Define the company's goals and tie bonus indicators to them
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Aim to ensure that each employee's achievements are philippinen vorwahl whatsapp in some way related to the core business objective. For example, you might set a condition for the HR department that vacancies must be filled at least 95% of the total number of jobs. In this case, there is a connection: a shortage of workers leads to a reduction in production and loss of profit, and therefore to a reduction in bonuses.
Change bonus indicators
It is impossible to focus on the same indicators all the time. Improving the personnel motivation system is necessary for its successful operation. The timing of adjustments is set taking into account the dynamics of the business and the stability of its condition.
Thus, at the initial stages of the company's work, new bonus indicators can be established quarterly. As the business strengthens, they can be reviewed every year and less often. When some indicators are achieved, others need to be included in the bonus system.
Control the number of indicators
The reward system is based on the indicators that are important for the company. However, with a large number of indicators, the share of each of them decreases. This leads to the fact that employees will tend to ignore individual indicators. As a result, the existing motivation system will not contribute to achieving the intended goals.
Analyze the motivation system
It is important that the staff has a clear understanding of the goals and objectives set for them. Identify the factors that prevent them from being achieved and draw a conclusion about what corrections need to be made to the system. It is advisable that the motivation system be in operation for at least three months before conducting the analysis. Repeated checks are conducted every quarter.
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Reasons for the decrease in motivation of company employees
An employee's loss of interest in work may be caused by both personal reasons and management characteristics. Figure out what he is not happy with and try to reach a mutual agreement.
Illiterate management
When management is unable to adequately distribute the functions performed, the employee convinces himself that it is impossible to influence anything.
Illiterate management
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Let's say a manager takes on serious and responsible duties, leaving the specialist to perform routine tasks. This leads to a sharp loss of motivation - the employee begins to feel his own insignificance. And it also happens that the excessive workload on the employee leads to nervous overstrain, not allowing him to do the job more efficiently and highly appreciate his achievements.
Vague goals, tasks and responsibilities
When an employee does not understand what is required of him, the work begins to lose meaning for him. This situation can be corrected by drawing up a clear job description containing specific tasks that must be completed exactly within the established deadline.
Lack of growth and prospects
Nowadays, workers strive not only to earn a lot, but also to realize their potential. When a person does not see opportunities for professional growth, acquiring useful skills, he loses his desire to work.
Lack of recognition
It is necessary for the employee to feel the importance of his work and receive a worthy assessment from the management, colleagues and clients. Otherwise, he will begin to think that all his efforts are in vain. Gratitude serves as the main incentive for further productive work.
Toxic Team
The atmosphere in the team plays an important role - most employees find it difficult to ignore negativity and not be distracted by others. When colleagues like to gossip, are difficult to contact, and management is unkind to subordinates, ignores their requests and threatens to fire them under any pretext, the employee begins to fear for his future. In such a case, proper motivation becomes impossible.
The character of the worker himself
There are extremely demanding employees who are prone to conflicts. Even if you pay them a lot and try to reach a compromise, they will still remain dissatisfied. The company does not need such employees - most often it is precisely under their influence that an unfavorable atmosphere in the team develops.