As a result, the second model was approved. According to the results of testing, employees received 25% more, together with additional payments and bonuses, and the level of labor efficiency increased by 5% in the first month.
Implementation of the motivation system
This stage is characterized why vnpay database is important for marketing by the dissemination of the approved motivation scheme to all personnel with amendments for each direction/department. Employees are necessarily informed about the innovations and how they will affect their work and income. Otherwise, abrupt changes can cause discontent and disagreements even with the most successful motivation system.
Implementation of the motivation system
An example of motivation for employees of the car sales department.
Initially, the system in the company had the following format: the salary of specialists, depending on their rank, ranged from 17,000 to 27,000 rubles. They also received bonuses (for overtime, excellent customer service, additional sales during calls) in the amount of 20 to 100% of the salary.
During the change in the motivation scheme, it was decided to significantly increase the official salary, and reduce the maximum bonus from 100 to 50%. At the same time, the number of bonuses and other incentives increased, as a result of which the total income also increased. Having seen the calculations, the employees were inspired: the new model turned out to be even more profitable for them. This is a successful example of additional motivation for the sales department employees. At the same time, if the staff had been faced with the fact that the management was reducing bonuses, the news would have been guaranteed to be perceived negatively.
Evaluation of results
By regularly analyzing employee motivation for effective work (monthly and quarterly), you can quickly detect when the current system is not functioning as expected and make the necessary adjustments.
When creating individual motivation, the unique characteristics of each specialist are taken into account. Even if financial incentives play an important role for a person, this does not mean that he will automatically agree to the first offer with a higher salary. Provide him with additional motivational measures: a vacation with his family at a discount from the company, an extended health insurance package, improved working conditions, etc. In this case, the likelihood that he will leave the company for a small salary increase elsewhere decreases, since he will value his comfort and stability.