In the market, there is a trend of high staff turnover in small organizations. Some employers do not seek to arouse in a person a desire to work specifically for him, which becomes the reason for the negligent attitude to work by staff. Due to the overabundance of those wishing to find a job, the boss is much easier to find a new person than to train an existing one. Thus, a vicious circle is formed of eternally late irresponsible workers and the employer, suffering losses through their fault. The solution to this problem lies on the surface and its name is “staff motivation”.
Many managers of large enterprises understand that employees are their main asset, without which it is impossible to achieve high results. For this reason, they are trying in every possible way to awaken motivation for work in them - the desire to work and improve their performance for the benefit of the organization. This requires continuous improvement of the personnel motivation system in various ways. As a rule, the development of these methods is carried out by the personnel department, which submits its proposals to the manager and only after its approval has the right to put them into practice.
Any improvement of the organization’s personnel motivation system begins with the collection of information about the needs of employees, their wishes. To do this, you can conduct a survey or anonymous survey, as well as personal conversations. Some managers mistakenly believe that by constantly increasing bonuses or wages, they thereby arouse interest in employees. In fact, a person gets used to regular material incentives and ceases to perceive them as a positive assessment of his work. For him, it becomes a given, for which you do not need to make much effort. For this reason, improving the staff motivation system impossible to carry out without identifying his needs .
The mistake of most managers is that they are improving the staff motivation system, based on their own beliefs and vision of everything that happens. This is false information that should not be taken as the basis for the development of motivational methods. For some reason, many bosses do not want to ask their subordinates the question: what do you want? The opinion of staff is often not taken into account at all. This leads to another misconception that makes improving staff motivation not effective. This attitude to the team, as to a homogeneous mass and the development of standard incentive measures. It must be remembered that each person is individual and for each there is a stimulus that will encourage him to increase the effectiveness of his activities. To implement this thesis, the boss should pay attention to his subordinates not as a single organism, but as a sum of personalities. In some cases, a heart-to-heart talk with a person is enough for him to feel his own importance for the company and imbued with its ideas.
In order to improve the personnel motivation system successfully, it is necessary to identify not only the motives of employees, but also their antimotives. In other words, it is important to know what slows down the workflow. Some studies have confirmed that the authoritarian management style of superiors significantly reduces productivity. This number also included refining, the lack of movement on the career ladder. Given these factors and many others, you can create a picture of effective employee motivation, which will clearly indicate the list of methods that give a 100% result, as well as what causes a decrease in interest in employees.