If necessary, you can choose according to your work performance.

survival of the fittest

You must take the lead and don't let employees see that you are not.

Capable, then no one will be convinced, but also good for people and technology.

General, but some people who are willing to learn are encouraged, and the technology is general.

As for the impetuous part, you should warn them and put the words ahead.

Usually you can teach those who are really talented and knowledgeable.

Have a little meeting or something, and you can say that you are the seeds of the company.

Cultivate them and make them feel valued. . .

In a word, when the new official takes office, it depends on how you light these three fires. .

-

Reference:

In the process of enterprise growth, what is the most important under the company's economic strategy system? I think it's an incentive assessment system. In today's social and economic conditions, the perfect system and perfect personnel do not mean that the company can become a market leader in the future strategy. Nowadays, the operation of enterprises can conquer the world not by a single golden nail, but by the combination of overall strength and nine chains of production, supply, sales, people, money and goods. How to make these six elements of enterprises play a good role and produce 36 kinds of changes? This requires the use of some incentive and assessment systems to integrate and manage. Every family has its own laws and regulations, and there is no system to formulate Fiona Fang. Incentive system is always the political commissar of enterprise development, and assessment system is always the style of enterprise.

The first part, effectively establish the company's incentive and assessment system.

First of all, the incentive system is a kind of disciplinary incentive.

In an enterprise, discipline is the benchmark of employees and the judge of the enterprise. When formulating discipline, we should conform to the style of the enterprise, formulate feasible discipline, and strive to implement it. The chairman is the decision maker, the manager is the executor and the employees are the influencers. If the executives sign it, but the executors don't implement it well, then it's natural that the employees don't reach the impact. How can it work? That won't do. Why do we have to make rules and regulations? Employee Handbook is the most common one in enterprises, but it is still debatable in many places. How much content is really spoken from employees' hearts, discussed and formulated with employees, and employees are willing to do it? Is your system encouraging? On the contrary, it will have the opposite effect: in the eyes of employees, the boss is the emperor and the darling of heaven. Employees are unwilling to communicate with their bosses, and the top management is above them. They don't have affinity with the employees themselves, they just pass the message and don't want to tell the boss. The boss who fights alone is exhausted, and your disciplinary incentives will not affect employees. Employees will still report it, but if I don't do it, the law won't blame the public.

Therefore, disciplinary incentives must conform to three aspects:

1, in line with the actual situation of the enterprise, don't aim too high.

These must meet the quality of employees. If the quality is not improved, no matter how perfect the discipline incentive is, it is empty talk, empty work, doing or not doing it.

2. Enterprises say that discipline is not equal to discipline.

There are many meetings now, and many high-level officials discuss discipline at the meeting, but they have not implemented it after the meeting. It's hard to say that it means doing it, and doing it means success?

3. The disciplinary incentive of the enterprise conforms to humanization.

Advocate the spirit of enterprise ownership. What do you mean, master? Employees are the greatest wealth of an enterprise. How can an enterprise live without employees? Therefore, employees are the wealth of enterprises. When doing discipline, you must keep humanity and don't go your own way.

4. Enterprise discipline encourages democratization.

Since it is a discipline, it must be observed, but some disciplines are not very suitable in the operation process, so employees should be supervised and rectified.

5. Enterprise discipline encourages top managers to set an example.

If the top management of an enterprise thinks that discipline is about employees, not cadres, and has nothing to do with us, then you can never establish a standardized management of an enterprise.

Secondly, the incentive system is behavioral incentive.

In the incentive system, behavior incentive is the most powerful, which can fully show the boss's action power and brand leadership ability. Companies and bosses with behavioral incentives are using their actions to influence employees. They are telling employees that our company is the best. Look how relaxed I am at work. He is using his own behavior to send information to employees, so that employees can see the future of the enterprise.

1. Behavior motivation is language motivation.

This is very common in foreign companies. Both the boss and the senior manager will give lectures. They are telling every employee in their own language, conveying their ideas, encouraging employees in their own inflammatory and professional language and enhancing their self-confidence.

2. Behavior motivation is action motivation.

Bosses and top management can use some actions to motivate employees' morale and sense of responsibility, and design some incentive actions for enterprises, such as shaking fists, telling employees that you are the best, waving your arms, telling employees that we must do well, and so on. Design some corporate behaviors, such as shouting slogans, organizing employees to do gymnastics, aerobics and so on.

Third, the incentive system is a crisis incentive.

Enterprises also have a life cycle. In the process of growing up and maturing, employees of the enterprise feel that the company is not bad and can be rich with the company, but they can't have conflicts with the company. When an enterprise encounters crisis and life and death, how can it make a smooth transition?

The bigger the enterprise, the greater the sense of crisis. As an enterprise, there is no turning back, so many enterprises ignore this point and only consider the growth of the enterprise, regardless of the crisis of the enterprise. Enterprises can give employees a lot of benefits when they have money, but they start to deduct wages when they are not good. So how can enterprises be invincible if they don't take precautions? The establishment of enterprise crisis system is the basic means to ensure the survival of enterprises in difficulties.

1. Establish a crisis fund system

When the enterprise is prosperous, some funds are used as the crisis fund of the enterprise and as the backup materials of the enterprise, so that the enterprise can resist the crisis.

2. Brainwashing system for middle-level cadres

Middle-level cadres are the most easily shaken part in times of crisis. We must instill the culture and ideas of the enterprise into their minds. Enterprises are the space for their career. At the same time, we should tell them that the enterprise has a bright future, many jobs are waiting for them, and future leaders come from them, so that they are willing to share life and death for the enterprise and protect the enterprise until death.

3. Staff morale motivation

Encourage staff morale, let everyone unite as one, * * * tide over the difficulties together, and * * * help enterprises together. The enterprise is their home. They have feelings for the enterprise and are willing to grow with it.

4. Blocking the information system

When there is a crisis in the enterprise, you must not disclose the news, so your competitors will not know what happened to you. You must ensure a strict confidentiality system, so that many customers may still want to keep in touch with the enterprise, and they can make a comeback and reserve their capabilities. And once competitors know, they say it and let your customers know, it will be even harder for enterprises.

Fourth, the incentive system is timely incentive.

This is what we often call material reward and spiritual reward.

1. Material rewards must be implemented, promises must be fulfilled, and enterprises must have their own credibility, so as to have a good influence at home and abroad.

2. There should always be spiritual rewards. If that employee does a good job, don't be stingy with your praise.

The second part, the key to effectively implement the incentive policy is the "trinity"

Motivation is an important part of the art of employing people, and it is also the main function of leaders. The so-called motivation means that leaders follow the law of human behavior, use the means of combining material and spirit according to the motivation theory, and adopt various effective ways and means to stimulate the enthusiasm, initiative and creativity of subordinates to the maximum extent, so as to ensure the realization of organizational goals. Among many incentive theories, the hierarchy of needs theory put forward by American psychologist Maslow in 1943 plays an important role in stimulating employees' work enthusiasm and promoting the rapid and sustainable development of enterprise economy.

Maslow's hierarchy of needs theory includes three aspects. First of all, according to the interdependence, he classified people's diverse needs into five levels: physiological needs, security needs, social needs, respect needs and self-realization needs, which constituted the human demand system. Secondly, Maslow believes that people's demand structure is not only hierarchical, but also progressive, dominant, different and exceptional. Finally, he put forward the characteristics of a self-actualizer, including the ability to understand oneself, others and nature, the ability to establish good interpersonal relationships, a strong sense of reality, the ability to establish a harmonious relationship with reality, the ability to constantly appreciate a new life, the ability to be independent, not bound by culture and environment, the ability to be creative, the ability to have a democratic personality structure, and the ability to have an amazing and incredible experience-the peak experience.

As we all know, one of human nature is the desire to meet one's own needs. Once the demand has a clear goal, it will immediately turn into motivation, thus inspiring people to take action. Therefore, need is the source of human behavior, the basis and motivation of human enthusiasm, and the basis of motivation. Then, how to effectively use Maslow's hierarchy of needs theory when implementing incentive policies? This is that different people have different opinions. The author thinks that the key to applying this theory is to be good at "transposition, positioning, reaching the designated position" and "trinity". Otherwise, no matter how good the theory is, even if it is used, the method is not in place and the effect is difficult to work.

First, transposition:

From the perspective of employees or subordinates, it is to put yourself in the employee's work motivation and hardship, and consider the personal labor or sweat and how much it has brought to the development of enterprises from his perspective. Think from his point of view: "I have made such achievements for the enterprise. What kind of corresponding rewards should the enterprise or superiors give me?" The employee in a specific position has made achievements in one thing, and his motivation determines his behavior. In addition to fulfilling his post duties, his behavior goal must also have another or several hidden desires. For example, he may want to achieve job promotion or material reward by completing a task for a period of time, or he may want to prove his ability to the employees of the whole enterprise, or he may want to find himself a girlfriend, or he may want to accumulate love and get married.

Second, positioning:

Refers to communicating with employees and people around them through empathy (besides communicating with a specific employee, we should also pay attention to communicating with employees around us, and get a more comprehensive understanding of his voice through communicating with employees around us or his friends), observing his words and deeds in work and life (observing his mental state and work quality at work and his attention in his spare time, observing his hobbies), and comprehensively grasping his actual internal needs or values (I hope enterprises) Different employees have different needs, and a specific employee also has different needs in different periods and environments. These demands are mainly influenced by the changes of their own wishes, their own working and living environment, the changes or guidance of social fashion, and the direct or indirect demands of the family (family of origin with his parents and the small family he hopes to establish). Because there are many factors that affect employees' needs, and they can change independently and have cross-influences, and in modern society, there are fewer and fewer employees at a single level and more and more employees at a comprehensive level. Sometimes, an enterprise needs to avoid his unreasonable demand or guide his demand to a higher level, so the positioning must be dynamic and comprehensive (only moderately ahead, avoiding the slightest lag).

Third, in place:

Refers to the determination and timely implementation of the corresponding reward amount, content and method according to the post dedication of employees. On the one hand, it is necessary to really motivate employees, that is, to reward relevant employees on the basis of comprehensive consideration of enterprise costs or positive impact on their enthusiasm; On the other hand, there are often incentives given by enterprises, which may be due to the fact that employees' demand judgment in the early stage is at a high level in the enterprise, or because employees' superior judgment is not accurate, resulting in inadequate incentives. At this time, it is necessary to add that it is in place, and it is forbidden to get things done after having a motive. The place here is relative, and it is comprehensive for specific employees, associated employees and enterprise costs. It is the implementation and interpretation of policies in place, especially when employees have unreasonable needs, they must say that they are in place, rather than blindly accommodating rewards.

The third part, the means, methods and skills to effectively implement incentives.

First, the means of effective incentives

1, goal motivation: achievements and results that can be achieved through struggle. Goals are hierarchical, big, small, far and near.

2. Material incentives: to stimulate people's enthusiasm and creativity by meeting the needs of personal interests.

3. Task motivation: Let individuals shoulder the heavy responsibility suitable for their talents, and society will provide opportunities for individuals to realize and develop, stimulate their dedication and satisfy their dedication and sense of accomplishment.

4. Honor incentive: People want to be respected by the society or the collective. Giving some honors to those who have made outstanding contributions to society or groups can not only encourage the winners of honors, but also set an example and goal for others.

5. Trust motivation: Mutual trust between colleagues, especially between superiors and subordinates, is a great spiritual force, which not only enables people to form a strong fighting group, but also stimulates everyone's enthusiasm and initiative.

6. Strengthening incentives: positive reinforcement: affirming good behavior. Negative reinforcement: negative and punishment are given to bad behavior to weaken and fade it. Criticism, punishment and fines are negative reinforcement. When strengthening and motivating people's behavior, first, we should adhere to the combination of positive reinforcement and negative reinforcement, with positive reinforcement as the main factor. Second, we must adhere to the combination of spiritual strengthening and material strengthening, focusing on spiritual strengthening.

7, data incentives: obvious data gives people a clear impression and stimulates strong feelings. Data motivation is to reflect the results of people's behavior in the form of digital comparison, which is customarily called "numbers on the wall" to stimulate progress and spur backwardness.

8. Emotional motivation: Emotion is one of the most direct factors that affect people's behavior. By establishing a good emotional relationship, we can inspire the morale of every employee, thus achieving the purpose of improving work efficiency.

Second, effective incentive methods

1, economic incentive method

Incentive points: First, only those with outstanding achievements will be rewarded. If people who see them are involved, it will not only encourage the laziness of the laggards, but also hurt the motivation of the advanced, thus losing the incentive significance.

Second, heavy rewards and heavy penalties. For those who overcome many difficulties and succeed, "enjoy the mountains"; Those who neglect their duties and cause heavy losses should be punished like a stream.

Third, the reward is inclined to dirty, tired, bitter and difficult jobs, because labor is still the means for people to make a living. Only by tilting the reward level in spring to dirty, tired, bitter and difficult jobs can we reflect its labor value.

2. Task incentive method

Combine boring work or training with personal interests, and let subordinates do things they don't want to do from the perspective of protecting their own interests.

3. Disciplinary incentive methods

The staff of ZTT company headquarters are dead, and the people in charge of overseas business departments are full and have nothing to do. Jenny decided to start with strict discipline. At the working meeting attended by the heads of all branches, he announced three new work disciplines that anyone must abide by, or he will be severely punished. These three subjects are: 1. Any branch must report its budget, operating income and expenditure to the letter; 2. Each branch must regularly report its business environment, competitors and market conditions to the headquarters. In order to ensure the smooth implementation of discipline, it is also announced that when the supervisors sent by the head office find that the heads of branches are incompetent or disobey orders, they have the right to replace them; Anyone who is dismissed during this period will not get a pension. After the implementation of this series of measures, ZTT was quickly put on the right track, supplemented by other management methods, and ZTT Company regained its former position in the international arena.

Disciplinary incentive method is an incentive method to restrain and standardize the behavior of executors and managers with discipline and system. This is a negative incentive method, which shows that there is only punishment and no reward, because it is natural to observe discipline, and of course, non-discipline should be sanctioned and punished.

4. Political Incentive Law

Before liberation, Lu Zuofu, president of Minsheng Shipping Company, in order to instill the "people's livelihood spirit" of "serving the society, facilitating the people, developing industry and making the country prosperous and strong" into every employee, he asked employees to publicize from 8 am to 9 am every Tuesday, Wednesday and Friday: "One can't just do personal calculations. The more he thinks for himself, the more he can't take care of himself. If you do a business well, it will naturally solve all your problems. " Then the slogan "The company's problems are solved by employees, and the employees' problems are solved by the company" is put forward. Lu Zuofu's approach is political incentive law.

5, emotional incentive method

Emotional motivation method is a method to motivate employees' morale by establishing an intimate, harmonious and harmonious atmosphere within the group. When employees get married, managers and cadres bring gifts or mourning items to express their condolences, and hold one or two outings for employees' birthdays attended by all cadres, workers and their families. This practice has always been popular in American society with weak human feelings.

6. Care and Incentive Method

Corporate leaders' concern for subordinates, even insignificant concern, comes from sincere concern and is an infinite incentive for subordinates.

Caring and encouraging method is an encouraging method to stimulate employees' enthusiasm and creativity through caring and caring for employees, which belongs to the content of emotional encouragement. Care incentive method is called "the economics of love" by management scientists, that is, it does not need to invest capital, but it can get output by injecting emotional factors such as care and love.

7. Respect the incentive law

Kōnosuke Matsushita believes that many employees pay attention to how to make progress in their work every day, which is more effective than all production engineers and planners in the head office, and actively consult employees. He likes to show tourists around the factory and casually points to an employee and says, "This is one of my best supervisors." Thus making the defendant proud.

The respect incentive method is an incentive method to make employees feel their importance to the organization and encourage them to learn from the advanced by respecting the opinions and needs of subordinates and meritorious officials.

8, behavior incentive method

The incentive method to motivate subordinates with the intentional behavior of business leaders in some aspects is behavior incentive method.

Third, the skills of effective motivation.

1, teach first and then use motivation skills.

Before you do something, you should lay a good foundation and get the opinions or consent of others. The meaning of this word inspires us that before giving incentives, we must inspire and educate people to understand the requirements and rules, so that when using incentives, we will not feel sudden, especially for punishment. Therefore, the best management method is encouragement, not punishment.

2. Fair incentive skills

Before liberation, Baoyuantong Department Store decided to be promoted and awarded prizes solely on the basis of examination results. The assessment content includes "will, ability, work and action" and is assessed once every six months. The basis of evaluation is that the team leader and the store picket set up a "personnel" column in the diary and record the performance of the salesperson in these four aspects every day. After such an assessment, it is possible for employees to climb from the monthly salary of 0.5 yuan step by step until they reach the peak of Baoyuantong's "Grade 9 and Grade 36". Staff above the director level are gradually promoted through this assessment. This gives people the impression that anyone with strong ability and active work will have a bright future in Baoyuantong, while those with poor assessment results will never be lucky enough to be promoted, and those with poor performance may even be in danger of being dismissed or expelled. Because of this, Baoyuantong stipulates that 3 1.5% of the total surplus will be distributed to all employees every year, so the specific distribution is not too difficult, and everyone basically has no objection.

Making full use of the incentive system can greatly mobilize the enthusiasm of employees and ensure the smooth progress of all work in enterprises. To ensure the smooth implementation of the incentive system, we should treat each other honestly and fairly, without favoritism, egoism and egoism, just like Baoyuantong.

3. Pay attention to realistic performance and motivation skills.

Silo and Maycock are the founders of American International Agricultural Machinery Company and the inventors of the world's first harvester. Once, an old worker violated the work system and made trouble by drinking. According to the relevant provisions of the company's management system, he should be dismissed, and Maycock signed the approval opinion on the decision made by the management personnel. As soon as the decision was made, the old worker flew into a rage. He said with grievance: "When the company is heavily in debt, I can't pass you." . I haven't worked for three months, and I haven't complained. Now I've made this mistake, and I've fired Lao Tzu. There is really no love at all! Maycock said to him calmly: "Do you know that this is a company, a place with norms?" ... it's not personal between you and me. I can only do things according to the rules, and once is no exception. "

When implementing incentives, we should, like Maycock, only pay attention to the actual performance of the incentive object, and look at the actual performance separately from the past. When the prize is awarded, it will be punished when it is punished.

4. Skills of timely motivation

An American company named Foxboro specializes in producing high-tech products such as precision instruments and equipment. At the beginning of my business, I once encountered a technical transformation problem, which would affect the survival of the enterprise if it was not solved in time. One night, while the president of the company was seriously thinking about this problem, a scientist broke into the office to explain his solution. After listening to this, the president felt that his idea was really extraordinary and wanted to give him a reward immediately. He rummaged in the drawer for a long time, and finally handed something to the scientist and said, "This is for you!" " "This thing is neither gold nor silver, but a banana. This was the only prize he could find at that time, and all the scientists were moved by it. Because it means that his achievements have been recognized by the leaders. Since then, the company has awarded a golden banana-shaped pin to technicians who have overcome major technical problems.

The timeliness of behavior and positive motivation is manifested in the timeliness of "reward does not exceed the time limit", and the company president will take it out as a prize when there is nothing but a banana. This has at least two advantages: first, after the party's behavior is affirmed, it helps him to continue to repeat the desired behavior. This is like a child learning to walk and taking an indecent first step, encouraging him to take the second and third steps immediately until he really learns to walk; The second is to let others see that as long as they follow the requirements of the system, they will be rewarded immediately, which shows that the system and leadership are reliable, so everyone will strive to get a positive reward.

5. Appropriate motivation skills

Some people can't understand those who can play video games all night, but often forget to eat and sleep when they go to play. Why? The programming of computer programs on the game machine is based on the principle from simple to complex and from easy to difficult. In every specific program, operators may not be able to win easily when competing with computers. But after a period of operation, you can go through some customs. In this way, it is the most attractive to operators to make progress and retreat without blowing dust.

The example of game machine shows that there is a moderate problem in the incentive standard. If this degree is maintained, the incentive object can work tirelessly. On the other hand, if the behavior of the incentive object is too easy to reach the boundary between being rewarded and being punished, then this set of incentive methods will make the incentive object lose interest and fail to achieve the purpose of motivation, so it is said: "If the reward and punishment are wrong, the public will not be intimidated."

In short, the incentive system will always be the political commissar of enterprise development, and the assessment system will always be the style of enterprise. Effective incentive and effective assessment can never be separated, and the principles that effective incentive must grasp are: timely, moderate and appropriate.