I: Incentive Mechanism - Human Resource Management in Traditional Enterprises
In traditional enterprises, human capital is the first capital of the enterprise, and talent strategy is the first strategy... The terminal governance of enterprises focuses more on the management of employees, and its level determines the growth space and success or failure of the enterprise. Effective incentives can greatly enhance a person's ability, guiding employees' work motivation, mental state, subjective initiative, creativity, maintaining and bringing them to their best. Incentive development is an important means of human resource management, thereby maximizing human resource efficiency. Therefore, effective incentives are a major content of enterprise management.
The operation of traditional enterprises is no longer simply about clear authority and defined responsibilities, but rather involves adopting modernized and scientific management concepts to make it closer to human-centered thinking, establishing and optimizing appropriate mechanisms and systems, using effective methods to maximize employees' work initiative, enthusiasm, and creativity, driving individual and organizational potential, thereby boosting morale, unleashing potential, and creating the highest benefits for the enterprise.
From strategy to organization, from strategy to execution, from corporate culture system to various enterprise mechanisms and comprehensive techniques, all operations emphasize "people-oriented" and "competition-centered", promoting enterprise modernization through scientific and humanistic approaches, making it play a practical role in the operational chain.
II: The Function and Importance of the Incentive Mechanism
"Incentive Mechanism" —— A Lever for Employee Performance and Corporate Effectiveness
Good performance not only requires continuous enhancement of employees' overall capabilities but also involves implementing effective incentives and maximizing incentive outcomes as key pathways.
◆ Stimulating the Enterprise Energy System
Employees' energy is the energy of the enterprise... Competition in the market drives innovation and progress, leading to trends of growth under competitive environments, and fostering forward-looking, strong, and innovative enterprises.
Building an incentive mechanism similarly centers around internal competitiveness... Creating an environment for employee internal advancement.
Effective incentives can boost employee morale, improve employee quality, strengthen the cohesion, combat effectiveness, innovation capability, and competitiveness of individuals and organizational teams, creating maximum benefits for enterprise operations.
◆ Synergizing with the Enterprise Communication Mechanism
All management work proceeds smoothly through communication, which is the main method and pathway for executing various management functions.
Communication plays a crucial role in team management. Without communication or insufficient communication, management becomes a mirage, and the incentive mechanism cannot be discussed. Thus, the construction of the incentive mechanism manifests based on the fundamental role of the communication mechanism, synergizing and mutually promoting each other.
◆ Strengthening Internal Drive and Activating High-Level Employee Motivation
Incentives originate from needs... Needs drive energy. Therefore, studying the objectives and methods of incentives based on employees' needs, adopting multi-dimensional and multi-angled incentive paths and methods, and aligning them enhances internal drive.
The objectives of incentivizing employees must be closely linked with the company's growth plans and operational steps. Activating high-level employee motivation involves binding employee interests with corporate interests, optimizing cultural incentives, embedding corporate culture dynamically within the overall corporate environment, leveraging group environments to generate driving force and constraints, thus forming an endless source of self-motivation for enterprise employees.
◆ Retaining Excellent Talent in the Enterprise
Incentives should provide reasonable space based on employees' needs... It exists in every aspect of human resource management, reflecting employee value at each stage, making employees feel that there are new opportunities ahead and that they can express themselves on the enterprise platform.
For example, if an employee reaches the top in a certain field, the company can expand their scope of work, appropriately adjust their work direction and content, moderately increase their workload, making their work challenging and never-ending. This makes them feel valued by the company, provides a platform for career expression, and allows them to receive and release their potential on this platform.
Therefore, under other strategies ensuring employee stability and longevity, appropriate incentives can significantly enhance employees' sense of belonging to the enterprise, retaining excellent talent.
"Incentive Mechanism" —— Satisfying and Elevating Employees' Goals and Values
Many enterprise managers complain that their employees lack passion, vitality, are satisfied with the status quo, and do not strive for improvement. The root cause lies in the imperfect internal incentive mechanisms, lacking goal orientation and value incentives.
The sense of achievement and personal values of employees should fundamentally align with the enterprise's value orientation and struggle goals:
Through communication, let employees fully understand that achieving personal goals should be based on realizing the overall corporate goal, recognizing the close relationship between individual and corporate destiny, creating a cultural atmosphere where "people serve the enterprise, and the enterprise serves everyone," thus willingly contributing to the enterprise's growth and strength.
III: Practical Application Forms of the Incentive Mechanism
Explanation One: Incentives have no fixed form; what suits the enterprise reality is good.
Explanation Two: Incentives are like a net; one method alone may not be sufficient, but multiple methods together create an incentive network.
◆ Care-Based Incentives
For example, a senior technician at Company A was highly skilled and diligent but recently became quiet, avoiding interaction with colleagues, not participating in company-organized activities, and unwilling to work overtime during holidays. After investigation by the HR department, it was found that his mother had entered the late stages of cancer and relied on his care.
Upon learning this, the principal leader visited his mother and advanced his bonus payment. The technician was deeply moved and, with permission, took part of his work home, completing it effectively through the company's internal network, strongly supporting the entire project's progress.
(Care-based incentives come in many forms. For leaders, skillfully applying incentive reward methods is very important. Sometimes rewards don't require much investment but can significantly boost employee performance.)
◆ Competition-Based Incentives
For example, numerous enterprises use report ranking systems to establish a competitive environment within teams. In meetings, departments are ranked from high to low based on task completion into four levels: A, B, C, and D. During the meeting, the best-performing A department reports first, followed by B, C, and D departments. This approach fully utilizes people's competitive psychology, as no one wants to be last.
Additionally, numerical and data-driven goals can be established internally, with rankings introducing incentives.
◆ Communication-Based Incentives
For example, meeting communication formats: Senior management meets with employees, listening to feedback and opinions, resolving issues promptly through discussions.
For example, online communication formats: On the company website's internal employee forum, employees can post suggestions and opinions anytime, with dedicated personnel handling and organizing these opinions and quickly responding to employees, unifying awareness and solving problems.
◆ Interest-Based Incentives
The meaning and value of work can make employees interested and motivated, putting forth their best efforts. Therefore, considering employees' roles more in job design strengthens the incentive effect.
For example, diversified job content: Continuously cultivating versatile talents within the enterprise, increasing new tasks related to their current roles, encouraging employees to proactively embrace challenges and guide them to achieve goals reasonably.
For example, job rotation: Allowing employees to rotate through designated positions for a period, personally experiencing different job processes and responsibilities, laying a foundation for future cooperation. Management backbone should especially undergo job rotations to gain comprehensive business understanding, improving their analytical and judgment skills on global issues, expanding knowledge, and providing progressive incentives.
◆ Goal Participation Incentives
For example, each employee writes an annual self-development plan, outlining their goals for the year, stating their needs, desired collaboration, and assistance, while summarizing the previous year's plan.
For example, regular surveys assessing employee opinions on company work, holding regular seminars to gather employee opinions, allowing participants to voice their views thoroughly on set topics, requiring clear decisions during or after the meeting. Organizing workshops to deeply study significant decisions or issues, proposing appropriate solutions, which can psychologically encourage employees to feel valued or satisfied.
◆ Training and Study Incentives
For example, regularly sending employees to target institutions for further training, attending various science and technology lectures, increasing interactions with experts and scholars, visiting advanced regions for learning, or allowing flexible working hours so they have time to read relevant documents, materials, and books.
◆ Emotional Incentives
For example, helping employees resolve difficulties, showing warmth. A graduate was hired but needed 20,000 yuan for tuition, which he couldn't afford due to financial hardship. Upon learning this, the company decided to sponsor him through loans, deducting monthly from his salary, thus solving the employee's problem.
For example, organizing parties, major holiday picnics, mountain climbing, outings, birthday dinners, team celebration gatherings, etc., successfully bringing employees together for enjoyable times. Additionally, preserving these events through pictures and DV recordings, placing them on the company website or related tools, letting these beautiful memories become eternal, constantly giving employees warm experiences and team belonging encouragement.
IV: Providing Several Creative Incentive Cases (for reference)
◆ Points Incentive Card
For emerging industries, cutting-edge companies, especially "post-80s" employees, traditional incentive methods have lost their appeal. To achieve excellent incentives, managers need to put in more effort.
Reward Cards: Give deserving employees a beautiful card with words of gratitude from the leadership. Employees can place it on their desks or stick it in their workspaces, visible reminders of leadership encouragement, making them happy and refreshed.
Points Incentive Card: Reward outstanding employees with appropriate points, each point redeemable for corresponding gifts. For instance, Xiao Wang earns 100 points for developing several big clients, while Xiao Li earns 300 points for developing a regional market. Compare: 100 points can be exchanged for keychains, business card holders, office supplies, mice, etc.; 300 points for MP5 players, ties, gym memberships, etc. Of course, employees can accumulate points and exchange them for bigger prizes.
"Want a big prize? Then you need to work harder!"
Of course, travel can also be point-based, combining two short trips into one long trip. Incentives can also innovatively adapt and bring varied fun.
◆ Unlimited Communication
Sometimes, unconventional warm communication may be more effective than grand rewards.
For example, dining together with employees or having a "private date" with a subordinate to enhance communication. Alternatively, using online communication to interact with employees anytime, understanding their progress, guiding their work targetedly, and offering encouragement. Even a simple greeting when the weather turns cooler, a birthday wish, or a word of caution during busy periods can greatly motivate employees.
At the same time, common workplace issues and solutions can be crafted into clever tips, sent via email to subordinates, helping them solve problems and reduce stress. Isn't this a great incentive? Any sincere concern for employees will have positive effects.
◆ Team Song
For example, ending team meetings with a song snippet or having everyone shout a slogan together, energizing and motivating everyone for the day.
◆ Close Attention, Personalized Incentives
For example, conducting 1-2 employee satisfaction surveys annually on internal networks or media magazines, allowing anonymous free expression of opinions, analyzed by the HR department to adjust company incentive directions, guiding employee spiritual needs and timely issuing relevant personnel policies. For example, internal housing purchases, special benefits for outstanding employees, festive celebrations filled with enthusiasm, birthday celebrations, gifting children insurance, even humanized equipment for office environments, information technology, and office supplies, keeping employees under "sunshine."
For individual employees, general incentive methods might not mean much, but if their specific needs are known, rewarding them with digital products, gym memberships, or trendy items, or giving them exactly what they desire, the effect will certainly multiply.
◆ Warmhearted Inspirational Incentives
For employees with tight schedules or heavy workloads, paid vacations or organizing family or relative tours, displaying photos and images within the department to share the joy, creating a relaxed work environment and atmosphere, is also an incentive, perhaps even more effective than extra pay.
Each year's year-end summary meeting is a valuable opportunity to incentivize employees. At this time, touching hearts is better than just rewarding.
For example, turning the stories of the best employees in the department into FLASH animations or short documentaries, adding music and narration, then playing them on a large screen during the company's award ceremony for all leaders and employees to see. Many employees are moved, and winners may even shed tears. Or arranging a surprise guest, such as a family member joining the winner to accept the award, surely earning the winner's happiness and surprise.
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