External and internal motivation: definition, formation features and factors. Personnel motivation: main types and methods. Personnel motivation system Motivation and stimulation of personnel: what is their difference

10.09.2011

INTERNAL AND EXTERNAL MOTIVATION OF STAFF: ESSENCE AND DIAGNOSTICS

Vadim Subbotin, director of Anthropos-consulting company

What kind of employees does your company need?

Creative, independent, ready to solve difficult problems, passionate about work?

Or are they managed, inclined to strictly follow established procedures, willing and able to compete and compete, loving honors and material incentives?

Or maybe you would like to see all the listed traits in each of your employees?

In principle, any of these options is possible. It is important to properly build and methodically equip recruitment process.

What are these options? In the first case we are talking about employees with a strong internal motivation, in the second – external motivation, in the third – with highly expressed both types of motivation.

I have already touched on the issue of internal and external motivation of staff in the articles:

(points 4 and 5);
; .

In this case, I will dwell on these types of motivation in more detail.

Intrinsic motivation (intrinsic motivation ) occurs when a person is interested in the business in which he is engaged, in itself, its content; when a person experiences pleasure from the work process; when the work is addictive, captivating and performed not for the sake of something external (reward, honors, etc.), but for its own sake.

Extrinsic motivation (extrinsic motivation ) occurs when a person is motivated by something “located” outside the content of work, which is external in relation to it: money, recognition, prestige, etc. In this case, work is only a means of obtaining some result external to its content.

Research shows (see, for example, Amabile, et al., 1994; Watanabe & Kanazawa , 2009 ), that people with a predominance of intrinsic motivation are characterized by the following features.

They are prone to independence and independence in setting goals; they want and can work without external pressure (without “carrots and sticks”). They tend to strive to achieve mastery in the business to which they have dedicated themselves. They are not only not afraid, but also strive to solve difficult problems, because they see them as an opportunity for their professional growth. They are immersed in work. They are curious and inquisitive.

On the other side, people with pronounced extrinsic motivation

attach great importance to how other people evaluate them. Externally motivated people are characterized by competitiveness, the desire to compete, win, win. Extrinsically motivated people greatly value material incentives (money, property). It is extremely important for them to gain respect, prestige, fame and recognition.

Intrinsically motivated Compared to externally motivated people, they are more productive in acquiring new knowledge(McCullers & Martin, 1971; Bahrick, Fitts, & Rankin, 1952), in solving complex intellectual problems(Glucksberg, 1962 ), have a higher level of intelligence and creativity (creativity)(Amabile, 1979, 1982, 1985, 1987; Amabile & Gitomer, 1984; Amabile, Goldfarb, & Brackfield, 1990; Amabile, Hennessey, & Grossman, 1986; Bartis, Szymanski, & Harkins, 1988; Koestner, Ryan, Bernieri, & Holt, 1984; Kruglanski, Friedman, & Zeevi, 1971 ), they are more inclined to receive a high level of education, are more inclined towards research-type professions, they are more inclined to literary and visual creativity: they like to write, are interested in poetry, draw ( Amabile, et al., 1994).

On the other side, extrinsically motivated They tend to engage in activities with clearly defined rules, prefer an orderly social environment, follow established procedures, and love when goals are set for them by someone other than themselves.

How are extrinsic and intrinsic motivations related? ?

These are two poles of the same scale: the greater one is, the less the other, and it is impossible to have high external and internal motivation at the same time?

Or are these independent types of motivation, and all combinations are possible: can you have a high level of both motivations, a low level of both, as well as a low level of one and a high level of the other?

There is an answer to this question. Research shows(Amabile, et al., 1994), that there is no statistically significant correlation between these types of motivation, and therefore the second of the assumptions is true: external and internal motivation are independent.

So, if a company needs creativity, independence, readiness to solve difficult problems, involvement in work, rejection of hackwork and incompetence from its employees, then choose those whose internal motivation predominates. If - controllability, a tendency to strictly follow established procedures, the desire and ability to compete and compete, a love of honors and material incentives, choose those who clearly have a dominant external motivation. If your company values all of the above, look for those who are “mutually motivated” - those who have both strong external and internal motivation. There are such people too. The fourth of the possible options (low external and low internal motivation) is unlikely to be flattered by anyone.

In addition, the relative importance of intrinsic and extrinsic motivation varies by occupation. If, for example, an artist-designer and a copywriter simply need internal motivation, then for a sales manager and accountant external motivation is more important.

To assess the level and ratio of internal and external motivation, I can suggest ( Work Preference Inventory – WPI, Amabile, Hill, Hennessey, Tighe, 1994).

Literature:

Amabile, T. M. (1979). Effects of external evaluation on artistic creativity. Journal of Personality and Social Psychology, 37, 221-233.

Amabile, T. M. (1982). Children's artistic creativity: Detrimental effects of competition in a field setting. Personality and Social Psychology Bulletin, 8, 573-578.

Amabile, T.M., Hill, K.G., Hennessey, B.A., Tighe, E.M. (1994). The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientations. Journal of Personality and Social Psychology , Vol. 66, No. 5, 950-967.

Amabile, T. M. (1985). Motivation and creativity: Effects of motivational orientation on creative writers. Journal of Personality and Social Psychology, 48, 393-399.

Amabile, T. M. (1987). The motivation to be creative. In S. Isaksen (Ed.), Frontiers in creativity: Beyond the basics(pp. 223-254). Buffalo, NY: Bearly Limited.

Amabile, T. M., & Gitomer, J. (1984). Children's artistic creativity: Effects of choice in task materials. Personality and Social Psychology Bulletin, 10,209-215.

Amabile, T. M., Goldfarb, P., & Brackfield, S. (1990). Social influences on creativity: Evaluation, coaction, and surveillance. Creativity Research Journal, 3, 6-21.

Amabile, T. M., Hennessey, B., & Grossman, B. (1986). Social influences on creativity: The effects of contracted-for reward. Journal of Personality and Social Psychology, 50, 14-23.

Bahrick, H., Fitts, P., & Rankin, R. (1952). Effects of incentive upon reactions to peripheral stimuli. Journal of Experimental Psychology, 44, 400-406.

Bartis, S., Szymanski, K.., & Harkins, S. (1988). Evaluation of performance: A two-edged knife. Personality and Social Psychology Bulletin, 14, 242-251.

Glucksberg, S. (1962). The influence of strength of drive on functional fixedness and perceptual recognition. Journal of Experimental Psychology, 63, 36-41.

Koestner, R., Ryan, R., Bernieri, F., & Holt, K. (1984). Setting limits on children's behavior: The differential effects of controlling vs. informational styles on intrinsic motivation and creativity. Journal of Personality, 52, 233-248.

Kruglanski, A., Friedman, I., & Zeevi, G. (1971). The effects of extrinsic incentive on some qualitative aspects of task performance. Journal of Personality, 39, 606-617.

McCullers, J. C., & Martin, J. A. G. (1971). A reexamination of the role of incentive in children's discrimination learning. Child Development, 42, 827-837.

Watanabe, S., Kanazawa, Y. (2009).A Test of a Personality-Based View of Intrinsic Motivation.Japanese Journal of Administrative Science, Vol. 22, No.2, 117-130.

When citing this material, reference to the author, the Anthropos-consulting company and the website www. anthropos. ru required.

In this article we will talk about internal and external motivation. Find out how each type of motivation works. Experts will tell you how knowing the leading motive will help manage employees.

From the article you will learn:

★ Staff motivation

Achievement motivation measurement test from HR System experts

What is intrinsic and extrinsic motivation?

There are several classifications of types of motivation: material-intangible, positive-negative, individual-group.

Extrinsic motivation- is not related to the content of the activity, but is caused by some external circumstances.

Example of extrinsic motivation

Intrinsic motivation-related to the content of the activity, and not caused by external circumstances.

Example of intrinsic motivation

Experts in the field of personnel management have noticed that when solving simple problems, when attentiveness and the ability to perform the same type of actions for a long time are most important, external motivation works more effectively. You pay more - better results.

When performing complex, creative tasks, external motivation stops working and can have the opposite, negative effect. If you pay more, the results are worse.

No. 4. The motive of material reward

Employees with this driving motive engage in business only to receive rewards or avoid punishment.

How to control: Understand what exactly motivates different groups of your staff - rewards or punishments. Press on this motive. Reward lovers will achieve the results you need for the sake of a bonus or promotion. And employees who avoid punishment will try not to earn a fine or receive a dismissal order.

How does intrinsic motivation work?

Internal motives are not found in external circumstances, but within the person himself. Examples of intrinsic motives are self-affirmation, conviction, personal growth, curiosity, and play.

For employees with high internal motivation, work is an extension of life, it must satisfy them morally, the employee needs to feel the necessity and benefit of their work, and see the results of their work. Let's look at the main types of internal motives and tell you how to manage employees with one or another leading motive.

No. 1. Motif of the game

People who are inspired by work are more productive than those who are tired of it. This motive is based on curiosity and a penchant for experimentation. Even adult leaders love to play. The question is what games do you offer and what is the result from them.

How to control: include an element of play in your work.

Example

How to turn a serious task into a game and , says an expert from the HR Director magazine. The article contains many examples, cases and valuable advice from HR officers of leading Russian companies.

No. 2. Goal motive

An employee is more productive when performance results coincide with his personal beliefs. At the same time, he may not like the work process. The main thing is that the employee strives for the same result as the company.

How to control: set your goals wisely. They should be big, meaningful, emotional and logical.

Valentin Timakov, Deputy General Director for Human Resources at IBM (Russia and CIS)

. This develops better than training!

No. 3. Potential motive

For an employee with this leading motive, the main thing is self-improvement, professional growth and the realization of one’s potential.

How to control: Offer the employee a challenging task and the opportunity to take responsibility for it. Give him the opportunity to improve his qualifications and gain new skills. It has been noticed that such employees make good mentors. The best way to improve skills is to teach them to others.

Elena Belikova, HR Director at RED

We have created a program in which specialists train beginners. We select mentors from experienced salespeople who have all the necessary competencies. At the end of the course, new employees take an exam. If the mentee endures it well, we pay the mentor a bonus. If the beginner’s level increases significantly after training, we promote the mentor to shift administrator.

External motivation is not related to the content of the work, but is determined by external factors - material rewards, power, achievement, involvement. Intrinsic motivation is related to the content of the work itself and is supported by internal factors - realization of potential, self-affirmation, curiosity and play. Maintaining a balance between internal and external motivation is the key to effective staff performance.

Motivation is an important component of any individual activity. From Latin, this term, found in many scientific fields, is translated as “that which moves forward.” Correct internal and external motivation allows a person to fully realize their natural abilities and achieve their goals.

Peculiarities

Currently, psychologists, sociologists and teachers are studying the deep essence of motivation. But despite this, there is still no single definition of the concept itself. In psychology, motivation is defined as a physiological process that controls human behavior and determines his reactions in a certain life situation. You can use other definitions for this concept, namely:

Inducing a person to take a certain action.
The ability of an individual to satisfy his own needs through an activity.

It follows from this that if a person is motivated, then he is active, organized, distinguished by purposefulness and stability of character. Many scientists who study the influence of motivation on a person’s success in society associate it with the presence of motives.

Motive can be conventionally considered the meaning of activity, but this concept should not be confused with a goal or need. The motive is expressed in the form of specific human experiences that cause positive or negative emotions associated with satisfaction or dissatisfaction with the state of affairs. For example, if hunger is a need, then food can be considered a goal. The motive in this case is the desire to eat. In the real world, in order to realize motives, sometimes a lot of internal tension is required.

Intrinsic and extrinsic motivation

Depending on the source of motivation to action, the following types of motivation are distinguished:

Internal or intense. In this case, there are no connections between a person’s active activity and any external circumstances. The motive for a particular action is thoughts, emotions and feelings.
External or extrinsic. It occurs when external circumstances push a person to certain actions. If they are excluded, then activity may drop to zero.

Intrinsic motivation is always associated with pleasure. In this case, for a person the result itself is already a reward. In the presence of this type of motivation, the individual:

Easily maintains a high level of concentration when performing the assigned task, which eliminates the risk of accidental errors.
Performs assigned tasks as clearly and efficiently as possible, without unnecessary exhausting overexertion.

To increase intrinsic motivation, a person must convince himself that he enjoys doing the job he has been assigned. In other words, you need to turn your work into a hobby. A feature of intense motivation is that it can, to a certain extent, depend on the emotional state of a person. For example, a person can enjoy work only if things are going well in his personal life.

It is in this case that external motivation, which is often associated with material or moral reward, must keep a person from doing wrong. This type of incentive to action is less effective. Under the influence of external motivating factors in a person:

Difficulty concentrating may occur, leading to slowness in action.
There will be no sincere interest in the task, which can significantly reduce the quality of the result.

It is optimal when internal and external motivation factors are in balance. It is in this case that the likelihood of becoming a successful person increases significantly. External motivation is more changeable, which is associated with changes in the conditions of the surrounding world. With constant internal motivation, a person is not characterized by despair, so he always finds ways out of the most difficult life situations.

Classification of motivation by other factors

Depending on other factors, other types of motivations may be distinguished. So, according to their constancy, they can be classified into:

Stable, which are characterized by maximum reinforcement of some external influence or internal belief. In this case, it is not necessary to create additional motives for the person to successfully move towards the goal. Such motivations can work wonders and keep a person in a creative state for a long time.
Unstable, requiring mandatory external replenishment in order to ensure the individual’s advancement.

In addition, motivations are classified according to their impact:

Positive involves the use of exclusively positive incentives. For example, parents promise to buy a child something if he successfully completes the school year.
Negative is based on an understanding of what not to do. For example, students must attend lectures to avoid being expelled. This type also includes material penalties for work not completed.

For the successful work of any team, competent external and internal motivation of personnel is necessary. As a rule, this issue is dealt with by experienced personnel officers with a psychological background. Setting the right motivation always requires an individual approach. You need to understand what is the motive and driving force for a particular employee to perform high-quality work. Of course, it is important to awaken internal interest, but, nevertheless, external positive motivation (EPM) of personnel is considered the most effective.

External motivation of personnel is divided into types from the point of view of receiving benefits:

Material involves receiving material rewards, for example, in the form of cash. This method is considered effective only when rewarding an individual employee, a small team working on a specific topic, or a group of people engaged in work of a narrow focus.
Intangible provides for the receipt of emotional benefits by staff. This method works effectively when applied to the entire team. With its help, you can raise the self-esteem of all employees at once and instill in them self-confidence. This is the case when a person begins to consider the work team as his family.

Non-material motivation of staff requires a professional approach. It is conventionally divided into:

Labor. To achieve this, the staff are provided with comfortable working conditions, and are also given the opportunity to work on a flexible schedule and receive time off if necessary.
Status. In this case, high-quality work should become a guarantee of advancement up the career ladder, which naturally entails improved well-being.

Personnel motivation is divided according to the methods used. It happens:

Normative, when psychological methods of influence are used in relation to a specific employee, inducing high-quality performance of assigned tasks. Most often, persuasive informative conversations are held.
Coercive, this method involves the use of power that leaders have. This method of motivation is only permissible if the employee does not perform his or her job properly.

It should be understood that for every working person, the main motivating factor is a good balance between work and personal life. When it is violated, life discomfort is observed, and this generally negatively affects a person, and, therefore, does not allow him to perform his work efficiently.

In order to correctly determine motivation for staff, it is necessary to take into account the vital needs of employees. The main ones are the following:

Maintaining your own health in good condition, which, of course, does not allow you to work too hard.
Having free time to pay attention to your loved ones.
Gaining the opportunity, if necessary, to solve personal problems.
Understanding of management in the event of force majeure.

In order to motivate staff to perform high-quality work, you can use the following examples:

Provide one or two additional paid days off per month. On this day, a person will be able to solve any personal problems, and will not be distracted by them while completing assigned tasks.
Establish shortened working hours for certain categories of employees. For example, valuable specialists in old age often need this.
If possible, allow employees to work remotely for objective reasons.
Organize the correct working regime, providing meals and preventative rest breaks.

Effective motivation is to support the personal growth of employees. It is necessary to create all conditions for those who strive to move up the career ladder. To improve the skills of employees, it is necessary to conduct trainings, coaching, and seminars during working hours.

The strongest motivation is recognition of success. The honor roll should not be considered a relic of the past. It is a very effective intangible positive motivation. In addition, at general meetings, managers should not forget to list distinguished employees. In a prosperous, successful team, traditions must be created. To do this, you need to hold corporate events, but the main thing is that they are not forced. The rule should also be periodic informal communication between management and employees.

The issue of employee motivation interests almost every businessman. The most successful of them are well aware that employees need to be encouraged and stimulated in every possible way. After all, it is not often that you meet people who are completely and completely satisfied with their position, which they most likely did not occupy by calling. However, any manager can make the work process comfortable for the team, so that each person performs their duties with pleasure. Ultimately, labor productivity, the development prospects of the company, etc. will depend on this.

Many companies conduct castings, they search with staff, organize psychological trainings, etc. And all this is just to increase the interest of their employees in the final result by any means.

Motivation

The issue of increasing staff interest in the final result of their work is relevant not only in our country, but throughout the world. After all, successfully motivating employees is the key to the success of the entire company as a whole. What does this concept mean?

Motivating employees is an internal process occurring within the enterprise. Its goal is to encourage each team member to work towards the final result.

In addition, employee motivation is an indispensable component of the personnel policy of any institution. Its role in the management system is very significant. With a well-organized process of increasing staff interest, such events can significantly increase the profitability of a business. If the system is incompetent, then all the efforts of even the best specialists will be nullified.

Employee motivation is a set of incentives that determine the behavior of a particular individual. That is, it is a certain set of actions on the part of the leader. At the same time, the goal of motivating employees is to improve their ability to work, as well as attract talented and qualified specialists and retain them in the company.

Each manager independently determines methods that encourage the team to be active and creative, which allow people to satisfy their own needs and at the same time fulfill the general task set for the enterprise. If an employee is motivated, he will certainly enjoy his work. He becomes attached to her with his soul, experiencing joy from completing the tasks assigned to him. It is impossible to achieve this by force. But at the same time, encouraging employees and recognizing their achievements is a very difficult process. It requires taking into account the quality and quantity of labor, as well as those circumstances that serve as a prerequisite for the emergence and development of behavioral motives. In this regard, it is extremely important for every manager to choose the right motivation system for his subordinates for his enterprise, applying a special approach to each of them.

Performed tasks

Developing employee motivation is necessary to unite the interests of each team member and the entire enterprise. In other words, the company needs quality work done, and the staff needs a decent salary. However, this is far from the only task that the motivation system faces. Its implementation allows:

attract and interest valuable specialists;
eliminate the turnover of qualified personnel;
identify the best employees and reward them;
control payments to employees.

Many novice businessmen do not fully understand the importance of addressing motivation issues. Thoughtlessly approaching the creation of an incentive system at their enterprise, they try to achieve the goal by paying bonuses alone. However, such actions will not fully solve this problem, which will require a complete analysis and competent resolution. This can be done by first studying the theories of motivation created by famous people. Let's take a closer look at them.

Maslow's theory

Physical. These needs are a person’s desire to satisfy the physiological needs for food and drink, rest, home, etc.
Security needs. Each of us strives to gain confidence in the future. At the same time, people need to feel emotional and physical safety.
Social needs. Every person wants to be part of society. To do this, he makes friends, family, etc.
The need for respect and recognition. All people dream of being independent, having authority and a certain status.
The need for self-expression. People always strive to conquer peaks, develop their “I” and realize their own capabilities.

Maslow compiled a list of needs according to their importance. So, the first point is the most important, and the last is the least significant. A manager who chooses this author’s theory to increase employee motivation does not have to do everything one hundred percent. However, it is important to at least try to address each of the above needs.

McGregor's X and Y Theory

Using Theory X. In this case, the manager adheres to an authoritarian management regime. This should happen in cases where the team is extremely disorganized, and people simply hate their work, trying in every possible way to withdraw themselves from fulfilling their job responsibilities. That is why they need strict control from the manager. Only this will allow the work to get better. The boss is forced not only to constantly monitor the staff, but also to encourage them to conscientiously perform their assigned duties by developing and implementing a system of punishments.
Using Theory "Y". This direction of employee motivation is fundamentally different from the previous one. It is based on the work of the team, performed with complete dedication. At the same time, all employees take a responsible approach to fulfilling the duties assigned to them, show interest in them and strive to develop. That is why such employees should be managed using a loyal approach to each person.

Herzberg's motivational-hygiene theory

It is based on the statement that doing work can bring satisfaction to a person or leave him dissatisfied for various reasons. A person will receive pleasure from solving the tasks assigned to him if the final result becomes an opportunity for his self-expression. The main motivation of employees is to develop specialists. And it directly depends on the prospects for their career growth, recognition of achievements and the emergence of a sense of responsibility.

What factors motivate employees that lead to their dissatisfaction? They are associated with shortcomings in the organizational process of the enterprise, with poor working conditions. Their list includes low wages, an unhealthy atmosphere in the team, etc.

McClelland's theory

The need to control and influence other people. Some of these workers simply want to manage others. Others strive to solve group problems.
The need to achieve success. Such people like to work independently. They have a need to complete a new task better than the previous one.
The need to participate in a particular process. Employees in this category want respect and recognition. They prefer to work in specially organized groups.

The manager, based on the needs of each member of the team, must implement a system of employee motivation.

Process stimulation theory

This direction is based on the statement that it is important for a person to achieve pleasure without experiencing pain. This is what the leader must take into account. According to this theory, he needs to reward his employees more often, using punishment as little as possible.

Vroom's expectancy theory

In this case, the peculiarity of employee motivation lies in accepting the fact that a person will perform his work to the highest quality only if he understands that the end result will satisfy his needs. This is the main incentive for people.

Adams theory

The meaning of this author’s statements boils down to the fact that the work of any person should have an appropriate reward. If underpaid, the employee will work worse, and if overpaid, all his actions will remain at the same level. That is why each of the work performed must be remunerated fairly.

Direct and indirect motivation

There are a large number of ways that can increase labor productivity by influencing a team of employees. Depending on the form used, motivation can be direct or indirect. In the first case, the employee understands perfectly well that the task he completes quickly and efficiently will be additionally rewarded.

Indirect motivation is the implementation of stimulating activities that allow a person to renew his interest in performing his duties and give him satisfaction after completing the task assigned to him. In this case, each member of the team has a heightened sense of responsibility, which makes control by management unnecessary.

In turn, direct motivation can be material (economic) and intangible. Let's look at these categories in more detail.

Material motivation

Sometimes company managers are convinced that the most effective incentive for any employee is the amount of wages he receives. But actually it is not. If we consider the human needs that Maslow described in his theory, it becomes clear that money can satisfy only the first two of them. That is why the system of employee motivation in an organization, which provides for increasing the interest of specialists with only a high salary, is ineffective. Yes, it provides an increase in people's productivity, but not for long. Usually this period lasts no more than 3-4 months. Afterwards, specialists feel dissatisfied with all other needs, which are at a higher level compared to physiological and safety issues.

What are the material ways to motivate employees? There are only three types, which include financial incentives for staff of various forms, as well as penalties for late or incorrectly completed tasks.

Methods for motivating employees include:

monetary rewards;
non-monetary rewards;
system of fines.

The following are considered monetary rewards:

allowances and bonuses;
wage growth;
benefits and social insurance;
percentage of sales;
monetary rewards for overperformance;
large discounts on company products or services.

For example, monetary rewards awarded for exceeding a pre-compiled plan are an excellent motivation for sales employees.

In addition to this, a financial incentive is also the reward that is due for winning a particular competition. For example, an employee adequately represented the company at an industry competition in the region, country or world. At the same time, the specialist took a prize, for which the company’s management rewarded him with a large bonus.

Non-monetary rewards include the implementation of social corporate projects:

providing discounts or free use of the organization’s institutions (kindergartens, clinics, etc.);
the opportunity to relax with a voucher purchased by the company in sanatoriums, holiday homes or health camps (for children of company employees);
provision of tickets to various cultural events;
advanced training or completing a training course at the expense of the organization;
provision of paid time off or extraordinary days off;
sending on business trips abroad;
good work place equipment.

material punishments for a specific team member, which occur in the event of his lateness, failure to complete a task and other administrative violations;
deprivation of bonuses to all employees for failure to fulfill the plan for a separate time period;
introduction of so-called penalty hours.

When applying punishment as one of the ways to motivate employees, the manager must remember that the main objective of such an event is to prevent certain actions that could cause harm to the enterprise in a certain way. The employee, realizing that if he fails to fulfill the planned plan, he will certainly be fined, he will begin to treat his work with greater responsibility.

However, it is worth keeping in mind that the punishment system is effective in cases where it is not revenge for an employee’s misconduct. Fines should be a measure of psychological impact on a person. One example of this type of employee motivation is a slogan that says that in order to feel comfortable, an employee must play by the company’s rules. Moreover, failure to comply with such rules should be punished in accordance with the level of the offense committed.

Will it be enough to simply intimidate people with fines? Will they then work as efficiently as possible? No! Such a system should be applied only if it is closely linked with bonuses, bonuses and incentives. It is important for a leader to find a middle ground in order to act fairly, rewarding for success and punishing for failures.

Non-material motivation

This method should also be used when stimulating company employees. It will allow them to come to work with a genuine desire to outperform competing firms in everything.

What is non-material motivation of employees? It is a set of effective forms and types of personnel incentives, which are:

praise for successes and their public recognition;
career prospects;
a comfortable atmosphere in the team and throughout the organization;
holding cultural events and corporate events;
congratulations to employees on dates that are significant to them (birthday, wedding, anniversary);
holding motivating meetings;
prize draws and professional competitions;
involving specialists in making strategic decisions.

Non-material motivation of employees also refers to feedback in the form of a manager’s response to employee complaints, their wishes, etc.

Other types of incentives

What other measures can a manager take to increase labor productivity in an enterprise? To achieve this, there are methods of motivating employees such as:

Social. The person realizes that he is part of the team and an integral element of the entire mechanism. This makes him afraid of letting his colleagues down. To prevent this, he does everything to complete the task assigned to him with the highest possible quality.
Psychological. The head of the enterprise must help create a friendly atmosphere within the team. Good relations in the company lead to the fact that a person willingly goes to work and takes part in the production process. At the same time, he receives psychological satisfaction.
Labor. This method of stimulation is aimed at self-realization of the employee.
Career. In this case, moving up the career ladder is a good motive.
Gender. The employee’s motivation in this case lies in his ability to brag about his own successes and successes to others.
Educational. When applying this method, the desire to work appears when a person desires to learn, develop and receive an education.

To obtain an effective result, the employee motivation system must be structured in such a way as to use all methods of stimulating personnel in a complex, which will allow the company to receive a good, stable profit.

Motivation levels

Each person is undoubtedly individual. Thus, in a team there will always be careerists for whom climbing the career ladder is extremely important in life. Others prefer the absence of change and stability. This is what the manager should take into account when developing a system for motivating employees. That is, each of them will need to find its own approach.

Today, there are three levels of motivation for the activities of enterprise employees. It happens:

Individual. With such motivation, decent wages for workers are provided. When calculating the amount of payments, it is necessary to take into account the skills and abilities inherent in the employee. The subordinate must understand that if he performs the tasks assigned to him efficiently and on time, he will definitely climb the career ladder.
Team. With such motivation, a team united by one thing works more effectively. In this case, each team member understands that the success of the entire group directly depends on the results of his work. When developing team motivation, it is important to understand that the atmosphere that exists within the team must certainly be friendly.
Organizational. In this case, the enterprise team must be united into a system. At the same time, people need to realize that their team is a single mechanism. All work performed will directly depend on the actions of each employee. Maintaining a company at this level is one of the most difficult tasks for a manager.

Organization of a systematic approach to the motivation system

How to properly carry out activities aimed at increasing employee productivity? To do this, you need to remember that motivation is a system consisting of 5 successive stages. Let's take a closer look at them.

At the first stage, problems existing in personnel motivation are identified. To do this, the manager will need to conduct an appropriate analysis. Obtaining the necessary data is possible using an anonymous survey, which will reveal the reasons for the dissatisfaction of subordinates.
At the second stage, taking into account the data obtained during the analysis, the team is managed. At the same time, the manager needs to interact closely with subordinates. Given the research data, it will be necessary to implement methods that can bring more benefits to the enterprise. One example of motivating employees at this stage is changing the workday routine if the majority of specialists do not agree with the one that currently exists.
At the third stage, there is a direct influence on the behavior of employees. But when taking measures to develop a motivation system, the manager must accept criticism and provide timely rewards to employees. In addition, the boss must demonstrate correct behavior on himself, thereby teaching his employees the same.
The fourth stage is characterized by activities aimed at improving the existing motivation system at the enterprise. During this period, non-material ways to motivate employees are introduced. Employees must be convinced of the importance of increasing productivity. The manager will need to “ignite” each of his subordinates, finding an individual approach to each of them.
At the fifth stage, employees must receive a well-deserved reward for their work. To achieve this, each company develops its own system of incentives and bonuses. When the team understands that their efforts do not go unrewarded, they will begin to work even more productively and with better quality.

Examples and methods of motivation

There are quite a large number of methods to increase employee activity at work. However, before putting them into practice, the manager should think about which of the methods are suitable specifically for his company.

Some of the best motivation methods include the following:

Salary. It is a powerful motivator, forcing the employee to perform the tasks assigned to him efficiently. If wages are low, they are unlikely to satisfy the employee, who most likely will not give 100%.
Praise. Every employee who does their job conscientiously wants to hear words of approval. The manager needs to regularly analyze the performance of tasks by specialists, without skimping on praise. With this method, without spending a single penny, the boss can significantly increase staff productivity.
Calling by name. In order to constantly maintain the authority of the director, he needs to know his employees by name. Calling a person by a name other than their last name shows respect. In this case, the subordinate realizes that he is a person valued by the leader.
Additional rest. This method allows you to encourage people to do their work better and faster. For example, department employees who are not directly involved with clients can be motivated. The team member who shows the best result for the week can go home early on Friday. The use of this method creates excitement among subordinates and the desire of each of them to become a winner.
Prospect for promotion. People must understand that if they do their work well and quickly, they will definitely climb the career ladder. Such a prospect can motivate no worse than material reward.
An opportunity to be heard and express your opinion. It is important for every specialist to know that his opinion is taken into account and listened to.
Rewarding. When any memorable date comes, it is advisable to give gifts to employees. Such a sign of attention could be an ordinary trinket on which an engraving will be applied. A person will remember such a memorable gift for a lifetime.
Hall of Fame. Placing photographs on it is one of the intangible methods of motivation that significantly increases labor productivity. The organization places pictures of the best employees of its team on such a board. This makes it possible to create such a direction as production competition, which allows stimulating personnel to improve their work performance.
Providing the opportunity to work from home. This method of motivation is only suitable for certain companies. In the case when an office employee has to do routine work, he can do it without leaving the walls of his home. The main condition for this is the high-quality implementation of the assigned task.
Corporate events. Many businesses throw parties to celebrate major holidays. People present at such celebrations relax, their communication takes place in an informal atmosphere. Corporate events help employees take their minds off and also demonstrate that the company cares about its employees.
Public expression of gratitude. The manager should praise the employee not only personally. It would be very good if this was done publicly. The implementation of such an idea is possible in various ways. For example, announcing the best employee through the media, on the radio or through a loudspeaker installed in the enterprise. Such praise will encourage other employees to work much better so that as many people as possible will know about their successes.
Motivational board. This method is simple but very effective. The idea is implemented by placing a graph of the productivity of each participant in the production process on the demonstration board. In this way, sales employees can be motivated. Each member of the team will immediately see who works better, and he will have the desire to become a leader himself.
Formation of a bank of ideas. It can be created in an organization in the form of an electronic mailbox. Everyone is given the opportunity to send their letter with proposals. Thanks to this approach, employees will certainly develop a sense of self-worth.