How to get people to work? This question was born at the moment when the first bosses and subordinates appeared. For slaves and serfs, there was only one way - punishment. It depended not so much on the offense of the offender, but on the character (and sometimes mood) of the owner. In today's society of free people, the question of how to get people to work is still relevant. There are different categories of these same people who need to be forced to work, for example, workers of a large enterprise, employees of a department, household members, and so on. The approach to everyone should be different, but the essence is the same - motivation. This means that each person must know and understand why he will spend his strength and energy. Consider how to organize motivation in various work teams.
Develop a sense of ownership in employees
Let's mentally go back 100 years. At the beginning of the formation of Soviet power, there was absolutely no question of how to get people to work. Everyone lived with the idea that they are the masters of their country, respectively, and their enterprise. People without anyof bonuses and incentives, they overfulfilled the plan, made dozens of rational proposals, worked without holidays and days off. Later, this approach was stigmatized and ridiculed, but not by everyone. For example, the wise Japanese benefited from it. No, they did not transfer private enterprises to the ownership of workers, but they implanted in their minds the idea that this is THEIR enterprise, THEIR organization. Now every Japanese is proud of their company and strives to bring it the maximum possible benefit.
It is very useful for our leaders to achieve the same attitude towards their concern, enterprise, department among all employees. How to do it? Involve them in the management of the production process. That is, each of them will remain an engineer, a turner, a cleaner, and so on, but each will realize that the prosperity of the whole business depends on his work. But a successful company means stability for the employees themselves, their high salaries, all kinds of bonuses and other privileges.
Create Quality Circles
This approach was widely introduced into production by the same Japanese. They have groups of people (circles) in any enterprise, all of whose members strive to increase the productivity of their department, their company or firm. At the same time, they strive to improve the quality of their products. These quality circles hold meetings once a week to discuss ways to improve performance, help those who are lagging behind, resolve issues with management about what prevents them from improving efficiency, that is, they participate in the most active way in management.
The leaders of such enterprises do not think about how to get people to work. A slightly modified idea of the owners of the Japanese operates very effectively. The motivation here is simple - the more successful MY company is, the better my life is. It's no secret that in unprofitable enterprises, employees not only do not see bonuses, they are not even given their full salary.
Reward financially
Under the same Soviet regime, various bonuses were established at absolutely all enterprises. They were given not only for exceeding the plan, but also for the introduction of useful proposals, for winning competitions, and so on. This principle should not be abandoned either. Financial incentives are the right answer to the question of how to make a person work more efficiently. The simplest and most time-tested approach is to set standards. They may concern not only the number of quality parts released, but also the number of sales or the increase in any indicators. It is very important that employees are able to receive information about the results of their activities and compare them with the performance of the winners. For clarity, it is desirable to arrange in a conspicuous place a corner where the results of the best workers will be posted.
Raise your salary
The method of rewarding for exceeding the norms cannot be used at all enterprises. For example, what norms might be in a school or a hospital? How to force subordinates to work at such enterprises? In practice, the assignment of categories shows the effectiveness. To get morehigh, the employee must fulfill a number of conditions specified in the "Classification Requirements". But you, as a boss, can set additional criteria that should be communicated to each employee. For example, a 20% salary increase for all employees of the department for the absence of complaints from patients and their relatives. For this indicator to be true, it is necessary to create a special site where people can write anonymously. It is useful if your employees also take part in the discussion of the question of why they should increase their salary. Then they will perceive it as an expression of their own will. The criterion given in our example will encourage the employees of the department not only to work well themselves, but also to demand the same from their comrades.
Pay raises should not replace bonuses. They need to be left and given to people for any additional indicators.
Give away prizes and gifts
Can you get people to work without promising them money? Of course you can. For any enterprise, the method of presenting gifts to distinguished employees is suitable. You can come up with dozens of options - movie tickets, new electrical equipment (TV, iron), personalized watches, a paid table in a restaurant, and so on. In this case, it is not so much the gift that is important as the procedure for its delivery. She must be solemn. The leader is obliged to tell everyone present that everyone can achieve such success. It is also useful to announce that next month, based on the results of labor achievements,the best workers.
Earlier, people's enthusiasm was increased not only by gifts, but also by diplomas, a passing pennant, and other paraphernalia, which were also presented very solemnly. But in the capitalist system, such motivation does not always justify itself.
Pen alties
This method of motivation is as old as our world. Punishments were applied under any political system and at all levels of production. Now many employers are forced to work in this way. Note that the method works only at enterprises that provide employees with conditions that are a pity to lose. If nothing keeps an employee, if dozens of similar vacancies can be found in your locality, if salaries in your company are too low, you will only achieve staff turnover with punishments, and not increase labor efficiency.
Of course, there are many offenses for which it is impossible not to punish. For example, theft, deliberate damage to property, sabotage, dissemination of information among employees that disrupts the work rhythm, and others. Mistakes in the performance of the task also need to be punished, but first you need to figure out the cause of the misconduct. Perhaps your employee ruined the part due to the fact that he was not provided with a quality tool, and the graph was drawn incorrectly, because no one explained to him how to do it. Having understood the cause of the error, the manager must decide what the pen alty will be. In some cases, just talking calmly with a subordinate is enough to make him begin to strive to work better.
There are also situations when collection should be carried out openly, in the presence of other employees.
Help your career
How to make work faster and better? Take a look at your employees. Among them, there will definitely be those who crave self-realization, self-affirmation, and new achievements. Don't keep them in line. Give them a chance to express themselves. Encourage their desire for further education and development of related professions. Praise for showing initiative. If such a hard worker sees your interest, wings will “grow” behind him. He will "burn" at work, strive to do everything in the best possible way. You can safely give this person a higher position, entrust him with more responsible tasks. Without a doubt, it will bring tangible benefits to your company. Seeing that career growth is possible in your company, and other employees will be motivated to work better.
Lead by example
Leading by example is one of the most powerful ways to influence subordinates. It works flawlessly. It is especially effective if you have to force you to work on weekends. The right to rest is written into the Constitution. It is sacred and must not be violated. But in every production there are rush jobs and unforeseen circumstances when you need to deviate from the rules.
If you have a similar situation, you can promise employees double or triple pay for work on the weekend, you can give them a few days off, or you can just yourselfgo to work that day and (figuratively speaking) stand at the machine. If your team is small, the final chord of work on the weekend can be a joint tea party. It will not only neutralize the dissatisfaction of some employees, but will also serve to unite the team, their understanding that you are all one team of like-minded people.
Competition
This is also news from the past. In the USSR, one of the most common methods for increasing labor efficiency was socialist competition. Can this trick work now? The answer depends on the size of your company. Of course, if the team consists of only a few people, each of whom has different responsibilities, it is ridiculous to arrange a competition between them. If your production has at least two workshops or two departments, it is very important to organize competitions between them. By what criteria to evaluate success, determine yourself or together with representatives of the workshops. Do not forget that the winner will definitely need to be encouraged in a solemn atmosphere. Competition is also appropriate in the same shop if its employees produce the same product, whether it is selling a car in a car dealership, sewing slippers or growing cucumbers.
What to do if forced to work on vacation?
An employee who does not want to work while on vacation can be advised to turn off the phone or go somewhere to rest. The further away you are from your production, the harder it is to force you to interrupt your vacation.
What should a leader do ifthere was such a problem in production that only an employee who went on vacation can deal with?
Of course, you can promise him mountains of gold. If he is tempted, he will rush to work even from Turkey or Egypt.
However, it is much wiser of you not to have irreplaceable specialists in the enterprise. This means that it is necessary to conduct training in related speci alties, organize refresher courses and transfer experience. Then you won't have to force your employees to interrupt their vacation, as each of them will have a replacement.
Should my loved ones be forced to work?
Families can work:
- Both husband and wife.
- Only husband.
- Only wife.
- No one.
In modern Russia, most families consider it normal for both husband and wife to work. This helps them to realize themselves, increase income, feel needed by society. However, now there is a growing percentage of families in which only the husband works, and the wife is assigned the role of the guardian of the hearth. That is, there is a tendency to return past traditions. You can even hear the opinion that decent people do not force their wives to work. To some extent, this is correct, because a woman who devotes the lion's share of her time to production cannot pay due attention to children and her husband. It is much better when she sits at home and keeps this same family hearth. However, not all ladies agree with this, many modern girls and women are eager to work, even without the need for money.
It turns out notit always takes getting people to work.
