1000 Business Lessons Every Businessman Must Know

Chapter 88 Boosting morale: find ways to get employees running (1)
[-]. Timely rewards to boost morale
723. Receiving rewards makes people full of enthusiasm
Many people have seen the circus performance, which has many interesting programs.There is a traditional program called "Puppy Does Math".Every time when the trainer raised a digital sign, the puppy could accurately bark a few times.At this time, the trainer will take out a candy from his pocket and stuff it into the puppy's mouth to show his appreciation and encouragement, and the puppy will happily wag its tail.The next time the coach lets it count, he will always get the answer right.

Likewise, another circus show, Big Bear Rides a Bicycle.Every time a coach rides, he puts two candies into its mouth.Once the coach didn't have enough sugar, so he just stuffed a piece into its mouth. The big bear immediately got off the bike, sat down on the floor and couldn't get up. The coach was so anxious that he couldn't do anything.

The two examples above illustrate that animals, including humans, have a natural instinct to do things that are rewarded.

The essence of leadership is indeed such a simple but often forgotten truth: you should reward others for doing what you want.

724. Do Something Touching
Praising employees is an incentive method that costs nothing or costs less, and if used wisely, it will produce unexpected results.

Hunter is a young backbone of a certain company. On the day of his wedding, all the leaders of the company came.The wedding venue is almost like a company party.On behalf of all the colleagues in the company, the general manager said to the two newcomers: "Youth is the hope of our company. The company is proud of such employees. I wish you well! The bright future of the company depends on you. I wish you happiness and happiness, and grow old together!" Listen After listening to the leader's words, every colleague present was as warm as the new couple.

Praising employees in informal occasions can shorten the distance between each other, make it easier to express feelings and opinions, and has many benefits that praise in formal occasions does not have.It can not only motivate and inspire people, but also inspire people with positive hints.However, it should be noted that when adopting the method of praise and reward, special attention should be paid to the psychological changes of the people present, so as not to leave a negative impression on people.

In addition to praising employees in informal occasions, incentive travel can also sweeten the hearts of outstanding employees, and they will continue to work for the company willingly in the future.Even if you choose to hold an incentive trip in Southeast Asia, as long as you have creativity and intentions, you don't need to spend too much money, and you can still move your employees.

725. Value Standards are Implemented Through Rewards and Punishments
In the offices and workshops of enterprises, you can often see such employees. They often go to work half an hour earlier, and after get off work hours, they still seem to be working there.The leaders are really happy to see this situation, so whenever there is an opportunity, they will give priority to promoting these employees.But if you take a closer look, you will find that these employees may not be working intensely when they go to work.When the leader is not around, read newspapers, chat, and even do private work.Once the leaders show up, they immediately appear to be doing their jobs with seriousness.At this time, the leader only saw those who were still working, and felt dissatisfied with those who had left, let alone rewarding them.This phenomenon should cause the leaders to think deeply.One expert said:
"If you can't do your job within the eight-hour workday, then either you're being assigned too much work, or you're not capable enough."

As a leader, whether you are an ancient king or official, or today's president or manager, what you reward and punish is undoubtedly to show people your value standard.Your subordinates, employees, or agree with your value standard, strive to do what you want him to do, become the kind of person you want him to be; or do not accept your value standard, leave your company; Opportunistic.

As a leader, it should be the core of the leadership work to establish correct value standards that are in line with the fundamental interests of the enterprise and the organization. Top priority.

726. Year-end bonus is an effective communication

The year-end distribution of "red envelopes" by the company is something that employees are looking forward to and delighted with, and the distribution of "red envelopes" is actually a way for leaders to "take the opportunity" to communicate with employees.

The year-end red envelope represents the leader's recognition of the employees' work for a year; in addition, the year-end red envelope also represents a kind of incentive, but its effect is limited, because employees usually forget about it after one month after receiving the bonus.Therefore, leadership does not regard salary or bonus as a means of motivation, but only as a means of strengthening motivation.

If only bonuses are given without communication, incentive reinforcement cannot be completed.Because many employees don't know why they get these bonuses after they get their bonuses.He may feel that the bonus he has received is a lot, because the leader recognizes his annual performance, but he may not know that he has received the least among the employees.The other is that if the leader gives a vice president a year-end bonus of 2 yuan, he will feel that it is a lot, because this is about the vice president's salary for one month, but the vice president feels that he has worked so hard, but he only gets One month bonus.Therefore, communication is very important to let employees know what is happening and why.How much bonus is one thing, it is more important to let employees know why they are getting the money.

There is an important principle in salary management: salary is communication.If employees don't know why they are getting paid, it will not motivate employees.

The year-end bonus is in the link between the previous and the next in the performance leadership.

First, communicate the company's strategic direction with employees and let employees understand the company's goals, which is especially important for senior leaders;
Second, decompose the company's overall goals downwards and help each department and employees to clarify specific performance goals;
Third, provide employees with feedback on performance results and behaviors through performance appraisal and qualification evaluation; finally, use compensation methods, including year-end bonuses, to strengthen employees' performance behaviors, and then achieve the company's overall goals.

727. Establish a Fair Reward Mechanism
There are more spiritual rewards being advocated now, but at any time, leaders should not ignore material rewards, which are the basis of all rewards.If the leader wants to motivate employees, he must give material rewards to employees in a timely manner.

1. Employees should be rewarded for completing the set goals

Every time the dolphins in the circus complete an action, they will get a piece of food they like.This is the knack of animal handlers training animals.As with people, if an employee is rewarded for accomplishing a goal, he will try harder to repeat the behavior in the future.This practice is called behavioral reinforcement.For an employee who has been late for more than 30 minutes for a long time, if he is only 20 minutes late this time, the leader should appreciate this to reinforce his progressive behavior.Excellent leaders should find ways to increase the transparency of rewards, such as publishing employees' monthly salaries, funds, etc.; or publicizing the rewarded employees.This tends to motivate employees.

2. Different rewards should be given to different employees

Human needs include several levels such as physiological needs, safety needs, social needs, newborn needs and self-realization needs.When one need is satisfied, employees move on to other needs.Each employee's needs are different, and what works for one person may not work for another, so leaders should reward employees individually for their differences.For example, some employees may want higher wages, while others may not care about wages and want rewards such as souvenirs. Therefore, leaders must first figure out what level of material rewards employees need.

3. The reward mechanism must be fair
Employees don't work in a vacuum, they're constantly comparing themselves.Injustice will make them lose confidence and enthusiasm for work.Therefore, when a leader designs a salary system, the employee's experience, ability, and effort should be fairly evaluated.Only a fair reward mechanism can stimulate employees' enthusiasm for work.

[-]. Praise and encourage morale

728 adopt individual praise method

When the leader meets his subordinates, he can encourage them by praising his progress, strengths and achievements face to face.He will feel that his boss understands his work, and his efforts are not in vain, so he can maintain and even exert greater enthusiasm.

The specific form of individual praise should be different for different subordinates.For example, for young people, the tone can be slightly praised; for prestigious elders, the tone should be respected; It is here; for those who are suspicious, they should speak clearly to avoid misunderstandings.

This method of individual praise has great flexibility and can be carried out anytime and anywhere, and the scope of praise is also wide.But it is not as powerful as public praise in enhancing the sense of honor of the praised person and inspiring others.

729. Adoption of public praise method

This is the most frequent and effective form of praise.Because it is carried out in front of everyone, and clearly explains, expresses and evaluates the strengths and achievements of the person being praised, its motivational effect is even greater.It is not only an affirmation and encouragement to those who are praised, but also an education and call to others.

The specific forms of public praise include: praise at the regular meeting of daily work; Achievements are commended.The latter form is of great seriousness, and it declares the person being praised as a model for a certain period of time and an example for everyone to learn from; sometimes receiving such praise is also recorded in a person's historical files, so It can greatly enhance the honor and pride of those who are praised, thereby stimulating their greater and more lasting enthusiasm.

730. Adopt indirect praise method

That is, when the party is not present, praise behind the scenes.This kind of praise, no matter what meeting or individual occasion it is in, can be conveyed to the person being praised and play the role of praise.It will make the person being praised feel that the boss's praise to him is sincere, not "speaking good things in person", so it often plays a positive role that some face-to-face praise cannot.

Because indirect praise is to say words of praise through the mouth of a third party.Indirect praise has a great effect on employees, especially senior employees.Although encouragement and praise are very important to the work of employees, frequent face-to-face praise, such as "good job", will become empty words after employees get used to it, and it will not be effective in praising him.Speaking praise through the mouth of a third party will often increase its authenticity and objectivity, and make the child more convinced.For example, "colleagues say that you work very hard" is more inspiring to employees.

731. Praise every progress

At the beginning of starting a business, subordinates often feel difficult and lonely. They cannot hear a word of encouragement when they are frustrated, and no one congratulates them when they are successful.At this time, if you get even a few words of praise, it is very exciting, which makes it more confident and strives to do things well.

Some people think that only big successes are worthy of praise, and small achievements are insignificant.In fact, this kind of understanding is one-sided, and does not take into account people's inner desires, especially the loneliness and difficulties in the initial work.

When a subordinate takes up a job for the first time, he will be very unfamiliar with the environment here. If he is praised by the leader when he makes a small achievement, then his confidence will be built up immediately.

732. Implement disaster relief incentives

When people deal with disasters, their speed will be twice as fast as imagined; generally speaking, when anyone deals with disasters caused by natural disasters such as earthquakes, floods, and fires, his abilities will be beyond human capabilities. Imaginative.The company's leaders can use this catastrophic situation to stimulate the potential of employees. The main implementation points are:
One is clear goals.In the minds of employees, the goals to be achieved are completely clear; they have no doubts in their minds about what must be done.The first thing a leader needs to recognize is to establish work goals that won't make employees suspicious.

The second is regulations and policies.In order to facilitate action, bureaucratic push and drag must be eliminated, and many policies or procedures under normal operations must be temporarily put aside; any regulations and policies that hinder the execution of work must be temporarily abolished.In other words, leaders must recognize that to enable employees to realize their potential, they must be given more freedom to make decisions, and they should not be bound by general rules and policies.

The third is personal responsibility.Let employees know the direction of the effort, the purpose is to stimulate a sense of personal responsibility, and hope that they realize that everyone's contribution is meaningful and special.If leaders fail to inspire personal accountability in their employees, they will lose their enthusiasm.

The fourth is emergency awareness.Let every employee realize that the task must be completed within a certain period of time, and there must be no delay; that is to say, the leader must give employees a feeling that things must be done "now", which can arouse employees' high spirits. morale.

The fifth is attention.Leaders must give employees who receive assignments a sense of being noticed, making them feel that doing so is valuable and useful to others.

733. Implement business status incentives

If the leader is the operator of the company, in order to ensure the development of the company, even in a harsh working environment and lack of welfare measures, he will still stand upright to complete the task.Therefore, the trick to motivating employees is that the leader must make the employees feel that he is the operator himself, so that the employees will contribute all their talents and time.To make employees feel that they are operators, they must do the following four things:

One is the potential for high salaries.Leaders must be able to keep employees motivated to strive for high salaries. That is to say, even if employees are currently receiving high salaries, leaders must also let them know that as long as they continue to provide higher job performance, they can still be successful. Continue to get higher pay.

The second is independent status.The leader of the small shop has absolute independence, that is, he has absolute freedom when, where and how to do things; Within the scope of the standard, employees are allowed to decide when, where and how to do things according to their own wishes.

The third is a sense of accomplishment.In order for employees to feel the status of managers, leaders must let employees know the performance and achievements of the company at any time, so that they can have a sense of accomplishment of "being in the same boat" with the leader.

The fourth is a sense of ownership.It is necessary to make employees feel that "the company is my business" in their hearts.If the leader wants to do this, he must remove all tangible objects that are separated from the employees. For example, it is best to wear the same company uniform as the employees.

As a leader, you must use your own wisdom to bring benefits to the team, which requires excellent leaders to be able to make wise decisions.But don't forget that with great power comes great responsibility.

734. Implement listening incentives

(End of this chapter)