Each leader wants to find a certain “button” among his subordinates, which allows you to control the desire of employees to work to achieve a result. Even better if there is a system of such “buttons”, which will allow you to control subordinates in automatic mode. From a scientific point of view, such a system is called staff motivation. Ideally, the system should work as follows. The set program allows you to control labor productivity, arouse a natural desire among employees to perform their duties efficiently in order to achieve a positive result, both for themselves and for the company as a whole. In most cases, staff motivation and incentive is transferred to money, which has long been considered a resource that makes it easy to manage each person.
Personnel motivation is such an important aspect of the organization of the work process, at least to some extent pretending to be effective, that many books have been written on this topic, several theories have been created, millions of articles have been published, but so far, to answer the question of how organize 100% effective management of staff motivation , unfortunately not.
It should be noted that staff motivation is a science that is actively studied by entire departments of international corporations. With the visible success that the experts achieve in this matter, there are facts that cannot be explained in terms of generally accepted logic. For example, successful managers quit a well- paid job and give themselves to a calm and measured life, albeit not overfilled with material values, but devoid of stress and time pressure. In this example, there is a persistent trend of an incorrectly built motivation system, the erroneous transfer of data from a personal motivation card, which is inherent in every person, to the work process. That is why staff motivation, namely, the construction of a system for maintaining employees in a healthy state and at that level of satisfaction with their own work and life that allows them to achieve the desired goals and results, should be carried out by competent specialists, and with regard to each specific case, that is, each specific company and the situation in which she is.
Of course, not every organization can hire a specialist or even a whole department that will only build a management and staff motivation system, although in some cases it is advisable. In most cases, issues related to employee motivation are dealt with by managers who should be knowledgeable in the proper construction of the system.
Unfortunately, many managers do not realize the importance of the foregoing and base their own system of introducing staff motivation on the already classic motives that stimulate employees. Among such motives can be greed, fear for one's own future, inner adventurism, vanity, obsequiousness, and even the pain factor. Moreover, such “buttons”, which managers try to push, do not always cause the effect of the expected level, in any case long-term.
The manager, who decided to study the aspects of staff motivation, must first recognize two facts:
1. Employees are people who are no different from their boss or other managers
2. Employed persons are subordinate to their management only due to prevailing circumstances, as well as personal motives.
These two factors are fundamental in building an effective system of personnel motivation - one of the most important moments of a successful work process.