Formation of a personnel portrait

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Analyze the team, paying attention to general characteristics: age, marital status, health, hobbies and availability of personal cars.

The head of the sales department expresses a desire to purchase a voluntary health insurance program for the division. Purchasing VHI in this case is not profitable for the enterprise.

At the same time, personal meetings with belize mobile phone numbers database subordinates allowed the manager to find out that some employees are keen on basketball. In this regard, such a method of motivating personnel as renting a gym by the company for sports activities in their free time is possible.

Conducting surveys and analyzing employee characteristics allows you to get a rough idea of ​​which motivation methods will be appropriate for a specific group of employees.

How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
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I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.

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Technical condition of the site.
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Ways to build an effective system of external motivation of personnel
There is no universal model of external motivation of personnel to work. There is a general algorithm for creating such a system, but it is developed individually, taking into account the characteristics of the enterprise. Here are the main stages of developing a model of external motivation of the company.

Setting goals for each employee or department with reference to KPI indicators

It is necessary to set tasks for all employees and write them down in job descriptions or other internal documents. The next step is to develop KPIs (key indicators that reflect the efficiency of personnel and determine the success of the company). The requirements must be clear and feasible for all employees.

For example, the main task of call center specialists is to call clients and convert requests into sales. A variant of KPI here could be the number of calls made and the number of buyers attracted by a specific manager or the entire department. After approval of key indicators, bonus accrual should be linked to actual results.

Testing

It is recommended to test the motivation system on a small group of employees first. If successful, the model can be extended to the entire company.

Implementation

To successfully implement a new motivation model, you need to provide information to employees about what has changed, how their work will be assessed, and explain the impact of the innovation on income growth. This approach will help reduce negative reactions and resistance from staff.

Performance Analysis

The new motivation system should be evaluated every three months. If it turns out that employees are not fulfilling their tasks, you should understand the reasons for this situation. Such an analysis will help to find out in a timely manner that the model is not working as desired and needs to be improved.

Systematic adjustment

In order for the criteria by which employees are awarded bonuses to work, they should be adjusted periodically. The frequency of changes depends on the state and stability of the enterprise. Adjustments usually occur in the following cases:

if the company structure changes (for example, new divisions and business areas are opened);

when changing job responsibilities and KPIs of specialists;

when there are frequent layoffs in certain positions or departments.