The employee motivation system should be understood as all the methods used in a particular company. There are two levels of staff incentives:
Global , which involves using uniform methods for all employees.
Individual, when motivation methods are applied to a specific employee taking into account his personal needs.
It is necessary to start working on creating a motivation system at the global level from the very beginning of the business. This process includes several main stages.
Designation of goals
What specific actions should the benefits of using our teacher database employees perform in accordance with the company's corporate strategy? Tasks and responsibilities are clearly described in job descriptions.
For a company to successfully enter the market with a new product, it is necessary for various departments to perform their tasks. The marketing department must conduct market research and develop a promotion strategy, sales managers must actively offer this product to potential customers, and consultants in sales offices must be well acquainted with the range and ready to immediately provide answers to any questions from consumers.
Development of an assessment system
Identify key performance indicators that you will use to evaluate employee performance. Determine rewards for KPIs achieved and exceeded. When a new product enters the market, create a clear digital plan for each department: number of sales, percentage of increased awareness, number of positive customer reviews.
Step-by-step implementation of a motivation system in the sales department
Testing
Large companies usually test the employee motivation system on an experimental group. To do this, various methods are implemented for a couple of months, after which a comparative analysis of the obtained indicators with the results of other employees is carried out. This allows you to make changes/additions in a timely manner, test again and only then implement the system on a full scale. This way you can evaluate its effectiveness, identify problem areas and mistakes. Let's look at an example of how two different motivation systems were tested in one company.
First diagram:
salary amount – 18,000 rubles;
the bonus amount for achieving all KPIs is one salary;
bonuses for additional sales – one salary;
overtime pay – 1 hour * 2.
Second scheme:
salary amount – 24,000 rubles;
the bonus amount for achieving all KPIs is one salary;
bonuses for additional sales – one salary;
overtime pay – 1 hour * 2.5.
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.