Material motivation of the staff

Personnel management knows that there are two ways to motivate staff: material and non-material. Intangible motivation exists,to attract employees to work, and their desire to work for a specific goal should not be based on obtaining material benefits. Taking into account the situation with the level of salaries in the country, it turns out that intangible motivation does not justify itself.

Material motivation, in turn, is any encouragement of the work of personnel with the help of money. This method of motivation is considered the most effective, because no one will give up additional money. But there are specific features of personnel motivation.

Material motivation: system of additional payments and rewards

There is a certain system of material motivation. This can be either direct promotion of employeesand indirect. Direct material incentives are various surcharges, for example, premium and wage growth. An indirect system of material motivation is the payment of sickness sheets, leaves, medical insurance and also deductions to pension insurance. In general: a full social package, which is regulated by the state. But indirect material incentives also include various voluntary benefits, which are not prescribed anywhere, but are used by the employer only on a voluntary basis.

For material motivation to bear fruit, it should be used correctly. To begin with, you can consider an example whereA monthly premium is paid to staff, for example, on the number of sales. In this case, the prize is always received on the same day. The prize becomes expected and, moreover, begins to be regarded as a matter of course. To avoid this attitude of staff to their own premium, it should not be planned and fixed in a certain amount.

Also do not forget that material motivation should not be something that bosses constantly promise, but something achievable. Otherwise, the staff will simply stop believing,that the same prize will one day. By the way, take note that too long breaks between bonuses (let them be and in large amounts) do not give a good result. Let the premium be more often, but the amount of money received should not necessarily be too large.

Material motivation: the system of penalties

In many firms, employers misuse the system of material motivation. Penalties and various sanctions are used much more often than co-payments and incentives. Then employers are surprised why they have itsuch a turnover of staff. But everything is really very simple. The more you punish an employee, the less likely that he will work well and well. However, not all firms operate in the same way. In other companies, penalties are preferred to incentives for good performance. If there is no result, there is no encouragement. Of course, each employer will choose this or that method of material motivation himself. But here it is sometimes very difficult to find a middle ground between fines and incentives.

By the way, with various penalties, employers very often forget that punishment will not be effective if one employee is not paid his premium. This is an incorrect approach to punishment. It will be effective if it is aimed at providing a certain psychological impact on one employee and the entire team. In this case, the punishment should also fully correspond to the fault of the employee. It should be fully explained. Penalties should be used only if the company is directly damaged by direct material damage.