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Effectively Motivate Subordinates And Create Efficient Teams.

2013/9/27 21:57:00 25

＜p＞　　在企业的具体管理当中，有时候发生很多现象令人深思，为什么过去一个小时能完成的事情现在一天也完不成，以前布置的工作大家二话不说就是一个干字，现在却处处讲条件，为什么以前干净的公共区域现在变得脏了，奖金本来是为了激励斗志和鼓舞积极性的，为什么上个月发了奖金确产生了很多纠纷，于是认为这些人已经产生惰性了，素质不行了，所以有的领导者采取了训斥，有的采取了换人，有的采取了换岗等方式，其实这些问题的真正核心原因不是出在了员工身上，而是出在了领导身上，真正应该调整的是自己，而不是员工，因为是你的激励机制出现了问题，从而导致这个结果的出现，当部门出现问题的时候，一把手自然而然应该承担第一责任，而不是旁推到其他人身上，领导必须名副其实，引领加督导，引领到位，督导严密，科学激励，你

The subordinates will run.

incentives are divided into static and dynamic incentives. Static incentives are enterprises' < a href= > //www.sjfzxm.com/news/index_f.asp > system < /a >, such as bonus system, punishment regulations and so on. This is the basic incentive, and also the most used by many enterprises. Dynamic incentives refer to motivational decisions made by management leaders according to the changes in the stage and the requirements of the environment and the actual situation of their subordinates, and this incentive is the most important. If you want your subordinates to run, the dynamic way of motivation must be properly controlled, so we must master the core of the incentive.

the premise of dynamic motivation: scientifically judge whether your subordinates are motivated.

The diagnosis is not to encourage the contents to be out of question; sometimes, a href= "//www.sjfzxm.com/news/index_c.asp" > incentive "/a" sometimes can not be excused, sometimes the employee's expectation is 2000 yuan per month, and you give 3000 yuan, and when the employee's expectations do not rise, you rise to 4000 yuan. In case of special circumstances, when you reduce your income to 3000, the contradiction arises. It is the reason that too much is too low. The efficiency or the spirit of collaboration occasionally appears abnormal. As a leader, you must not regard the individual phenomenon as a universal phenomenon, and immediately revise your motivation mode. Instead, it will give employees a changeable impression that your incentive mechanism will lose its scientific significance. When the subordinates' work efficiency, work quality, teamwork spirit, mental language and so on are persistent abnormality, they need.

when managers are using incentive weapons, if they want to give full play to the driving force, they must be well versed in the way of encouragement, be familiar with feelings, assistance, training, reward, punishment, competition, justice, authorization and sixteen words, and use them synthetically, then your subordinates will run.

feeling means appreciation and trust.

The result is that their prestige is getting worse and worse. Why, because employees feel like the boss is so, everyone is a brother, and no one can get away from it. Emotions are the recognition of your employees' work and their trust in their abilities and personalities. Sometimes they see their employees tired and patted him on the shoulder, without saying a word. The effect is much better than asking employees to rub them up. Leaders should not be stingy with your trust and praise. Especially in public places, mental stimulation will always prompt your subordinates to have positive nerves. At the same time, companies and individuals must be separated from each other, private life details are concerned about real feelings, birthday party celebrations can play a good role. Some leaders and staff are very good friends.

The core of "P" is "body teaching is more than words".

The efficiency of subordinates is getting worse and worse, because your example has evolved into a hands-on, and every one of your subordinates has been asked to do everything according to their own process of operation. What leaders have done has been waiting for you, and your subordinates are waiting for you to do it. It is not always necessary for them to carry on with them. The standard of the help and help is phased and innovative. When new work or a time period with a division of meaning occurs, the leader needs to be guided. The conduct and style of the leader will directly affect your staff. A procrastination leader is not able to train a tough employee. The power of demonstration and example is endless, but many managers are puzzled.

Training is especially attractive for those young people who are growing up. "Enjoying training is the best reward." there are scientific reasons. But for those who have achieved some considerable experience, mental training is no longer important. So the leader's personal charisma and the prospect of the company are the potential training guides. If the subordinates can't see the hope of development from the leadership, the leadership's personal charisma can't play a potential role in training and guidance, so the enthusiasm of the subordinates is not mobilized. The higher the leader's position in the company, the greater the potential effect. Because your personal accomplishment represents the hope of the company's development, so the other idea of training is to train yourself first. training plays an important role in motivation.

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reward means that money needs to be spent on the edge.

In the past, there were grounds for rewarding rewards and penalties. Rewards include material rewards and promotions, and rewards can not be too casual. This phenomenon is particularly easy to appear in family businesses. When leaders are happy, they issue rewards decisions, some are systems, and others are directed against individuals. Instead, incentives result in side effects. Rewards are supposed to promote enthusiasm. The result is contrary to expectations, and the gains outweigh the gains. The reason is on the prevention system, the reward is unreasonable, and the rebound is inevitable.

The prize is to be published and announced in some form. Some leaders give bonuses to employees, but also secretly, for fear that others will know that the results are wrapped up in the paper. The prize must be fair and aboveboard, and the prize will be the recipients of the award, so that we can play an example.

punishment is serious and indifferent when implemented by many companies.

Punishment is the maintenance of the "law" within the company. Punishment is a must. We must not discount in front of human kindness. The value of a penalty is never appreciated.

Punishable people have a very interesting phenomenon. Many people who have been punished are special and excellent. In the past, it is very reasonable to say that "talent is useless and good use of slaves is useless". If enterprises use a penalty and everything is fine, it is very likely that they will lose their talents. Punishment is not merely merciless. As long as they are bold in innovating their thinking, punishment can be as inspiring as positive praise. It is even more positive and effective than positive praise. For example, the punishment is changed into training lists, and notes are spent on buying lessons for better progress. Suffer

So the art of leaders and managers is to turn all passive factors into positive factors, and turn criticism and punishment into positive incentives.

Less than P, competition is creating an atmosphere of creating, learning, catching up, helping, and being super. It also means that your subordinates feel that he is not the only one who is waiting to prepare for this position at any time.

We are proud of things, difficult to manage, and sometimes dare to threaten the company. We used to have a total province of Shaanxi province and the best performance, but it was not long before the conditions were the most and complained most. As if the company had been away from Shaanxi, the company had sent a nominally aide in the past, and sent a public letter to all dealers to inform the matter. After a month, the mentality was better and the performance was even higher. Because he understood that "a href=" http://fz.sjfzxm.com/ "> dealer" /a "was sure to come from the support of the company stage. As long as the quality and mentality of the positive people could operate the market, leaders should always lead the good competition, rather than let the employees compete with each other. This is very important. As a leader, we should learn to create an atmosphere of competition among the subordinates, set up goals at all stages, and reward and punish them; some of them will be successful when they get results.

justice is the embodiment of the leader's charisma.

According to a psychologist in the United States, the motivation of employees comes from two aspects. First, it is directly proportional to their own income and income. This is the most basic, and the impact on employees is primary; second, the relative balance of remuneration. He will compare himself with the comprehensive pay and income of comparable personnel around the same environment or social environment. If the leader has some bias, he will also feel unfair and fair, and this will make your early incentive measures disappear.