Employee motivation course

What courses are there for "I" employee execution training? Company employees are lazy every day and want to give them a training and encouragement. & ltbr/>；

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What courses are there for "I" employee execution training? Company employees are lazy every day and want to give them a training and encouragement. & ltbr/>；

The execution of employees is very important. If employees are lazy every day, they can't do things well! Can you tell the reason why employees are lazy? Is it because the treatment is not good, the standards are not clear, the process is not smooth, or employees regard the company as a place to support the elderly? Then make a targeted choice!

〈〉〉〉〉〉〉〉〉〉〉〉〉〉〉〉𝶹𝶹𝶹𝶹𝶹〉 12

Honey, I just looked it up online. Zhang Guorui Lecturer Course: Staff Motivation and Subordinate Counseling are as follows:

course syllabus

Module 1: Principles and Cognition of Coach Consultation

First, the basic concept of coach

1, the challenge of leaders

Discussion: The Challenge of Leaders

Watch the video: experience the challenges faced by leaders.

2. What is a coach?

3, catalytic leadership and leaders' seven priorities

Second, the timing and types of subordinate counseling

Group discussion: What situation needs counseling?

1, tutoring type

Coach. Coach.

Provide consultation for problem employees.

2. Consultation procedure

Pre-preparation: Confirm the demand

On skills and performance

Provide support and resources

follow-up action

3. Determine the consultation schedule: consultation schedule.

Third, the principles and strategies of subordinate counseling

1, guidance principles that vary from person to person.

Employee maturity and consulting methods

Command and support behavior in leadership style

According to the situation of subordinates, determine the appropriate counseling methods.

2. Coach's technical principles

Performance = potential interference

From problem area to target area

From failure thinking to feedback thinking

Module 2: Master the core four basic coaching skills.

First of all, about listening skills

1, the level of listening and empathy

2. Effective feedback skills in listening.

3. Retelling and inductive skills in listening.

4. Empathy and emotional skills in listening.

5. The coach listened to 10.

6. Four common listening habits

Second, the skills of asking questions

1, the position and starting point of the question: critical and enlightening.

2. Directionality of questions: guidance and exploration.

3. The professional coach asked four questions:

4. Ask more about what and less about why.

5. Open, with many problems; Closed, few problems

6. Focus on your goals and think positively

7. Step out of the box and broaden your horizons

Thirdly, the skill of distinguishing.

1, the process of teaching is the process of continuous differentiation.

2, the purpose of the coach to distinguish.

3, the coach should distinguish between key points and content:

4. Learn to distinguish facts from inferences.

5. Learn to distinguish between goals and problems.

6, learn to distinguish between behavior and motivation

Fourth, coping skills.

1, the purpose of the coach's response

2. Eight principles for coaches to cope with

3. Positive and improved feedback and response

4. Window of johari and self-disclosure.

Module 3: Four Steps of Guidance.

Step one: define the goal.

Make clear the goal type: vision goal/performance goal/action goal.

Five key elements of accurate goal

The relationship between personal goals and corporate goals

Key points of setting goals:

Is this the goal he wants? (Turn your goal into his)

Is this goal feasible? (Make him willing to challenge himself)

Is there a tracking view of target execution? (Make him willing to devote himself to the goal)

Are you ready for guidance and advice? (Make him feel that you are standing with him)

Field case: guiding subordinates to improve their performance

Step 2: reflect the facts

Effective dialogue framework with clear status quo

Find out the gap between the status quo and the goal.

Clearly aware of the interference of blind spots in achieving goals

Explain the main points:

I think it's different from other people's

The theory of support and the theory of use.

Appearance versus fact

Don't know yourself vs don't want to know yourself.

Step 3: Think on the bright side.

Relationship between mentality and goal

From technology to adaptability

The core skills of moving a good attitude

Find out the relevant beliefs that may be resisted.

Role-playing: Psychological Counseling for Problem Employees

Step 4: Plan your actions.

Three magic weapons to create results: goal-plan-action

Inspection and evaluation of actions

ABC coaching skills in coaching follow-up.

TOTE coaching skills in counseling follow-up

Coping skills in consultation and follow-up

Action plan list:

what are you going to do？ What are the steps? With what measure? Who will check it? What is the result?

Group exercise: comprehensive application of four steps and problem design of each step

Module 4: Comprehensive Skills of Coaches.

First, AB tutoring mode

From the present situation to the goal

Identify obstacles and increase possibilities.

Situational exercise: Facing the objective obstacles, how can the coach effectively guide them to break through?

Second, the application of logical coaching technology.

Spirit-identity-belief, values-ability-behavior-environment

Basic coaching skills at each level

Situational exercise: subordinate consultation on career and employee development

Application of 3.5R Coaching Wake-up System

The right reason, the right thing, the right time, the right way, the right person.

Case study: how to achieve effective authorization

Module 5: Consulting Skills and Demonstration

First, consulting skills.

Communication process

Intervention skills

Feedback skills

Second, the demonstration of successful counseling

Effective behavior and ineffective behavior of consultation

Basic principles, communication rules and extended discussion

Third, skill practice.

Role-playing: mentor, subordinate, observer

The coach discussed: What are the difficulties you face?

What should you do to ensure a successful performance?

How was my consultation?

Correct improper consultation behavior

Summarize and share:

Summing up skills

Write an action plan

Student sharing

3. Detailed introduction of courses and lecturers related to equity incentive.

A two-day systematic study of the president's practical course of "company control and equity incentive"

The first morning.

1, the benefits and minefields of equity incentives;

2. How do old employees, executives, vice presidents and shareholders carry out equity incentives?

3. How to solve the problem that the boss wants performance and the employees want salary;

4. Eight internal equity incentives;

5. Upstream and downstream resources are integrated outside the company through equity.

The first afternoon

1, how to control the company;

2. How to lock entrepreneurs for life and turn upstream and downstream into shareholders;

3. Necessary conditions for entering the capital market;

4. How to construct the company's equity top-level strategy;

5. What kind of people are suitable for starting a business together;

6. How to deal with "D shareholders";

7. How to deal with the wrong equity in the early stage of starting a business;

8, different types of enterprises how to design the ownership structure for reform.

The next morning

1. What if there is a conflict between shareholders?

2. How to create the responsibilities, rights and interests of shareholders;

3. How to divide the equity, when, how much, and to whom;

4. Minefield and bottom line of equity incentive;

5. What are the entry and exit conditions for shareholders?

The next afternoon.

1, how to carry out low-cost financing through equity;

2. How to split the company and establish a group structure for financing;

3. How to design a chain expansion system from scratch without funds;

4. How to design the profit model of the company to make the profit exceed the turnover;

5. How to modify the articles of association and pre-listing planning?

If you are 15, 12 in three companies, 8 1, 6 shares, 8 1, 5 incentive mechanism, and want to systematically understand the design of learning equity incentive scheme, you can find a teacher from Zhongtu. I hope it helps you.

How should managers effectively motivate employees?

As a leader of an enterprise, he is always willing to see his employees work actively. Because positive and energetic employees are an important guarantee for enterprises to achieve higher production efficiency, maintain good economic benefits and maintain their own competitiveness. So how to motivate employees? This is a problem that enterprises and even people who play the role of employers have been considering since the employment relationship between people appeared. There are many ways to arouse enthusiasm. However, in the management activities of modern enterprises, this is an important issue that needs careful consideration. There are often some enterprises that can't mobilize the enthusiasm of employees, and even have serious problems. The reason here is often that leaders lack a deep understanding of the meaning of employees' enthusiasm or are self-righteous, so that the measures they take to mobilize employees' enthusiasm are even less targeted.

The most direct means of employee motivation is material motivation, that is, encouraging employees to work hard through material rewards and punishments. The main reward methods are performance bonus, welfare, equity, allowance and subsidy. The foundation of human social activities is material. Getting more income and better treatment can often stimulate people's work, so material incentive has always been an incentive model implemented by enterprises. However, in practice, many companies find that with the extension of time, the enthusiasm of employees will gradually fade after the salary increase. Therefore, enterprises often need to raise salaries repeatedly to motivate employees, which eventually leads to the increasing cost of enterprises and the inability of employees to play their work enthusiasm.

Some enterprises implement the principle of absolute fairness in material incentives to avoid the internal psychological imbalance of employees, which greatly obliterates the enthusiasm of employees. Because of this absolute fairness, there is no difference between diligence and laziness, and the average is equal to no incentive. In fact, human beings not only have material needs, but also spiritual needs. Sometimes rewarding others will be counterproductive, because high bonuses will make everyone affect each other's normal work and the atmosphere of the whole society will not be positive. So simple material incentives are not enough. Only by combining material incentives with spiritual incentives can we really mobilize the enthusiasm of employees. As a result, we do everything possible to mobilize the enthusiasm, and what is really mobilized is not the enthusiasm of employees, but their persistent pursuit of money treatment, or desire.

So how should we think about and formulate effective rules and regulations in the process of stimulating the enthusiasm of front-line employees?

First, enterprises should analyze employees' own abilities, and the motivation is to let employees better complete the established tasks. However, the premise of completing the task is that the employee is competent and can tap greater potential through incentives in the foreseeable future. Here, enterprises need to preliminarily judge whether employees have the required professional skills and abilities. Incentive policy can only be effective if it has great development potential. However, if the ability of employees is far from the requirements of enterprises or even completely incompetent, the best way is to replace them. If there is a certain gap in the ability of employees, but it can be improved by vocational skills training in the foreseeable future, it can be made up by training and counseling.

Second, carefully analyze the factors that affect the improvement of enterprise performance when the ability of employees allows. Different enterprises have different factors affecting performance, which requires leaders to carefully measure the state and ecological chain of enterprises and find out the key influencing factors. If these factors have a positive impact on employees' behavior, then the direct and effective behavior that enterprises need at this time should be linked to professional assessment, coupled with performance assessment supplemented by material incentives, so as to mobilize employees' enthusiasm and support organizational development.

Third, material incentives and spiritual incentives should go hand in hand. Often after people's loyalty to an organization reaches a critical point, they will voluntarily contribute themselves to this organization without much material encouragement, and their personal enthusiasm can reach a high level. Spiritual motivation often plays an unexpected role in enhancing employee loyalty. Spiritual motivation is a higher-level motivation method, which includes satisfying employees' sense of competence, achievement, importance, influence, personal growth and valuable contribution, and plays a hidden role in employees. Often when the basic material needs are met, employees will turn to pursue career achievements. As an excellent employee, the affirmation and appreciation of leaders are sometimes more attractive than high bonuses. Faced with employees' low enthusiasm and distraction, the first means that enterprises think of is to raise wages or pay bonuses, but this can only be a short-term * * *, and it is only a stimulant, which cannot achieve permanent results. At the same time, it also increases the financial pressure of enterprises. Over time, the company's salary management may fall into a vicious circle. As an organization, the spiritual treatment of members is one of the important indicators to retain core talents for a long time. The spiritual treatment is often invisible, and as a manager, it is often ignored. What employees need most is actually humanistic care, which is the saying that "a scholar dies for a confidant." Therefore, only when the company leaders realize the importance of psychotherapy can they fully grasp the needs of employees. Managers can improve employees' satisfaction with psychotherapy through humanized management. If employees are authorized to manage and control their work, their satisfaction with psychotherapy can be effectively improved.

How about "Wu" Zhang Daijin's "Excellent Staff Mentality and Peak Motivation" ... Has anyone heard of it?

The core curriculum that growth organizations in China must practice.

The mentality and peak motivation of excellent employees

Where does your salary come from? -Answer truly outstanding employees and speak with results.

Let your employees run-revolutionary training with result orientation

Course background:

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Why are your employees not self-motivated, very active and don't understand the boss's good intentions?

Why do your employees have poor quality, often offend customers, lose turnover and damage the company's image?

Why do your employees keep changing jobs, and your enterprise becomes a talent delivery base for competitors?

Why do your employees shirk each other, have poor cooperation and have a serious lack of team execution?

Why did you become the "nanny" and "rickshaw driver" of the enterprise? ……

If you want to have different results, you must first take different actions! ! ! Teacher Zhang Daijin's life-saving course will rekindle the motivation of your employees' life and work, and build a highly pragmatic, absolutely responsible and excellent staff team for you! Let your staff team from ordinary to excellent, from excellent to excellent!

What are the incentive training courses for employees in Shandong enterprises?

Training items: how to effectively motivate employees;

The first lecture is the human resource management model with the incentive mechanism as the core.

0 1 Introduction

02 Solve the Top Ten Management Problems of China Enterprises

03 cases and enlightenment

Modern high-performance incentive human resource management model

The second lecture is to strengthen the understanding and study of incentive theory.

0 1 Maslow demand hierarchy model

02 incentive-health care two-factor theory

03 fairness theory

Fromm's Expectation Theory

Skinner's reinforcement theory

Practical human internal cause model of motivation

The third lecture is about the characteristics and thinking methods of employee motivation

0 1 characteristics of employee motivation

02 "Trinity" thinking method

03 specific methods to understand the needs of employees

04 methods of formulating effective incentive policies

Fourth, the principle of employee motivation.

0 1 general principles of employee motivation

02 advanced principles of employee motivation

Five, the essence of enterprise incentive mechanism

0 1 Key points of SME incentive mechanism

Essentials of Incentive Mechanism for Large Enterprises (Groups)

Vi. Matters needing attention for leaders to motivate subordinates

0 1 Introduction

Attention should be paid to depicting "the same vision" for subordinates.

Pay attention to using "action" to show it to subordinates.

Pay attention to the use of "guidance rather than control"

Pay attention to trust after authorization.

Pay attention to the power of justice first.

Pay attention to effective communication with subordinates.

Seventh, the operating skills of employee motivation.

0 1 Introduction

02 employee temperament and motivation

03 talent categories and incentives

Practical rules for detonating employees' potential

How to handle employees' complaints

06 15 skills to motivate employees' morale

The eighth lecture on the misunderstanding of employee motivation

0 1 Introduction

Eight misunderstandings of employee motivation

The ninth lecture is to establish a complete and effective incentive platform for enterprises.

0 1 Introduction

02 12 effective incentive platform scheme

Lecture 10 Incentive Model for Senior Managers

0 1 the necessity of management incentives

Design of annual salary system in enterprises

03 the basic model of equity

Basic mode of 04 MBO

Summary of how to effectively motivate employees in enterprises

What are the contents of human resource management courses for non-human resource managers?

First, human resource management objectives and role division

Second, the function of human resource management

1, human resource planning

2. Recruitment and configuration

3. Training and development

4. Performance management

5. Salary management and employee relations

6, employee motivation and retention strategy

Third, create a positive corporate culture.

Please refer to Huang Zhiwei's syllabus.

Baba company is about to go public. How to reasonably allocate equity to motivate employees?

After the distribution of shareholders' rights and interests, part of the shares should be reserved for senior employees and part should be reserved for outstanding employees as rewards.

How does "Nine" make employees like training courses? Whenever training is mentioned, people always say things like being busy and tired, and there are always complaints.

In fact, there are many ways. If it is a relatively large hotel, there will definitely be room for improvement. Then, the training will add promotion conditions.

Recently, I read "108 non-monetary incentives for employees", and I feel very good and benefited a lot. If you want to lead a good team, you must first have leadership ability and professional quality, and learning and promotion are essential. Now I will extract some essence and share it with you.

First of all, example motivation sets a behavioral benchmark for employees. In any organization, managers are the mirrors of subordinates. It can be said that as long as we look at how the managers of this organization treat their work, we can understand the working attitude of the members of the whole organization. "The table is not straight, so you can't seek a straight shadow." In order to make employees full of * * *, managers must first show their faces. 1. Leaders are imitators of employees. 2. motivate yourself before motivating others. 3. Make subordinates efficient, but you can't be inefficient. 4. Create a smart and capable image. 5. Take the lead in setting an example. 6. ignite the enthusiasm of employees with your own enthusiasm. 7. Let me do what you can't do. 8. Getting your hands dirty can motivate every employee. 9.

Second, goal motivation stimulates employees' desire to keep moving forward. People's behaviors are all caused by motives and all point to certain goals. This kind of motivation is the inducement of behavior, the internal driving force of action, and plays a strong incentive role in human activities. By setting appropriate goals, managers can effectively induce, guide and motivate employees' behavior and mobilize their enthusiasm. 10, let employees have full confidence in the future of the enterprise 1 1, lead all employees with the same goal of * * * 12, grasp the principle of "jumping and reaching" 13, and be specific when making goals 14.

Thirdly, it is an important management skill to make people with great responsibilities more active and effective. No matter how competent a leader is, it is impossible to contract out all the work, which can only reduce management efficiency and slow down the growth of subordinates. Through authorization, managers can improve their and their subordinates' working ability and greatly stimulate their enthusiasm and ownership. 19. Don't be a "housekeeper" in the company. 20. Holding power in your hand is just a dead thing. 2 1. Use "sense of status" to motivate employees. 22. "Important tasks" can stimulate their enthusiasm for work. 23. Adequate preparation is a prerequisite for effective authorization. 24. Be selective about the authorized objects. 25. Look at the timing of authorization and choose authorization.

Fourth, respecting incentives gives people dignity far more than money. Respect is one of the most humane and effective incentives. Encouraging employees by respecting and attaching importance to them is far more lasting and effective than material incentives. It can be said that respect is a magic weapon to motivate employees, and its low cost and outstanding effect are beyond the reach of other incentive means. 28. Respect is an effective zero-cost incentive. 29. Knowing how to respect can lead to the return of sages. 30. Respect great sages with real skills. 3 1. Know how to save face when criticizing subordinates. Respect everyone, even if his position is humble. 33. Give orders in the tone of request. 34. The higher the position, the less arrogant you can be. 35. Don't blame and ask questions.

5. Communication to motivate subordinates is to "talk" about the good relationship between managers and subordinates, which plays a special role in mobilizing the enthusiasm of subordinates and encouraging them to actively work for enterprises. The premise and the most important point of establishing such a good relationship between superiors and subordinates is effective communication. It can be said that communication is to managers what water is to fish and air is to birds. 39. Communication is a magic weapon to motivate employees. 30. Communication brings understanding, and understanding brings cooperation. 4 1. Establish a perfect internal communication mechanism. 42. Eliminate communication barriers and ensure that information can be enjoyed. 43. Be good at finding the "breakthrough point" of communication. 44. Seven steps to communicate smoothly with employees. 45. Pay attention to "warm up" when talking to subordinates. 46. The key point of communication is not to say

Sixth, trust incentives induce the will of others. Leaders and employees should be honest with each other. In what ways do you trust him? In fact, how do you sketch the direction and trajectory of his will? Therefore, trust has become an important way to motivate and induce the will of others. And management is not to stimulate and induce the will of others? 49. Trust is the engine of enthusiasm. 50. Employing people is undoubtedly the basic way to control people. 565,438+0. Trust business backbone. 52. Believe in young people and open up a new world. 53. Cut off the posterior route of suspected subordinates. 54. 14 Ways of expressing trust in subordinates. 55. There is no doubt that people can do superficial things. 56. Trust and inspire their self-confidence.

Seven, tolerance and motivation, broad-minded will make people willing to work. Tolerance is a management art and an effective way to motivate employees. The tolerant quality of managers can not only make employees feel cordial, warm and friendly, but also gain a sense of security. It can also be transformed into the key to start employees' enthusiasm, encourage employees to reflect on themselves, be self-disciplined and self-reliant, and let employees willingly serve the enterprise while being moved. 57. Forgiveness is a prerequisite for leadership. 58. Tolerance is an important incentive. 59. Forgiving others paves the way for yourself. 66. Give subordinates a chance to correct their mistakes. 66. Forgiveness is easier to conquer subordinates. 62. Pretend to be "confused" when offending subordinates. 63. Being kind to "dissidents" can quickly "gather" people's hearts. 64.

Eight, praise the zero-cost incentive method with strange incentive effect. Everyone has the desire to be an "important" person, eager for praise and affirmation from others. Praise is a very effective and incredible driving force, which can give people a positive force and greatly stimulate people's enthusiasm for things. Encourage employees with praise, and managers will get far more than they pay. 67. The most exciting motivation is praise. 68. "Top hat" will shape people even if it is not true. 69. Look for the bright spots of subordinates with appreciation. 70. Be grateful and find beauty in small things. 7 1. Abandon prejudice and make praise fair and just. 72. When it comes to the point, praise will have a good effect. 73. Pay attention to the way of praising subordinates in public. 74. Praise for new and old employees should be different.

Nine, emotional motivation makes subordinates work hard when they are moved. Whether a leader can succeed depends not on whether anyone works hard for you, but on whether anyone is willing to work hard for you. It should be noted that it is not money and status that determine life and death, but a love story. A caring act, a few emotional words and a few sad tears are all thousands of times more important than the role of senior officials. 75. Feelings are soft as water, but they can be invincible. 76. If you conquer your mind, you can control your body. 77. If you are considerate, others can be considerate. 78. "Goodwill to face difficulties" can also be generated. 79. If you support your subordinates, they will be more loyal. 86. Don't miss the opportunity to send charcoal in the snow.

X. Invisible button for competitive incentives to enhance organizational vitality Everyone has a competitive mentality. Establishing a benign competition mechanism within an enterprise is a positive, healthy and upward guidance and encouragement. Managers set up a challenge ring and let their subordinates compete on stage respectively, which can fully mobilize the enthusiasm, initiative, creativity and sense of Excellence of employees and comprehensively improve organizational vitality. 84. Competition can stimulate morale quickly and effectively. 85. Make a bet at work once in a while. 86. Keep employees in a competitive state forever. 87. Three key points in establishing a competitive mechanism. 88. Vitality and creativity are wiped out. 89. Create a sense of crisis with fish-like characters. 90. Use "crisis" to activate team potential, guide healthy competition and avoid vicious competition.

XI。 Cultural encouragement is the driving force to promote the development of enterprises by using corporate culture to cultivate the corporate culture of outstanding employees. It plays a guiding role in the development goals and behaviors of enterprises, can effectively improve the production efficiency of enterprises, and also has a strong cohesive effect on individual enterprises. Excellent corporate culture can improve employees' mental state and cultivate more outstanding employees' sense of pride and honor. 92. Corporate culture has a clear incentive direction. 93. Corporate culture is a long-term and deep-seated incentive. 94. Corporate culture is also a kind of treatment for employees. 95. Enhance combat effectiveness with correct corporate culture. 96. Assimilate all employees with corporate values. 97. The characteristics of an inspiring organizational culture. 98. A strong leader breeds a strong culture. 99. Reflect corporate culture with a good environment.

Twelve, disciplinary incentives must be negative incentives. The role of punishment is not only to educate yourself, but more importantly, to make others take warning and feel avoided through moderate external pressure. Although punishment is a negative incentive, it must be done. Because "Huairou" cannot solve all problems. 100, without rules, there will be no justice 10 1, easygoing is not always meaningful 102, timely punishment shows the principled position 103, and the principle of "punishing relatives without punishing them" is adhered to 104. Seize the opportunity and pay attention to the way of punishment 107, the combination of punishment and "softening" is more motivating 108, less punishment and more encouragement.