How can enterprises motivate employees better and more effectively?

first step

"* * * advance and retreat together" at work, exchange information.

Work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work. Worry-free future experts believe that supervisors should advance and retreat with employees in their work, and provide employees with more information and content they need in their work, such as the overall goal of the company, the future development plan of the department, and the problems that employees must focus on solving, so as to help employees complete their work. Let them know more about the company's business strategy, so as to complete the task effectively, clearly and actively.

The second move

"Listen" to employees' opinions and participate in decision-making.

Listening is as convincing as speaking. Supervisors should listen to employees' ideas and let employees participate in work decisions. When supervisors and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect derived from this participation in decision-making will be more significant.

The third measure

Respect employees' suggestions and build a "communication" bridge.

Only when a successful supervisor tries his best to get the employees' minds out can the management of the department be targeted and avoid decision-making mistakes caused by subjective arbitrariness. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions, and having departmental dinners. However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their own questions and suggestions through these smooth channels of opinion, or get an effective reply in time.

The fourth move

Be a supervisor of "investing for the benefit of employees"

As the core of the team, the supervisor must "do what he likes" according to the different characteristics of the employees in the department and seek the motivation to motivate the employees. Everyone's intrinsic motivation to be motivated is different, so the method of rewarding excellent work performance should also vary from person to person.

The fifth move

Take interest as a teacher and give employees more job opportunities.

Interest is the best teacher, and employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work content, which is also an effective way to motivate employees. New challenges at work will inspire employees to greater potential. If employees are interested in the work content, coupled with the challenges brought by the work content, employees will be fascinated and play a greater potential.

The sixth trick

Appreciation is the best motivation.

Praise can make employees more confident in themselves, love their work more and encourage employees to improve their work efficiency. Praise for employees should also be timely and effective. When employees perform well in their work, the supervisor should immediately praise them, so that employees can feel appreciated and recognized by their superiors. In addition to verbal praise, supervisors can also use written praise, one-on-one praise to employees, public praise and other forms to boost employee morale.

The seventh trick

Start with small things and understand the needs of employees.

Every employee has different needs. If a supervisor wants to motivate employees, he must have a deep understanding of their needs and try his best to satisfy them and improve their enthusiasm. To satisfy employees, we should start with small things and start with details.

The eighth trick

Let "performance" speak for employee promotion

At present, there are countless companies that promote employees according to their qualifications. Experts believe that promoting employees with "seniority" does not encourage employees to create performance, but will make employees feel lazy. On the contrary, when the supervisor speaks with "performance" and promotes employees with excellent performance according to performance, the purpose of encouraging employees to pursue excellent performance can be achieved.

The ninth trick

Competent people will give their core employees a raise.

Under the special economic situation, material incentive is still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies cut their expenses drastically, managers are more cautious about encouraging employees with salary increases. Experts believe that the economic crisis does not mean that there is no salary increase, but the demand for salary increase is higher. The key is to see how much value employees can bring to the company. For the core talents who create high profits for the company and develop profitable new projects, it is essential to motivate them through salary increase.

How to improve staff morale

The factors that affect employee morale include at least three levels: company level, manager level and employee personal level. To improve staff morale, we should start from these three aspects:

1, company level

There are many influencing factors at the company level, such as salary and welfare system, reward and punishment system, performance management system, employee promotion system, training and development system, labor protection and safety, working environment and so on. All these will affect the morale of employees. Therefore, the company must take corresponding measures to change according to the actual situation of the company to meet the development requirements of the company. For example, in the salary and welfare system, we must conduct a detailed external investigation on the salary, comprehensively consider the salary level of the same industry, and also consider the local salary level to ensure the external fairness of the salary; On the other hand, it is necessary to carry out job evaluation, ensure the internal fairness of salary, set different salary levels according to the contribution value of the position, avoid chaos, and at the same time distance appropriately.

2. Manager level

In addition to promotion at the company level, as a middle-level manager of the company, it is more important to master some skills to improve employee morale. It is suggested that middle and junior supervisors should strengthen the following aspects when improving staff morale:

1) Deeply understand the needs of employees.

Understand the needs of employees through usual communication, meetings, employee complaints, questionnaires and other forms. Only by deeply understanding the needs of subordinates can we effectively motivate them and fully mobilize their work enthusiasm.

2) Create a good working atmosphere

No one wants to work in such a working atmosphere: making mistakes at work and being blamed when making mistakes; Ask for instructions on major issues and minor issues; The office/site environment is in a mess; Chatting, making personal phone calls, quarreling, not working, all around; Team members undermine each other and are irresponsible; Complex interpersonal relationships; The boss always keeps a straight face.

Everyone is willing to work in such a working atmosphere: a relaxed, harmonious and free atmosphere; The office/site is clean and warm; Team members help each other and cooperate sincerely; Interpersonal relationship is simple and clear; Dare to try, will not be accused; Small progress and achievements have been recognized and appreciated by superiors and colleagues.

Therefore, creating a good working atmosphere is one of the important tasks of our middle and grass-roots supervisors in daily management.

3) Recognition and praise

It is human nature to like being recognized and praised by others, and we should also give sincere recognition and praise to the slight progress of employees in time. When criticizing employees, we should also pay due attention to skills and not hurt employees' self-esteem. In general, criticism should be carried out in private as far as possible.

4) Promote the growth of employees

It is the expectation of most employees to grow constantly at work. As a supervisor, it is our important job responsibility to help employees grow continuously.

3. Personal level of employees

The final determinant of employee morale is the employees themselves, and only they can become the masters of their own morale. Morale determines behavior, behavior determines habits, and habits determine fate. So our own destiny depends on our own morale. Only when each of our employees always maintains a positive attitude and is the master of their own positive attitude can our employees' morale be higher and their lives be more brilliant.

The above three suggestions to improve staff morale need to be focused on the specific situation of the company. It's best for the company to investigate and understand the real needs of employees, and then take targeted measures according to the needs. Improving staff morale is a long-term task, and it is unrealistic to expect immediate results. The most important thing is to keep moving bit by bit.