Then take this level into account when assigning

[mstakh.i.mo.mi]

Implementation of material motivation based on employee types Despite the fact that when developing a motivational system it is necessary to take into account the individual characteristics of employees, one should not get carried away in order to avoid conflicts between colleagues on the basis of comparing merits and finding out who deserves which method of encouragement. Read also How to find an investor for a business: evaluating the project and the investor Read more We propose to implement a personnel motivation system based on a simple method of dividing all employees into 3 levels.


material motivational rewards. Let's look at each level. Operators These include overseas chinese in europe data employees who perform routine daily tasks, without which the work process would stop. At the same time, the personnel are not required to do heavy mental work or be resourceful. Typically, these are accountants, sales managers, administrators. For this type of workers, it is advisable to use "short" wages for a specific result as a motivation.


For example, issue a bonus for exceeding the monthly sales plan. At the same time, rewards for the year or even for the quarter are not an effective motivation for operators; for them, they are too vague and weightless. Tactics The type of employee who implements management-set goals using independently chosen tactics. In doing so, they determine the amount of work for operators within the company's operations. "Long" motivation schemes for rewarding tacticians should not be used either.