Errors of managers making the improvement of the personnel motivation system inefficient

On the market there is a tendency of high staff turnover in small organizations. Some employers do not seek to awaken in a person the desire to work for him, which causes a negligent attitude to the work of the staff. In connection with the overabundance of those wishing to find employment, it is much easier for the boss to find a new person than to teach the already existing one. Thus, a vicious circle is formed from eternally late irresponsible workers and the employer, who suffers losses through their fault. The solution of this problem lies on the surface and the name of it is "staff motivation".

Many managers of large enterprises understand that employees are their main asset, without which it is impossible to achieve high results. For this reason, they try in every possible way to awaken in them motivation for work - the desire to work and improve their performance for the benefit of the organization. To do this, constant improvement of the personnel motivation system is necessary in various ways. The development of these methods, as a rule, is handled by the personnel department, which submits its proposals for consideration to the head and only after its approval has the right to implement them in practice.

Any improvement of the organization's motivation system begins with collecting information about the needs of employees, their wishes. To do this, you can conduct a questionnaire or an anonymous survey, as well as personal conversations. Some managers mistakenly believe that by constantly increasing premiums or wages, they thereby awaken interest in the work of employees. In fact, people get used to regular material incentives and cease to perceive them as a positive evaluation of their work. For him, this becomes a reality, for which you do not need to exert much effort. For this reason, the improvement of the staff motivation system It is impossible to conduct without identifying its needs .

The mistake of most managers is that they are improving the system of staff motivation, based on their own beliefs and vision of all that is happening. This is inaccurate information, which can not be used as a basis for the development of motivational methods. Many bosses for some reason do not want to ask their subordinates the question: what do you want? The opinion of the staff is often not taken into account at all. Hence, another misconception follows, making the improvement of staff motivation not effective. This is the attitude towards the collective as a homogeneous mass and the development of standard incentive measures. It must be remembered that each person is individual and for each person there is an incentive that will encourage him to increase the effectiveness of his activities. To implement this thesis, the boss should pay attention to his subordinates not as a single organism, but as a sum of personalities. In some cases, it is enough to have a heart-to-heart talk with a person, so that he feels his own importance for the company and is imbued with her ideas.

In order to improve the system of staff motivation was successful, you need to identify not only the motives of employees, but also their anti-motives. In other words, it is important to know what is slowing down the workflow. Some studies have confirmed that the authoritative management style of bosses significantly reduces the productivity of the work process. This number also included processing, lack of movement on the career ladder. Given these factors and many others, it is possible to create a picture of the effective motivation of employees, on which a list of methods that give a 100% result will be clearly indicated, as well as what causes a decrease in interest in the work of employees.