How do property management enterprises motivate employees?

Managers of property management enterprises hope that their employees will work hard, serve the owners well and create more benefits for the enterprises. The benefits created by employees depend on their working ability and attitude. Working ability can be improved through training, and working attitude can only be effectively encouraged by managers to glow the potential of employees. The following is my understanding of how property management companies motivate employees. Welcome to reading.

First of all, rewards must be linked to performance.

Rewards include material rewards and spiritual rewards. The former mainly refers to increasing wages or bonuses, while the latter mainly refers to mobilizing people's enthusiasm and giving certain honors through various forms of praise. Among them, material reward is one of the oldest and most traditional incentives. Interestingly, when people concentrate on setting goals, creating work interests, providing opportunities for participation and other factors, it is easy to forget that material interests are the main reason why most people engage in work. Therefore, performance-based salary increase, rewards and other material incentives play an important role in determining employees' work enthusiasm.

Whether it is material reward or spiritual reward, we should pay attention to the fact that rewards must be linked to performance and adjusted with the market. Major rewards such as salary increase and promotion should be awarded to employees with the best performance and outstanding performance. Managers should find ways to increase the transparency of rewards, such as canceling the confidentiality of wages and disclosing employees' wages, bonuses and salary increases instead. These measures will make rewards more transparent and motivate employees.

Second, the implementation of job rotation system.

Professor Yan from the Institute of Human Resources of Shanghai Jiaotong University believes that to a certain extent, people, like animals, have the instinct of liking the new and hating the old, and if they work long hours, they may get bored. Therefore, as an enterprise manager, it is necessary to change the old concept of letting employees work in one post for a long time and create conditions for employees to have opportunities to work and develop across posts and departments.

Third, be good at using goals.

Without a goal, there is no management, and management is a process of approaching the goal step by step. Goals are the direction of efforts, and clear and appropriate goals can give employees great incentives. Therefore, enterprises should constantly set visible and achievable goals for employees, actively guide employees' personal goals in the same direction as enterprise goals, and make employees' personal interests consistent with collective interests. In addition, the goal setting should have a deadline, and constantly give feedback to employees, pointing out the degree to which the goal is achieved or close to the goal.

However, it is worth noting that in the process of applying the goal theory, it is necessary to ensure that employees think that the goal can be achieved. If employees think the goal is too high, too far or too low, their efforts will be reduced and their motivation will not be too great.

Fourth, implement differentiated incentives.

Almost all contemporary compensation theories believe that every employee is a unique individual different from others, and their important individual variables such as needs, attitudes and personalities are different. Because each employee's needs are different, what is effective for one person may not be suitable for others. Managers should give personalized rewards according to the differences of employees. The incentives that managers can control include salary increase, promotion, authorization and opportunities to participate in goal setting and decision-making.

Fifth, establish a fair system.

According to Adams' fairness theory, people's sense of unfairness (or fairness) is a subjective judgment of subjective psychology produced by objective stimuli. As far as objective reasons are concerned, if the company's reward distribution system is not perfect, and managers have cognitive errors in employees' efforts and rewards, employees will feel unfair. Therefore, the company should make employees feel that their efforts and income are equal. Specifically, employees' experience, ability, efforts and other obvious contributions should be reflected in their income, responsibilities and other income. An ideal salary system should be able to evaluate employees' contribution to each job separately and give them fair and appropriate rewards accordingly.

Six, internal marketing

Different from the traditional "marketing", internal marketing is a management concept that enterprises attract and motivate employees by providing jobs that can meet their needs. Think of employees as the first market that the company faces, and believe that employees in the internal market can mobilize their enthusiasm through active and coordinated activities similar to marketing. It includes:

(1) internal training. The purpose is to let employees have a comprehensive understanding of the company's operation and job responsibilities and determine their position in it. At the same time, it can improve its own ability and quality, increase the value of its own human resources, and provide opportunities and conditions for better development in the future. Especially in the knowledge age, knowledge is updated faster and faster, people are faced with more and more challenges in their work, and the demand for learning is becoming stronger and stronger.

(2) Internal authorization. By appropriately delegating power to employees, employees have the right to choose independently within a certain scope of authority, and their initiative and creativity are stimulated.

(3) Internal communication. Use seminars, study and training, internal journals, etc. Establish smooth communication channels, create enough communication opportunities and create good interpersonal relationships, so that employees can work in a relaxed, harmonious and upward environment.

(4) Internal investigation. Marketing can let the company know the needs of target customers, while internal marketing research can let the company pay attention to the current situation of employees, including employees' satisfaction with their current jobs and personal prayers for the company. Managers can make different adjustments and decisions according to the investigation to ensure the full play of employees' enthusiasm.