There is a common misconception that some employees are initially set up for results and active work. Otherwise, it is impossible to achieve high motivation from them. This is not true, since with the right approach, each employee can be motivated to achieve goals.
This understanding comes from analyzing the behavior of people inside and outside the company. Every person has hobbies that generate enthusiasm. So, if someone does not demonstrate motivation at work, the issue is not in their personal qualities, but in the lack of interest.
What to do:
Identify the strengths norway email list of the specialist that contribute to his or her desire for results. For some, the motivator is financial compensation, for others, it is a flexible work schedule and the ability to perform their functions remotely. Identify areas of interest that may be a priority for the staff. This should not be clarified at formal meetings. Observe employees communicating in an informal setting (during lunch, breaks, corporate events) or conduct an individual conversation dedicated to the employee's plans, motivation and goals.
Ignoring motivation issues when hiring employees
When it comes to forming a motivation system, the focus is on old staff. Developing a motivation model for newcomers is not profitable for the enterprise, since it requires significant time and human resources. When hiring new employees, one should focus on their readiness to perform job responsibilities within the framework of the current motivation system.
What to do:
Assessing a candidate's motivation for a vacancy is easy. Clarify their interests, priorities, and existing achievements. For example, answers to questions like "How do you see your future in 3 years?" or "What is your most important achievement?" will help you understand how motivated the candidate is and how suitable he or she is for your company.
Use of only material forms of motivation
Some managers believe that only monetary incentives can motivate employees to work better. Of course, finances are important, but there are other effective motivators.
Over time, material rewards lose their significance, and the employee begins to strive for professional and career growth. He thinks about such bonuses as health insurance, sports activities or educational programs. It is important to think in advance what the company can offer in this regard.
What to do:
Develop a comprehensive motivation model in the company, taking into account the basic needs of the staff. In addition to financial bonuses, include career growth programs, training, compensation for medical services or hobbies. Inform employees about the opportunities that the company offers so that they clearly understand where they can get support from the company.
Formation of a system of non-financial motivation without an effective model of material incentives
In some cases, managers take extreme approaches. According to the Russian School of Management, 26.9% of companies focus only on monetary motivation, while 8.3% rely solely on non-material methods. Both of these approaches do not demonstrate high efficiency.
Non-material motivation methods are effective only if the personnel are materially satisfied. Financial incentives are the foundation on which the non-material motivation system is built.
What to do:
Create a clear and fair system of calculating wages and bonuses. Do not link everything exclusively to KPI, as this is not always suitable for different positions. There are other forms of material incentives: a grade system, regular rate indexation, bonuses for seniority, et