Thoughts and strategies to solve the main problems in rewards and punishments

Reward and punishment are two basic ways to motivate employees.

Motivation can mobilize the subjective initiative of employees, thus significantly improving productivity, so we should pay more attention to the motivation of employees, that is, the enthusiasm of employees.

Say "reward" first:

(1) Award Type

A) Material rewards: bonus, prize promotion, travel training, study abroad, etc.

B) Spiritual reward: award-winning certificate, award-winning certificate, trophy, medal, pennant, notice of praise, honorary title, photos of honor roll, etc.

(2) Reward skills

A) Pay attention to the comprehensive application of material rewards and spiritual rewards. While giving material rewards (or bonuses), we should try our best to increase the components of spiritual rewards, so that the winners can get spiritual encouragement while obtaining material benefits, and stimulate employees' sense of honor, accomplishment and pride, thus producing better incentive effects.

B) Different reward methods are adopted for different employees, and economic means are mainly adopted for ordinary employees with low income; For high-income managers, we mainly use spiritual means, such as promoting their posts, awarding titles, respecting their personality, encouraging them to innovate and letting them work freely, which will get better results.

C) Appropriately widen the level of material rewards. If the level of rewards is too small or the bonus difference between different rewards is too small, the incentive effect will be lost; If the bonus gap is too large and exceeds the contribution gap of employees, most employees who have not won the prize will feel unfair. Therefore, we should try our best to match the difference of bonus amount with the actual contribution of employees and embody the principle of fair and just reward, so as to fully mobilize the enthusiasm of employees.

D) Set the reward targets appropriately. If the reward goal is set too high, employees will lose confidence and the reward will be difficult to cash; If the goal is set too low, the meaning of reward will be lost.

E) Pay attention to the timing and frequency of rewards. The choice of reward opportunity directly affects the choice of reward distribution time and frequency. To realistically determine the regular rewards for employees from the actual management of the company, it can be conducted once every six months or once a year in combination with employee assessment.

punish

Punishment is a negative incentive, which punishes employees' unexpected behaviors that violate enterprise rules and regulations and enterprise purposes, so that such behaviors will not happen again. Employees who make mistakes can correct their mistakes through punishment and transfer them to the expected goals of the enterprise.

(1) Types of punishment Enterprises can give their employees different kinds of punishments according to their own punishment standards, such as verbal warning, written warning, demotion, withholding of wages and bonuses, fines, dismissal, dismissal, etc.

(2) the skill of punishment

A) When punishing employees, don't totally deny their achievements and mistakes. Don't completely deny employees' strengths and all their work. We should see the efforts of employees to the company and make them change in a positive direction.

B) Try not to hurt the self-esteem of the punished person, respect the privacy of the punished employee, do not use insulting language, pay attention to the way of punishment announcement or execution, and try to reduce the self-esteem of the punished employee.

C) Combining principle with flexibility, punishment is only a link in personnel management, which has certain negative effects. Therefore, punishment should be used with caution. It is necessary to master some flexibility under some special circumstances that do not violate the principle and affect the work.

D) pay attention to the ideological education of employees. Before punishing employees, we should carry out necessary ideological education, especially strengthen the training of employees, so that employees can abide by the law. Only those who are educated but do not change or cause serious consequences will be punished.

E) don't retaliate. Take a realistic attitude and way to punish employees who violate the rules. Don't mix personal grudges and personal likes and dislikes in the punishment, let alone attack, persecute and retaliate against the punished employees.

F) The range of attack should not be too large. When the punishment of more employees is involved, the method of "making an example for others" should be adopted to minimize the scope of attack and expand the scope of education.

G) There should be clear punishment standards for employees who cannot be replaced by words, and the principle of punishment according to law should be established, not determined by the subjective will of leaders.

Pay attention to the comprehensive application of rewards and punishments;

Reward and punishment is an effective way to standardize employees' behavior and a basic means to motivate employees. The comprehensive application of rewards and punishments is an important content of enterprise employee management.

(1) We should adhere to the principle of giving priority to rewards, supplemented by punishment. Reward is a positive incentive, which can directly meet the material and spiritual needs of employees with little negative impact. It is a good means to arouse the enthusiasm of middle-level employees, while punishment is a negative incentive, which reduces or deprives employees of some material or spiritual interests. This method is also effective and indispensable, but it has great limitations. In the implementation of rewards and punishments, rewards and punishments should be the main means, supplemented by rewards and punishments, in order to better achieve the goal.

(2) rewards and punishments are only a means, not an end. How to mobilize the enthusiasm of employees and give full play to their initiative in work is a goal for any enterprise, and rewarding and punishing employees is only an important means to achieve this goal. We should try our best to make rewards and punishments play a role in stimulating employees' enthusiasm and improving management level.

(3) Establish a scientific and just basis for rewards and punishments. Fair and just rewards and punishments must be based on fair and just assessment. Only by making a perfect, scientific and systematic assessment plan and conducting a fair and just assessment on employees regularly or irregularly can we accurately judge the advantages and disadvantages of employees and reward and punish them fairly.

(4) Pay attention to the moderation of rewards and punishments. If the rewards and punishments are excessive, the small prize will lose the meaning of reward, and the small prize will lack the due incentive intensity, which will dampen the enthusiasm of employees. Too small a heavy penalty will aggravate employees' frustration behavior, and too small a penalty is not enough to correct violations. All these will cause the imbalance of the labor force and can't arouse the enthusiasm of employees.

(5) Seriously guide the frustration psychology. Employees who are punished will inevitably feel frustrated. Award-winning employees sometimes feel depressed, which may lead to depressed behavior. Therefore, we should attach importance to psychological counseling, especially ideological work.