Lead:

An enterprise must have an incentive mechanism, otherwise employees will lack enough motivation for their work and will lose excellent employees. Once the incentive mechanism is formed, it will act on the organizational system itself, so that the organizational function is in a certain state, and further affect the survival and development of the organization. Good incentives are good for organizations.

Everyone knows that in 1492 Columbus discovered the American continent. But few people know that Columbus's trip around the world was not easy to come by! Prior to this, Columbus was just an unknown sailor, when the Kingdom of Portugal was planning to sail around Africa to India, but Columbus thought that it was not necessary to sail all the way west around Africa to reach India.

In August 1492, at the age of 41, Christopher Columbus finally won the support of Queen Elizabeth of Spain, and led 120 men to leave Spain in three small boats and begin a voyage around the world to the west. On October 12, 1492, after more than 30 days of sailing, they finally landed on the island of San Salvador in the Bahamas of North America. Since then, Columbus has sailed three more times to the coast of the Americas to conduct field investigations. Columbus became the first person in the West to discover the New World of America.

In fact, Columbus did not make this "feat" completely selflessly, after 8 years of hard work, at the moment of success, Columbus made his own request, and he made a contract with the king and queen of Spain:

"Kings and queens have suzerainty over the New World discovered by Columbus; Columbus was made a nobleman and marshal of the Atlantic navy, and was allowed to serve as governor of the islands and lands he would discover in the future, and these titles would be hereditary; 10% of the products of the newly discovered land are owned by him; He was also able to participate in all commercial activities in the New Lands, with 1/8 of the total investment and profits, and he was able to levy a 10% tax on ships going to the New World for business, exempting his goods from duty on goods destined for Spain. ”

It was inspired by this seductive contract that Columbus discovered the New World and changed the face of the entire world.

In the same way, an enterprise must have an incentive mechanism, otherwise employees will lack enough motivation for their work and will lose excellent employees.

Once the incentive mechanism is formed, it will act on the organizational system itself, so that the organizational function is in a certain state, and further affect the survival and development of the organization.

Good incentives are good for organizations. The augmentative effect of the incentive mechanism is the repeated reinforcement and enhancement of a certain behavior of employees that meets the expectations of the organization, and under such a role, the organization continues to grow and develop.

How to build a good incentive mechanism has become the key. The process of a good incentive mechanism is the process of interaction between the incentive subject (manager) and the incentive object (the managed), that is, the process of motivating work.

This incentive mechanism starts before the employee enters the working state and runs through the whole process of achieving the organization's goals. The application of this incentive model to management practice can be divided into five steps, and its work content is as follows:

(1) Two-way communication. The task of this step enables managers to understand the personal needs, career planning, abilities and qualities of employees, and at the same time clarify to employees the goals of the organization, the values and behavioral norms advocated by the organization. Individual employees should properly express their abilities and specialties, personal requirements and intentions, and at the same time, employees should understand the organization's requirements for themselves in all aspects.

(2) Acts of their own choice. Through the two-way communication in the previous step, the management personnel will arrange appropriate positions for employees according to their personal strengths, qualities and work intentions, put forward appropriate efforts and assessment methods, and adopt appropriate management methods and put them into action; Employees start work with the right attitude, the right way to behave and the level of effort.

(3) Periodic evaluation. Periodic evaluation is to judge the phased results and work progress that employees have achieved in a timely manner, so that managers and employees can make adaptive adjustments, and this phased evaluation should choose an appropriate evaluation cycle, which can be determined according to the specific work tasks of employees for a week, a month, a quarter or half a year.

(4) Year-end evaluation and reward distribution. This step is carried out at the end of the year, and employees should cooperate with the management to evaluate their work performance, and accordingly receive the organization's reward resources. At the same time, managers should be good at listening to employees' own evaluations of their work.

(5) Comparison and re-exchange. In this step, employees will compare their rewards from the work process and task completion with other comparable people, and compare them with their own past, to see if they are satisfied and fair with the rewards they receive from their work. Through comparison, if the employee is satisfied, he will continue to work in the original organization; If they are not satisfied, they can further engage in constructive consultations with managers to reach an agreement. If the parties cannot reach an agreement, the contractual relationship between the parties will be terminated.

The whole-process incentive model highlights the role of information exchange, divides the logical steps of incentive work, and has strong operability.

In this way of incentive, competition should also be introduced in due course. Competition is also the party of incentives, competition will make the organization and its employees have a sense of crisis, make employees feel crisis, feel that they must work hard to achieve themselves, and will be eliminated if they slack off. In this way, the business can remain dynamic and full of vitality.

The introduction of a competition mechanism can break the situation of "eating a big pot of rice" within the enterprise. When the business is operated, employees may work hard with a passion, but after a long time, they find that no matter how much they do or how little they do, whether they do good or bad, the result is the same, and every employee enjoys the same treatment, then his enthusiasm will be reduced, and then disappointed and depressed. This is really a kind of big pot of rice with a coat on it. Through the introduction of the competition mechanism, the implementation of rewarding diligence and punishing laziness, rewarding the good and punishing the inferior, breaking this seemingly equal but actually suppressed interest pattern, the initiative and creativity of enterprise members can be fully brought into play, and the enterprise can maintain vitality for a long time.

However, we should also remember not to blindly introduce competition, just like some places take the introduction of > talents as the standard for evaluating work performance, forcing the introduction of talents to "heat up". Some units introduce talents to decorate the façade to improve their own gold content or as a weight for applying for funding projects. Experts believe that the structure of human resources is always a dynamic pyramid, but some places often only feel that there is a lack of top talents, and the introduction of preferential policies for the introduction of academicians and doctors, but the result is that academicians and doctors are not attracted, but they have gone away from the backbone talents at the upper level of the pyramid and the outstanding young talents with development potential in the middle and lower levels. Employers need to establish a correct concept of talents, not necessarily to introduce master's, doctoral and other highly educated talents, which may cause a waste of talents, but should be based on demand, looking for the most suitable talents for themselves.

General incentives, enterprises will do, but this is only a superficial approach, is the whole process of incentive model is different, it is a benign incentive method, is an effective way for enterprises to make benign investment. With this powerful power as the backing, the enterprise will have the momentum to move forward.