How to motivate employees without raising salary, here are 17 practical ways to give to your boss!

When it comes to how to motivate employees in lean production management, many managers, especially middle-level managers, often complain: "Firstly, I don't have the right to promote employees, and secondly, I don't have the money to give employees salary increases and incentives. How do you ask me to motivate them?"

Employees? What’s the point of just talking?” While some managers still hold on to traditional motivation methods, there are also some accomplished managers who have creatively summarized many effective low-cost or even zero-cost methods in practice.

Soft cost incentives.

01 Continuous recognition Jack Welch said: "My business theory is to make everyone feel their contribution. This contribution can be seen, touched, and counted." When employees complete

When doing a certain job, what you need most is recognition from your boss for your work.

The boss's recognition is the greatest affirmation of his or her work performance.

Recognition from managers and supervisors is a secret weapon, but the timeliness of the recognition is the most critical.

If used too much, the value will decrease, but if used only for special occasions and rare achievements, the value will increase.

This could be done by sending an email to the employee, making a personal phone call to congratulate the employee on his/her achievements, or shaking hands in public and expressing appreciation for him/her.

Business management consultant Smith pointed out that if every employee's good performance, no matter how small, can be recognized, it will have a motivating effect.

Patting an employee on the shoulder and writing a brief note of thanks—informal recognition—may be more effective than the company’s grand annual model employee recognition meeting.

02 Sincere Praise This is a form of recognizing employees.

Most of our managers are shy about praising employees for how well they're doing, and some attribute this to a lack of necessary skills.

In fact, praising employees is not complicated. There is no need to consider time and place at all. You can praise employees anywhere and at any time.

For example, at a meeting or social gathering hosted by the company, at a luncheon or in the office, you can give a word of praise at any time possible at the end of the shift, before the shift, or during the shift, and you can achieve unexpected incentives.

Effect.

When achievements are still new in employees' minds, praising employees will have a very strange effect. The most effective way is to go among the employees and tell your employees: "This is an exciting idea!"

You’ve done a great job, work harder to set our company’s Guinness record, and then I will hold a celebration party for you”… Seize any opportunity where immediate praise can have a positive impact.

Bob Nelson said: "A sincere thank you from the right person at the right time can mean more to employees than a raise, a formal award, or numerous certificates and medals. The reason why such rewards are powerful

, partly because the manager noticed the achievements of the relevant employees at the first time and commended them personally in a timely manner. “The best way to impress people is with sincere appreciation and kind praise.

A janitor of a large company in South Korea was originally the most ignored and looked down upon. However, just such a person fought to the death with the thief when the company safe was stolen one night.

Afterwards, when someone asked him for credit and his motives, the answer was unexpected.

He said: When the general manager of the company passes by him, he will always praise him from time to time, "You sweep the floor so cleanly."

You see, with just such a simple word, this employee was moved and committed himself.

This is also in line with an old Chinese saying: "A scholar will die for his confidant."

"Case" "Employee Affirmation Plan" The famous management consultant Nielsen believes that in order to adapt to future trends, business operators should immediately design a low-cost "employee affirmation plan" based on the company's own conditions, goals and needs. His opinion

Yes, after completing an outstanding job, what employees often need most is gratitude from their boss, not just a salary increase. The following are ten rules for motivating employee morale: ① Express gratitude to employees in person for their outstanding work performance.

Thank you personally or in writing; ② Take time to listen to employees; ③ Provide clear feedback for outstanding performance of individuals, departments and organizations; ④ Actively create an open, trusting and interesting work environment to encourage new ideas and

Positive initiative; ⑤ Let every employee understand the company's income and expenditure, the company's new products and market competition strategies, and discuss the role each employee plays in all the company's plans; ⑥ Let employees participate in decision-making, especially

Decisions that affect them; ⑦ Recognition, rewards and promotions should be based on individual work performance and working environment; ⑧ Strengthen employees' sense of belonging to their work and working environment; ⑨ Provide employees with opportunities to learn new knowledge and grow,

Tell employees how managers can help them achieve their personal goals under the company's goals and establish a partnership with each employee; ⑩ Celebrate success - whether it is the outstanding performance of the company, department or individual, a morale motivation meeting or related

Activity.