Combine material and non-material methods of encouragement. Moral incentives for managers, for example, do not require serious monetary costs, but they help stabilize the psychological climate in the department and improve the quality of work.
Link the personal contribution of each specialist to the overall business result with the volume of bonuses and premiums awarded for certain periods of time (month, quarter, year). Monetary incentives based on achieving a single plan for the entire retail chain are less effective.
Establish a transparent and fair system of incentives. The salaries of salespeople with the same qualifications and sales level should not differ.
Ensure the availability of the principle of calculating italy business mailing list motivational bonuses for retail chain sellers. The standard calculation scheme includes monthly indicators, and bonuses can be issued based on quarterly or half-year results.
Increase the employee's salary in proportion to his responsibility and the level of tasks performed. With career growth, the salary should increase by at least 5-10%.
As punishment for violation of labor discipline, use not fines and deprivation of bonuses, but reprimands or dismissal.
In a retail network, it is better to use a system of bonus accruals for high-quality work and fulfillment of the sales plan.
The criteria for assessing the quality of employees' work must be fair and not allow discrimination on any grounds.
The elements of the motivational program for personnel created by the manager must be introduced into the company’s activities in a timely manner.
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Stages of developing a motivational program for employees
Designing an employee motivation program is a complex task that requires an individual approach. Each stage plays a huge role here: from analyzing the expectations and needs of employees to implementing the system and evaluating its effectiveness.
Step 1. Defining the goals of the employee motivation program
At the initial stage of creating a working motivation program, it is necessary to clearly define its goals. They should be combined not only with the general business development strategy, but also with the interests and demands of employees. It is necessary to understand that motivation is unstable, and it needs to be constantly fueled depending on internal and external changes in the team.
Step 1. Defining the goals of the employee motivation program
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To achieve maximum effectiveness, a motivational program should combine material (bonuses, premiums and gifts) and non-material (flexible work schedule, opportunities for career growth, recognition of employee achievements) incentives.
It is important not only to create a motivation system, but also to evaluate its effectiveness in a timely manner, making the necessary adjustments during implementation. It is also necessary to collect feedback from employees, which will help optimize the motivation system and increase team loyalty.
Step 2: Studying Employee Needs and Expectations
To create an effective motivation program, it is important to understand and consider the specific needs and expectations of each team member. To achieve significant success, it is necessary to conduct a thorough study that will help to determine both the professional and personal goals of employees. This will create an environment in which everyone feels important and sees opportunities for growth and self-improvement. Taking into account the individual characteristics and opinions of employees contributes to the growth of their participation and motivation, which, in turn, leads to improved overall company results.
Step 3. Income and Benefit Planning
The goal of the program is to achieve certain KPIs, such as room cleanliness or product write-off rates. In both cases, there is a specific result or income that can be measured to further determine the amount of investment. This is easiest to do if your goal is related to sales, for example, increasing the check by 5 rubles. In this case, the expected income from the program will be equal to the product of 5 and the number of guests. If your goal is satisfied guests or a decrease in the number of complaints, then determining the benefit becomes more difficult, and you will have to estimate the necessary investments based on intuition.
Step 4. Cost planning
At this stage, you need to determine how much you are willing to spend to get the expected benefits. The calculations include transportation costs, gift expenses, delivery and transportation, announcements and subtotals, as well as the cost of organizing the celebration and awards. Treat the incentive program as a long-term project, not a one-time event that will pass by itself. To successfully implement the program, you need to:
Initial stage: announce the program, generate interest and advertise it so that employees want to participate.
Intermediate stage: sum up the results, post them and inform the staff about them.
The final stage: hold an awards ceremony, present prizes, give the floor to the winners and thank all participants.
Each of these theoretical steps involves expenses that need to be calculated and a decision on whether you are willing to spend that amount. If achieving your goal at the end of the program will result in you receiving 100,000 rubles, then 10,000 rubles for the program does not seem like such a big expense.