The personnel motivation system is a set of all methods characteristic of a separate company. There are two levels of employee motivation:
global - covers the entire company, includes universal methods;
individual - associated with the motivation of each employee individually, based on his personal inclinations.
The formation of a motivation system at the global level should begin immediately after the launch of the business. This process consists of the following stages:
Designation of goals
First of all, it is necessary to convey to employees their functions and tasks, following the strategic plan. For this, job descriptions and other internal regulations are used.
Designation of goals
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Let's consider the situation with thailand phone data the introduction of a new product to the market. In this case, marketers are required to research the market and determine the promotion strategy, sales managers are required to convince customers to make a purchase, and consultants in sales offices are required to have a good understanding of the product and be able to provide explanations on any issue.
Development of an evaluation system
Specify the KPIs on the basis of which you will draw conclusions about the effectiveness of employees. How should they be rewarded for achieving or exceeding all indicators?
When promoting a product, minimum performance indicators are defined for each department involved in the process: number of units sold, increased awareness, or number of positive reviews from customers.
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Testing
Large companies begin implementing a motivation system with trial tests: they study the impact of different techniques on a small group, and then compare its achievements with the overall results of the company's activities. At this stage, it is permissible to make corrections, conduct a re-check, and only then begin large-scale implementation. This allows you to evaluate the effectiveness of the personnel motivation system, identify possible shortcomings and shortcomings.
Suppose two motivation schemes were tested in turn:
Salary = 17,500 rubles
Bonus for KPI achievement = 1 salary
Upsell bonus = 1 salary
Overtime hour = hour of work x 2
(~218 rub./hour)
Salary = 23,750 rubles
Bonus for KPI achievement = 0.75 of salary
Bonus for additional sales = 0.75 of salary
Overtime hour ~ 300 rubles
The final choice was made in favor of the second scheme: the average salary of employees, taking into account all additional payments, increased by 25%, and work efficiency in