Non-standard methods of staff motivation
It's hard to meet someone who is 100% satisfied with their job. And there is a reason for this: most people do not do what they like, but what makes money. However, a competent leader can organize the work process so that employees go to work with pleasure.
For a business to flourish, you cannot do without staff motivation. Stimulating employees increases their productivity, the quality of performance of duties, and also gives impetus to the development of the organization.
What is motivation and why is it needed
The employee motivation system is a set of measures aimed at the emergence of an employee's subconscious desire to perform their duties more efficiently and effectively.
A simple example. There are two offices. In one thing, the boss is indifferent to his team. He only cares for work. Every subordinate who has made a fault runs the risk of being fined, or even being fired. Of course, workers continue to work, but not at will, but under duress.
And the second option. In this office, the boss constantly comes up with non-standard incentives and rewards. In such a team, friendship and mutual assistance reign. Employees understand what they are working for. They strive to constantly evolve, contribute to the advancement of the organization and enjoy the work they do.
Competent use of incentive methods allows:
- attract decent workers;
- to reduce the turnover;
- identify and reward leaders;
- control the wage system.
Knowledge of incentive methods and the ability to correctly apply them in practice guarantees not only the satisfaction of the staff, but also the manager himself.
Standard Motivation Techniques
There are many examples of successful implementation of individual motivation methods. Which ones are suitable in each specific case - the director of the organization decides. The top ten motivation techniques include:
- Decent salary.
- Oral praise.
- Calling each worker by name.
- Providing an unscheduled weekend.
- Commemorative sign.
- Career growth.
- Respect for the opinion of subordinates.
- Personal meetings between management and staff.
- Hall of Fame.
- Flexible working hours.
Recently, young leaders are giving preference to non-standard ways of motivation.
In Russia, non-standard methods of staff incentives are not very trusted. However, these are the most effective methods of motivation. A social survey of Russian office workers regarding successful options for motivating employees showed that people prefer being in the office:
- kitchens for employees;
- a coffee machine with free coffee for employees;
- shower cabins;
- relaxation room;
- massage chair;
Creative ways of motivation that go beyond the generally accepted ones, in practice, give the maximum effect. Let's dwell on them in more detail.
Japanese incentives: time off due to parting and shortened working days during sales
The Japanese mentality is different from the Russian one. And the types of employee motivation for good work in the Land of the Rising Sun are also unique. For example, the owner of the company Hime & Company, where all employees are representatives of the fair sex, uses time off for employees who have separated from their loved ones as a method of incentives. The duration of such rest depends on the age of the worker. Ladies under 24 years old are entitled to one day off, from 25 to 29 years old - two, and over 30 - three days off. This time is necessary for Japanese workers in order to suffer a lot and survive the gap. And when they return, they completely surrender to work.
Research portal SuperJob.ru conducted a study among Russian women. As it turned out, the Japanese method is not suitable for our beauties. Parting with a loved one for many Russian women is a reason to concentrate on work and achieve "in spite of the former" unprecedented career heights.
Another Japanese company has found its own way to motivate employees. They cut their working hours in half during the seasonal sales. Everyone is happy with this motivation: both bosses and subordinates. If earlier Japanese women had to run around the shops in secret and hide their purchases in the locker, now they got an official day off for shopping.
Interesting job titles
For the first time such a marketing ploy was used by Walt Disney. In his opinion, job satisfaction consists of decent wages and the status of the position held. Therefore, the laundries of hotels and workers responsible for landscaping the park area, Disney renamed the textile services. The new service took its place of honor next to the marketing and customer departments, and even a beginner could get such a position. Since the late 90s, textile workers have participated along with others in the modernization of The Walt Disney Company. This helped reduce staff turnover.
Steve Jobs also used creative names to motivate staff. He changed the title of the office consultant to genius. It is unlikely that someone wants to leave a job where he is considered a genius!
Examples of new job titles to motivate employees can also be found in Russia. Artemy Lebedev has raised the status of an ordinary administrator, renaming him “the owner of the cafe”.
Full leave compensation
Cadres have documented a tendency for leading employees to ignore the legal right to rest. Instead of the 28 days required by the Labor Code of the Russian Federation, the employee rests only two to three weeks per year.
Wim-Bill-Dan has come up with a creative way to get workers to rest. They offer their employees a “vacation bonus”. To obtain it, the employee must walk all 28 days and provide documentary evidence that he did not stay at home. Employees holding managerial positions and having irregular schedules are eligible for the “vacation bonus”. Most of them work 12 hours a day, seven days a week. And such a schedule negatively affects the health and performance of responsible employees.
It is difficult to say how effective this technique is. But the fact remains: getting a workaholic to rest fully is as difficult as forcing an employee with absentism to work (a disorder expressed in the desire to be absent from work).
Vaccinations, premiums for nonsmokers, medical insurance, discounts to gyms - many organizations use this motivation of staff. However, these methods do not guarantee a reduction in sick leave.
But what is beyond the power of standard incentives, non-standard ways of motivation can easily cope. The Seventh Continent chain of stores rewards personnel with cash bonuses for non-sickness. Employees who have never taken sick leave in two years, and this is two thousand workers, received a remuneration of 14,000 rubles.
The experiment to stimulate staff turned out to be so successful that the company has already announced new bonuses of 28,000 rubles for each employee who will not take sick leave for three years.
Travel to Australia
The Masterfibe company has come up with its own way to motivate workers to work better. They introduced a corporate currency called the kanga. At the end of the working week, each employee receives 10 kang and puts them on the "account" of the colleague who worked the best this week. It is forbidden to keep the kanga at home. The colleague who has accumulated the maximum amount of kang receives a gold coin. After collecting fifty gold, the employee gets the right to visit Australia at the expense of the company. An incentive prize is a subscription to a pool or gym. In addition to motivating employees, this technique enables the manager to evaluate the work of each subordinate "from the inside".
Apartment per phone
A chain of stores selling mobile phones has held an unprecedented promotion for its sales consultants. For each phone sold, the employee received one square centimeter of housing. A few months later, the results of the action were summed up. The winner has amassed 20 squares of living space. Considering that there are no apartments with such dimensions, the winner was awarded a certificate with a similar reward.
SKB Kontur opened a corporate kindergarten for its employees. Taking into account the young age of the staff (on average 27 years) and marital status (40% are married), long queues at municipal preschool institutions, SKB Kontur made it easier for young mothers to go to work, taking on the trouble of getting their baby to the kindergarten.
Oscar for employees
Nayada uses unexpected praise as a non-standard motivation method. Acting on the principle "Every employee deserves his nomination", Nayada management comes up with honorary titles:
- The fastest seller.
- Virtuoso of the company.
- The soul of the office.
This is just a part of the nominations awarded to the company's employees for the current year. The person to be awarded by the whole team is selected. Voting results are published in the corporate newspaper and the winner receives a prize. The nominee has the right to choose his award from the list of proposed ones. For example, dinner at a restaurant, a visit to the spa or shopping at partner stores.
Airbnb, an online private rental company, allows employees to bring pets to the office, such as small dogs and guinea pigs. The management considers such staff motivation to be effective, since employees worry about pets when they are not around, and this distracts from work.
BBN motivates its employees with anti-scars. The bosses, whose employees became the worst in terms of performance in a month, receive a live turtle, Dasha, which will have to be looked after. This reptile constantly lives in the office, so it will not be possible to delegate it to relatives or friends. In addition to the "Turtle forever" program, there is an award "Hold the Skunk" - a photo of a skunk with an autograph from the CEO. Such humorous punishments motivate employees better than monetary penalties. Nobody wants to become the “loser of the month” and receive the “animal” prize.
The pedantic Germans and British were the leaders in inventing non-standard methods of motivation. The British firm Onebestway practices “Naked Fridays” in its offices. All employees get rid of clothing and internal complexes. The most shy ones can work in their underwear.
And the German insurers Munich Re rewarded their employees with a non-standard corporate party involving "night butterflies." The event took place in the spa. You could distinguish a waitress from a "special" guest by the ribbons on her hands: the waitresses had them red, and the priestesses of love - yellow.
It is a leader's right to choose how and when to reward or punish their subordinates. The main thing in this business is a sense of proportion. Motivation of subordinates should be carried out based on their needs and interests of the organization.