The essence of management is actually the simplest and most often ignored reason: people will try to do things that are most beneficial to him, which is instinctive.

So what kind of behavior do you expect employees to do, rather than just staying in hopes and demands, make it clear.

Motivation is more effective.

It is generally believed that providing employees with higher

Salary and better material treatment can make employees work hard to achieve their motivation. There is no doubt that money is the main factor to motivate employees. A solid remuneration plan is essential for attracting and retaining talented people, but in practice, money is not the best solution.

The reason is simple: the incentive function of money is short-lived, and the extra cash will soon be spent by employees and soon forgotten.

And the company's incentive is long-term.

Peter, a management guru, is opposed to excessively relying on money.

Drucker's view is probably the most fundamental.

In his important book management: mission, responsibility and practice, he pointed out: "managers must really reduce the need for material rewards rather than bait them.

If material incentives only produce incentives in the case of substantial improvement, then material rewards will backfire.

The substantial increase in material rewards can achieve the desired incentive effect, but the cost is too great to exceed the incentive returns.

For most front-line managers, the hard incentive power to raise salaries and raise jobs is very limited, but the first-line managers do not give up efforts to motivate their subordinates and employees. In the management practice, they have creatively summed up many effective soft incentives with low cost to zero cost.

First, constant recognition

When a worker completes a job, the most important thing is his recognition of his work.

Managers' recognition of subordinates is a secret weapon. When subordinates make outstanding performance or even make minor progress, they may send an email to their employees, or make a private phone call to congratulate their subordinates on their achievements, or hold hands with him in public and express their appreciation for him or her.

The good performance of each employee can be encouraged if it can be recognized.

Clap the shoulders of employees and write short thank you notes. This seemingly simple informal little recognition and encouragement is better than the company's annual grand model employee recognition conference.

Two, sincere praise

Bob, the author of bestselling "one thousand and one ways to reward employees".

Nelson said: "at the right time, a sincere appreciation from the right population is more meaningful for employees than salary increases, formal awards or numerous qualifications and medals.

The reason why such rewards are strong is partly because managers have noticed the achievements of their employees at the first time and praised themselves in a timely manner.

Sincere appreciation and bona fide approval are the best ways to impress employees.

A cleaner in a large South Korean company was originally a neglected and despised character. But when he was stolen from the company's safes one night, he had a fierce fight with the thieves.

Afterwards, someone asked him why he would protect his company's property in spite of his own life and death. He said: when the general manager of the company passed by him, he always praised him, "you sweep the floor clean."

In such a simple sentence, the employee was touched and put on his own accord.

This is exactly the same old Chinese saying that "a wise person dies and a woman is pleased with herself."

Three. Honor and title

Honorary titles are given to outstanding employees, emphasizing the company's recognition of their work, so that employees know that they are outstanding in a certain way and inspire their enthusiasm for work.

Whether employees feel that they are being valued in the company is a key factor affecting their work attitude and employee morale.

Managers should be creative when they use various jobs and honorary titles.

Consider allowing employees to make suggestions to enable them to accept these titles and integrate them.

Basically, this is a sense of honor, a positive attitude towards honor, and a positive attitude to help employees continue to progress and succeed.

For example, you can do it yourself.

The team set up various honorary titles, such as "creative angel", "wisdom master", "Thunderbolt rush" and "perfect beauty". Once a month, every season and every year, we should select a suitable ceremony. We should hold a ceremonious honor ceremony and let all the team members celebrate with honor.