To maintain the relevance of the findings, surveys should be repeated periodically. However, such activities are associated with large expenditures of resources, so they are organized rarely and on a limited scale.
Testing
Experts consider tests to be among the most objective philippinen vorwahl whatsapp ways to evaluate candidates and specialists in various fields. During the tests, the employee is given a set of tasks with answer options, from which he must choose the one he considers correct. Automated testing allows you to study a large team in a short time and make prompt conclusions.
The Humanitarian Technologies Laboratory (HT Lab) has created a set of psychometric tests to assess the personnel motivation system. When compiling each test, its compliance with the realities of business in our country is ensured, and thanks to annual adjustments, it is possible to obtain more reliable results.
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Examples of non-standard approaches in the employee motivation system
In addition to the usual methods of motivation, there are some rather non-standard methods:
Day off on Friday the 13th
One German company allows employees to take the day off when the 13th falls on a Friday. A performance analysis over the past five years has shown that on that date, negotiations often fail to reach agreement and customers are very vocal in their complaints, often quite bizarre.
Honeymoon Suite
A chain of French hotels resorts to this practice. It also includes colorful room decoration, and a pleasant addition is champagne with fruits. However, recently restrictions have been put in place regarding this method of motivation - it can be provided only once a year.
Recreation areas
Norwegian holding Selvaag makes every effort to ensure that colleagues can communicate with each other outside of working hours. About 60-70% of the office space is dedicated to relaxation zones. There are comfortable soft furniture and tables for tea, and baked goods are served on Fridays.
Healthy Lifestyle Award
Some companies in Norway provide benefits to employees who do not smoke or have quit smoking, to those who ride bicycles to work, etc. The idea is that a healthy lifestyle encourages employees to be more diligent, which results in higher income for the company.
Sick leave without documents
In Switzerland, great attention is paid to the health of employees. Sick leave payments there amount to 80% of the salary. And if an employee is absent due to illness for less than a week, he can do without a certificate at all and simply report that he is unable to come to work.
To work with a child
In Sweden, you are allowed to take your child with you to work if he or she is currently on vacation or if there is simply no one to look after him or her at the moment.
Leave without explanation
Many companies in Australia allow you to take sickie time off. Although sometimes this opportunity is used for dubious purposes - for example, to spend time on the beach or to lie down after a party. In this regard, not all organizations have adopted this method of motivation, sometimes a sick leave is required for this.
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Errors in the personnel motivation system
Insufficient differentiation.
When using a personnel motivation system, it is very difficult to determine the differences in the assessment of efficiency. The lack of clear differentiation can negatively affect the motivation of employees who show the best results, but are ignored by management.
Focusing on only one type of motivation.
The most common incentive is monetary compensation. At the same time, employers sometimes believe that successful employees can only be inspired by being on the honor roll, and it is not necessary to recognize their merits in monetary form. Then, competitors, in order to entice valuable specialists, only need to promise them a higher salary. For the system to work, a competent combination of material and non-material stimulation methods is necessary.
Source: shutterstock.com
Individual motivation techniques do not produce results; a comprehensive approach is needed.
Copying the experience of other companies.
Each business has its own characteristics, and the successful implementation of a system by a bank does not mean that a chain supermarket or manufacturing company can do the same. If a scheme was developed for one company, it will not necessarily work for another - it can only be taken as a basis. When creating a personnel motivation system for an enterprise, it is necessary to proceed from the characteristics of the product, the goals and objectives of the business, and other nuances.
Lack of feedback.
Let's take a natural-born salesperson who regularly receives bonuses for fulfilling the plan. It would be a mistake for a store owner to think that such motivation is enough. Maintaining contact with the employee, publicly expressing gratitude for his success, and creating conditions for professional growth are of great importance.