of arranging a child in kindergarten, etc.). In this case, the manager must correctly use this situation. For example, to pay a certain part of the money every month to help with renting housing for those who do not have it, etc.

But do not underestimate the abilities of your employees, because they can simply ruin you.

From the foregoing, it follows that the employer must be able to find an approach to each of its employees. Because this is exactly what will save the company money (after all, one employee needs the word "thank you", and another needs a money application) and ensure the high efficiency of its employees.

In my opinion, material and non-material motivation should be combined.

In my opinion, everything will be simple if, for example, the motivation for avoiding and achieving is combined.

Regards Lary

 

[Детективное агентство ИКС-Инфо.]

I’m embarrassed to ask, my friend Larry, and to which section
Does this article relate to security? :?
And does it even relate to business security, in your opinion? : roll:: oops: