invaluable motivation for valuable employee

You are the best

Experience shows that even in a period of total unemployment Motivation is an important factor for the workflow. And when funds for bonus and salary increase is not - managers are turning to human values. For example, many reintroduced board of honor, the staff handing out diplomas and sending thank-you letters. Some managers organize corporate field trips, trips to the bowling alley and billiards, measures to strengthen the team spirit (team building).

"In companies with a system using a psychological impact on employees, based on an understanding of human needs complete HR function", - says career consultant, managing partner of «Career Advancement Technologies» Alexander Gladko. For example, a competent leader says in the submission of a competent professional with enthusiasm to new tasks and gives it a promotion at the position even when a person can not call up a few requirements. These professionals often cope with problems better than the more experienced but less motivated colleagues.

According to experts, some staff may move the need for recognition. "For such employees HR-manager develops individual tools (title of the best employee of the month / year, the best result of the company / department, etc...), Accompanied by: awards, certificates, free vouchers, tickets for a fitness club or the name of office accessories and much more. There is a category of employees who seek certainty, permanence and security within the organization. They need to prepare in advance for changes ", - says A. Gladko.

New approaches to promote

As the manager of the HR department, "British American Tobacco Ukraine" Ekaterina Krylova, in 2010 in their company was revised approach to the promotion of employees. Under the new approach, the financial compensation provided for exceptional contribution, achievement of results, significantly beyond the scope of official duties. In turn, the non-financial rewards encourages approach to work or conduct which can serve as a model for other: initiative, loyalty, taking on additional duties, etc...

"We tried to give employees the greatest possible range of options for the non-monetary rewards - massage, spa treatments, dinner at a restaurant, walk to the limo, in certificates of sporting goods stores, bookstores and more. It should be noted that we have received a lot of positive feedback, telling about the program. The staff were enthusiastic about the idea of ​​a non-financial promotion: after all, thanks for the good work it is sometimes a hundred times more valuable than money "- shares the experience of HR-manager.

According to her, basically non-financial motivation, adopted by the company, linked to the personal and professional development of each employee, his career advancement. "Our company has developed special processes for career planning. Thus, career planning meeting developed quality plans substitution positions that take into account both the individual needs of each employee, as well as the future structure of our organization. We identify the needs of each employee in the development and design suggestions for personal and professional growth in the performance of daily duties. Employees in the future are able to occupy the position of department heads, combined into a group of intensive development ", - added E. Krylova.

it is important for us that the employees expressed their suggestions for improving processes and are confident that they will be heard and taken into account, - said the representative of "British American Tobacco Ukraine". In particular, the workers involved and recruitment - the Company has a recommendation of candidates for the program and the participants of the program graduates. If the candidate is accepted to work in the company, to recommend the employee receives remuneration.

Learn to be treated and in time for dinner

With limited budgets, even those companies that have not paid attention to non-financial incentives, began to apply it. Today, the vast majority of employers recognize the importance of non-financial incentives in times of crisis, says president recruitment portal SuperJob (Russia) Alexei Zakharov.

For example, do not require a large staff recognition program costs, but such programs pays off in full. For the majority of employees on merit recognition is a powerful incentive to improve further. However, these methods should be used with great caution, highlighting the objective of the best, or a team not avoid hidden negativity associated with the fact that the employee is recognized as the best in the opinion of the majority is not.

However, according to many Russian employers, skilled professionals can "lure" a well-stocked social package. Thus, according to the survey of the Research Center portal SuperJob, first place in the list of components of the compensation package given to employees of the companies surveyed by the opportunity to study at the expense of the employer: to improve their professional skills by attending courses, seminars and workshops.

If you had the opportunity to choose a compensation package, you would choose:

 free food / compensation for meals - 39%;

 paid VHI (voluntary health insurance) - 41%;

 payments for mobile / Internet service providers - 22%;

 payment of the sports club, swimming pool - 31%;

 fare on public transport - 16%;

 providing interest-free loans - 16%;

 purchasing of services or discounted company products - 3%;

 training at the expense of the company - 54%;

 provision of preferential permits, partial payment of holiday spending - 11%;

 the ability to work remotely - 15%;

 free time schedule - 20%;

 provision of official vehicles - 11%;

 gifts for the holiday dates - 1%;

 corporate events - 3%;

 Other - 1%;

 Difficult to answer - 1%.

Words can not eat?

Meanwhile, according to managing partner of «Career Advancement Technologies» Company A. Gladko, employees of key functions of the organization that affect the sales and income of the company (in the systemic organization of their expected results) will not be satisfied with simple promises, certificates, as well as " nominal "handles.

"The leaders of these departments in the performance of employees quantitative targets should reward them quantitatively. What is meant? . If an employee seeks to generate $ 100 thousand, then it should be clearly understood that to achieve the results he will get a share of 1-5%; or 15%; brought from the revenue, "- explains the expert.

It is possible to replace a portion of the compensation of employees of intangible goods, but completely deprived of such employees the material component of the wrong, he said.

According to A. Gladko, in tough times, organizations can fully transfer the staff at the non-material compensation - but only as a temporary measure. "At the same time I would like to emphasize the importance of informing employees and temporary nature of such a decision. A good solution would be to promise to employees to compensate for the data to return changes to the company's stability, "- advises senior manager.