The activity of any company depends on how well a staff motivation system is developed and the sequence of its implementation is followed. Many managers believe that the more benefits and rewards they provide to the employee, the higher their incentive to work. Recent studies of staffing agencies have shown that the situation is somewhat different. They proved and scientifically substantiated that any system of personnel motivation to work contains many paradoxes that a manager should take into account when developing the organization’s personnel policy.
All incentive measures rest on the human factor. They are aimed at identifying the hidden potential of employees and developing such measures in order to direct this resource to the benefit of the company, thereby ensuring stable high profit growth. The whole difficulty in creating the system lies in the correct assessment of the personnel potential and the need to take into account other factors affecting a person’s desire to achieve a result. Bill Gates said that if 20 core employees leave his corporation, then he can safely declare bankruptcy. Thus, the personnel motivation system should not only financially and socially reward all employees, but mainly highlight the main link among them that will bring maximum profit.
An interesting fact is that the company has absolutely no neutral points that would in no way affect the performance of employees. Everything that is available here is either motivating or demotivating. Based on this thesis, the manager should create an environment around employees that would maximize their work and personal development. Technical innovations should appear in the office, there should be no distracting objects, the established dress code must be strictly observed. But this does not guarantee that the increase in staff motivation will occur continuously without any failures. Again, the human factor became the whole cause. Even the most promising employee may at one moment lose interest in the business in which he is engaged. The reason for this may be changes in personal life, a rethinking of values. In this case, any ways of motivating staff will not have any result.
Based on the foregoing, the staff motivation system should be based not only and not so much on a set of encouraging and discerning measures, but primarily on identifying the employee’s internal needs. It is necessary to combine his personal goals with the tasks of the organization in which he works. A person must feel the significance and value of what he produces. Only his own achievements, which were given to him with certain efforts, will be significant for him and will be the reason for further development.
Another pitfall of effective effective motivation is that an employee at some point reaches his career maximum in the company, “outgrows” it. The leader who created all the conditions for his professional and personal growth and, as a result, received a valuable employee, simply loses it. To avoid this situation, experts advise again to address the needs of the employee and take his relationship with his superiors to a new level, transforming them into a partnership. This will help to keep an important person for the company in its place.
Creating a motivational system is a very time-consuming task that requires specialists to have knowledge of psychology, economics, and strategic thinking. Even when all scenarios have been worked out, an unforeseen situation can always happen. This is due to the high value of the human factor, whose actions are sometimes uncontrollable.