Intangible motivation of employees: examples and recommendations

As the global and experience of each of us shows, monetary rewards cannot be the only incentive for a person. Conscientious fulfillment of duties, enthusiasm in work, continuous improvement of a specialist, inspiration in one's work - for this, there is not enough good salary, bonuses, allowances. An employee should also be encouraged by a whole system of intangible motivation. What is it, what are its methods, methods, as well as specific examples, we will consider further.

What is it?

Intangible motivation is the style of personnel management using various non-monetary incentive measures. This is a whole complex of social plan work, the main goals of which are:

• Improve the efficiency, loyalty of employees.
• Maintain a favorable working environment.
• Raise labor productivity.
• Improve working conditions.
• Develop team spirit.
  

This is a whole system with its own laws. We will talk about them further.

Basic Rules

The non-material motivation of the team is based on five basic rules:

1. Solves the tactical tasks of the company. In other words, contributes to the rapid achievement of the goals facing the organization. For example, when opening a branch, it is important to urgently form a team that will work according to the standards of the head office. What will intangible motivation be? These are various kinds of trainings that contribute to team building and the formation of a corporate spirit.
2. Intangible motivation should cover all categories of workers. And not just those employees whose activities bring direct profit. And these are not only complex motivational programs, but simple praise, recognition. The easiest way for managers of small companies in this regard is that they are aware of what will be the motivation for each employee. And in large firms, such a task is already faced by line managers.
3. Intangible motivation is in tune with the stage of development of the organization. For example, enthusiasm is encouraged at the start of an activity. Further - original solutions to problems by individual employees or departments.
4. Individual motivation. What inspires one will easily leave the other indifferent. Of course, in a large company it is impossible to draw up a reward program for each employee. But it’s realistic to develop several systems of intangible motivation for typical types of personalities.
5. Novelty. Revenues of non-monetary incentives should not be static, otherwise they will simply cease to inspire. At least once every six months, a new method of intangible motivation should be introduced.
   

And now smoothly move on to the more specific.

Maslow Motivation

The pyramid of needs of A. Maslow is a good framework for the non-material and material motivation of employees. It is important to determine (this is achieved with the help of simple psychological tests) which group is closer to the employee. Based on this, a motivation system is selected.

Remember that each person is moving up or down this pyramid soon or slowly. Therefore, with its development, encouraging tools should also change.

TOP 10 ways of motivation

And now let's move on to examples of non-material motivation of employees:

1. Praise, encouragement. If the task is completed on a solid five, the leader must note this. And do it publicly. When the results of excellent performance are not noticed, it is unlikely that they will want to repeat them again.
2. Competitive spirit. Various game methods for determining the best employee - quests, contests. However, for the results to be striking, the incentive must be powerful. For example, a trip to the European expanses.
3. The temptation of career growth. From a high salary to a personal account, well-deserved authority, exclusive rights.
4. Training. This is work with a personal mentor, and collective trainings, master classes.
5. Sincere and original congratulations on a significant date.
6. Comfortable working conditions. Functional, convenient and comfortable workplace, modern lounge with everything you need. Room design should also be appropriate.
7. Maintaining a corporate spirit - general holidays, field trips, recreational and sporting events.
8. Flexible schedule. It is he who motivates a person to fulfill his duties efficiently, but quickly.
9. An additional weekend with maintaining the level of salary.
10. The freedom of action. If an employee quickly and accurately performs a task, then he can do it as he sees fit.
    

The most effective methods of non-material motivation

A lot of employee incentive systems have been developed and are being developed. We will present the most time-tested:

• Motivating general meetings.
• Congratulation on a significant date for the employee.
• Significant discount on goods and services of the company.
• Competitions, contests, intellectual and sports games.
• Informing employees about common achievements.
• Estimates from colleagues.
• Incentive business trips.
• Help in solving family problems.
  

Everyday Motivation

Inspiring employees is the daily task of the leader. Here are simple recommendations on how to do this without much effort:

• Greet the employee by calling him by name.
• Remember to say thanks for the good work.
• If a person is very tired, he has serious problems, let him leave early from work. Or add an extra day off.
• For the holidays, do not forget to delight employees with a large cake ordered for the whole team with pizza.
• Each employee should have a sign, a badge with his name.
• Not only inform employees, but also listen to them.
• Do not overlook the "inconspicuous" employees.
• Feel free to ask the team for advice.
• Organize general meetings where you can discuss pressing issues and make suggestions.
  

Custom Motivation

The reward system can be unusual and original. From this, interest arises for her, on the whole, the mood of the employees rises, and the microclimate becomes friendly. For example, some leaders practiced:

• Arranging a yoga day for general relaxation and recovery.
• The equipment of a berth for those who stayed up late for work.
• Delivery of fruits and sweets to the office.
• Change the image of an employee at the expense of the company.
  

Classic errors

Consider the common mistakes that leaders make when building a system of intangible motivation:

• The game of the "evil boss."
• Using those methods that specifically motivate themselves.
• Promotion methods for a large company are used in a small company or vice versa.
• Loss of communication of the motivation system with the main task of the company.
• The promotion applies only to individual units, employees.
• The age, interests, aspirations, and individual characteristics of employees are not taken into account.
• Too much good, and it ceases to motivate.
  

Case Studies

Now we give real examples of intangible motivation that has already been successfully applied by managers:

• A flexible schedule is a great motivator for a female team. As well as student staff. If possible, part of the work can be taken with you to your home.
• The practice of combining. The opportunity to earn extra money in another company.
• Personal workplace.
• Appointment of an employee as a project manager, a team for a specific task.
• Beautiful post title.
• Invitation (even as an observer) of an ordinary employee to important negotiations.
• The right of "first choice": a worker who has distinguished himself more than others may be the first to choose a vacation time, a task that he would like to work on.
• Public thanks to distinguished employees, diplomas.
• The head's appeal for advice to the team.
• Birthday gifts with company logo.
• The best employees are awarded the right to organize master classes for their colleagues.
• Compensation of the costs of employees for the purchase of professional literature, attend seminars, courses that contribute to their growth as a specialist.
• Help neutralize difficulties.
• Victories and achievements of the company are reflected in the employees: the profit from the activity has increased - free lunches have been introduced, the recreation room has been modernized.
• Informal conversations with the ordinary staff: what shortcomings in the company's activities they observe, how, in their opinion, this can be corrected.
• Free insurance (including medical insurance).
  

Intangible motivation can be very different. The main thing is that it does not go against the interests of the company, it seems attractive to every employee.