How to motivate employees in enterprises

How to motivate employees in property service enterprises (1) The timeliness of motivation.

Generally speaking, rewards are valid. If employees have achieved good job performance, but they are not rewarded, or the reward time is excessively delayed, then this reward will lose the potential to stimulate employees to create job performance in the future. In other words, late incentives are sometimes ineffective.

The employees of property service enterprises are basically simple manual workers, and a considerable number of them are migrant workers, which are easily affected by the external environment, so the turnover rate is very high. Sometimes the wage gap between 50 yuan and 100 yuan may make a skilled worker jump ship without hesitation.

I remember when I was working in a property company in Beijing, I once died in Allianz Square hosted by Bonwales to participate in industry exchange activities. During the visit, I suddenly saw a familiar figure.

This is a cleaner who has worked in the property management company I serve for several years. He is deeply impressed, comprehensive in technology and good in personality. Besides, I seem to have seen him cleaning the carpet meticulously in the building the other day. Why is he here?

? X loyalty. ? I called him.

? Hello, manager. ? He looks very embarrassed.

? Is this cultivated by your company? What a skill! ? I really don't know how to answer my colleagues.

This situation is common in many domestic property service enterprises. For a considerable number of outstanding employees, when they have made certain achievements for the enterprise, but the return that should have been obtained immediately has not appeared, as long as there is any temptation from the outside world, they will quickly choose to leave.

It was later confirmed that this employee named X Zhong left his job because of this incident.

(B) the breadth of incentives

Because the property service enterprises have the characteristics that the work content is difficult to quantify, the incentives for employees are mainly in the form of collective rewards, such as excellent teams and departments. Even a selection? Excellent employees? Most of them are mere formality, lacking objectivity and obvious differences. A lot in reality or? Take turns sitting in the village? .

But? Cauldron rice? The formal incentive mechanism has made employees despise the value of rewards, because it can only play what herzberg said? Health factors? The role of, and can't achieve the real? Incentive? Function. So sometimes companies spend money and get negative results.

For the width of incentives, property service companies need to seriously consider three issues:

(1) Have you mobilized the enthusiasm of truly outstanding people?

(2) Can we mobilize the enthusiasm of most members?

(3) Have you discouraged those who have not been rewarded?

If the incentive effect of property service enterprises only reaches one aspect, or even none, then the incentive of this enterprise is invalid or even failed; If two of the effects are achieved, the incentive goal is basically achieved; And achieved the above three effects, it can be said that the incentive mechanism of property services is very successful.

The "way" of motivation

There are usually three ways to motivate employees: material motivation, spiritual motivation and emotional motivation. The concrete application of these three ways needs the reasonable and effective organization and implementation of property service enterprises.

(1) Because property service enterprises are labor-intensive enterprises, personal income has no advantage in all social strata, and material incentives are always the most effective basic means.

(2) When a person's economic income reaches a certain level, he will turn to the pursuit of spiritual satisfaction and sense of accomplishment. For such people, a sense of accomplishment is often more attractive and valuable than money. Therefore, for managers or special talents, we should consider both material incentives and spiritual incentives.

At the same time, it should be noted that high salary can't solve all problems. In order to retain the best employees and the most valuable talents, enterprises usually have to consider paying different salaries for different performances, and this difference must be obvious enough to truly achieve the incentive effect.

(3) Four key words of emotional motivation:? Like? 、? Tolerance? 、? Stage? 、? Grateful? .

First, praise

It is necessary to form the habit of praising employees, and the language of praise should be concrete, sincere, artistic and heartfelt.

As we all know, the story of Liu Bei's casting his son embodies a deep meaning: sincere feelings are expressed by artistic means, thus achieving the purpose of management. Pay attention to these three key points: sincerity, art, purpose and, most importantly, sincerity.

B. Tolerance

To a certain extent, tolerance is the best medicine in management and an important way to motivate.

Managers should have a clear understanding of each subordinate's ability, and then arrange suitable jobs and workload, instead of always measuring and demanding subordinates by their own work ability. This is a common mistake made by managers of property service enterprises. I severely taught myself from my own personal experience.

C, stage

Give employees a stage for full performance.

Sometimes, in the face of some employees, managers just need to tell them the standards and operating procedures they need to meet, instead of turning all employees into? An obedient machine? .

Excessive management can be self-defeating. If we can give creative subordinates a free breathing world, let them give full play to their talents, and then finally achieve their work goals through their own efforts, they will have a strong sense of accomplishment.

A psychologist once said: For the creator, the only best stimulus is the freedom to decide what to do and how to do it. ?

D. thanks

Emotional construction has always been an important aspect of corporate culture construction.

Should be actively promoted? Enterprises and employees are grateful? Theme corporate culture construction.

First of all, enterprises should thank employees for their long-term, stable, healthy and efficient development. At the same time, employees should also thank the enterprise for bringing them a platform for personal career development, so as to realize the growth and development of the enterprise and employees.

The incentive mechanism of an enterprise is the decisive factor of the contribution rate of employees to the enterprise. What is the most important thing for managers when using incentives? Mind? .

Hugo once said: The widest ocean in the world, the sky wider than the ocean, and the human mind wider than the sky. ?

Sometimes, a greeting when the weather turns cold, a blessing on your birthday and a reminder when you are tired are the best emotional incentives.