Methods and technologies of non-material motivation of personnel. Professional assistance in non-material incentives for employees. The secret of success of the international fast food chain McDonald's

Now it's time to talk about what it is non-material motivation of staff, what are its main methods and directions, and how best to apply them.

So, if we look at the most common ones, we can see that more than half of employees leave their jobs due to dissatisfaction with the level of pay,

But at the same time, up to 40% of employees quit for other reasons, which, accordingly, also need to be paid attention to. All these reasons just indicate that the enterprise does not have a system that operates or operates ineffectively. material motivation personnel. Let's look at what it is and how to carry it out correctly.

Non-material motivation of personnel is the creation of internal motives among employees to increase labor efficiency and loyalty to the company through the use of methods not associated with any form of payment of material incentives. At the same time, many methods of non-material motivation of personnel involve certain financial costs.

Unfortunately for workers, employers today have an advantage in the labor market, so they are the ones who set labor rules for their employees. Of course, every employer wants to pay less and get more results. In addition, practice shows that exclusively material motivation of personnel in the complete absence of intangible ones does not work very effectively, especially in the long term. If you constantly increase wages, employees will begin to take it for granted and will stop working with maximum efficiency. In addition to money, they must see the employer’s concern for themselves, their value to the company - all this can be achieved by competently applying methods of non-material motivation of staff.

What should be the system of non-material motivation of personnel?

1. Covering all categories of employees. If material motivation is usually used only for sales employees, then non-material motivation should apply to all employees so that no one feels left out.

2. Comparable with your business objectives. Non-material motivation of staff can simultaneously be useful not only in terms of increasing labor productivity, but also in other areas of company development. For example, you can pay employees to attend trainings and seminars that will improve their skills. As a result, it will be non-material motivation for employees - training at the expense of the company, and you will receive more qualified personnel with the same salary.

In other words, the system of non-material motivation of personnel should have a positive impact not only on the work of each individual employee, but also on the company as a whole.

3. With the constant replacement of old methods with new ones. If for material motivation it would be better to consistently use the same remuneration system, then non-material motivation of personnel should always have a certain effect of novelty. For example, when a manager praises an employee for the first time in front of the whole team, he will be proud of this and will begin to work even more efficiently. But when he praises him in exactly the same way for the twentieth time, it will already be perceived as commonplace and will not give any effect.

How to choose methods of non-material motivation of staff?

To choose wisely best practices non-material motivation of personnel, it is necessary to build on the psychological needs of the employees who make up the work team. This will help everyone famous pyramid Maslow, which identifies five levels of human needs. Let's consider how to select types of non-material motivation of personnel for employees who have needs at each of these levels from lowest to highest.

1. Physiological needs. For people who cannot satisfy their physiological needs (they have nowhere to live and nothing to eat), non-material motivation will be generally ineffective. First of all, it is necessary to give them the opportunity to satisfy these needs using material motivation - to ensure a sufficient level of earnings. Once the physiological needs are satisfied, the person will move to the next level of Maslow's pyramid.

2. Security needs. People whose physiological needs are satisfied then have needs for protection and safety. They want to feel confident tomorrow, some protection from your employer. In no case should such people be frightened by dismissal: they need to be made to understand that the company provides them with this protection while they work here - they will always have a sufficient level of income, they are reliably protected.

3. Social needs. Next, social needs come to the fore - being in a team, communication, friendship. In this case, non-material motivation of staff should be aimed at creating a cohesive, friendly team and maintaining a peaceful environment in it. To do this, you can use the organization of corporate events, sports competitions, joint trips on excursions, to nature, visits to cultural events, etc.

4. Esteem needs. Employees at higher levels of needs need to be respected, to feel important to the company, and to be seen as a valuable employee by the employer. Here it is necessary to use methods of non-material motivation aimed at expressing recognition and respect: honor boards, personal and public praise of the leader, awarding diplomas, valuable prizes, etc.

Many managers mistakenly use such non-financial staff motivation for employees who are on the first two steps of Maslow's pyramid. In this case, this may be perceived negatively by them, as mockery: “I need money, and you are here with your certificates...”.

5. The need for self-expression. And finally, employees at the highest level of Maslow's pyramid need the opportunity to create something, take initiative, and participate in the development of some innovations. If you want to win their loyalty, you must provide them with this opportunity, otherwise they will go to another employer, and you will lose valuable and professional personnel.

Always remember that after satisfying lower needs, higher ones arise, so non-material motivation of staff should not stand in one place: it is necessary to respond in a timely manner to the changing needs of your employees and follow them.

Methods of non-material motivation of personnel.

Well, now I will list the most common effective methods of non-material motivation of staff that can be used to increase labor efficiency and employee loyalty. Please note that some of them do not require any material costs, at the same time, will certainly have their positive effect, so absolutely every manager who cares about his team should use them.

– Conducting meetings at which employees will be informed about the company’s achievements and everyone’s contribution to these achievements, public praise, awards for particularly distinguished employees;

– Personal praise of an employee for effective work, high productivity, meeting and exceeding targets or other work achievements;

– Congratulations to employees on their birthday, New Year, March 8, Company Foundation Day and other holidays, organization of festive events at any level (from corporate holidays to modest celebrations in the team);

– Help and sympathy in the grief of an employee (in case of death or hospitalization of relatives), not necessarily of a material nature: you can be released from work for the required number of days with continued pay, allocate a company car, use your connections for better organization etc.

– Assisting employees in resolving personal or family issues: for example, establishing an individual work schedule, assistance with renting housing, when moving, etc.;

– Providing visiting passes sports clubs, fitness centers, swimming pools, etc.;

– Caring for the professional growth of employees: organizing training, participation in advanced training courses, trainings and seminars at the company’s expense;

– Concern for the career growth of employees: promotion to senior positions, first of all, of their employees who have shown good performance;

– Organization of internships abroad and business trips abroad (for companies whose activities require such a need);

– Showing interest in the problems of the work team and each employee, communicating with the team and each employee personally;

– Seeking advice from the team or certain employees (both in matters of a personal nature and related to the company’s activities);

– Polite treatment of employees, the use of words such as “hello”, “goodbye”, “thank you”, calling by name (both in speech and in written messages);

– Treating team members just like that, for no reason (for example, pizza, cakes, candies);

– Providing the opportunity to leave work early or take an extra day off for a job well done or good reason;

– Using a board of honor, both visual (in the company’s office) and virtual (on the website);

– Rewarding employees with diplomas, insignia, and memorable gifts;

– Beautiful name positions (as in the famous joke: “Ground cleaning manager” sounds much more attractive than “Janitor”). There is not only a psychological background to this, but also a rational grain: a beautiful entry in work book will play the best role for further career;

– Equipment of a convenient and comfortable workplace with all the necessary equipment;

– Employee participation in important meetings (for example, when business negotiations with partners) as a consultant.

As you can see, the methods of non-material motivation of staff are very diverse, this list could be continued further. The most important thing is that every manager must understand: even some little thing that is insignificant to him can serve as a good non-material motivation for the staff, increase the efficiency of their work, and therefore the company’s profit.

I hope you understand that non-material motivation of staff is no less important than material motivation, and these two areas should be used in combination, carefully thinking through each of them.

Remember that the famous slogan “Personnel decides everything” has not lost its relevance today. The profit of the company and the personal income of the manager directly depend on how productive the staff will work, who, in turn, can influence this efficiency using thoughtful and efficient systems staff motivation.

Remember that this is not the same thing: motivation awakens in an employee an internal desire to work productively, and stimulation forces him to do this from the outside, which can lead to completely different consequences.

With this I say goodbye to you. See you in other publications on the site, which will increase your financial literacy and teach you how to effectively manage personal finances, earn money, invest and mutually beneficial cooperation with banks. See you again!

From this article you will learn:

• What is non-material motivation of employees
• How does non-material motivation of employees differ from material motivation?
• What methods of non-material motivation can be applied at an enterprise?
• How non-material motivation of employees is implemented
• How non-material motivation of employees in an organization can cause harm
• What needs to be done to ensure that non-material motivation of employees works for the benefit of the company

According to statistics, more than half of people quit because, in their opinion, their wages are insufficient. However, almost 40%, which is also important, leave for other reasons. This is an alarming signal and suggests that the motivation of employees to achieve good results in their work through non-material means is at a low level or is completely absent. Therefore, let's look at what non-material motivation is and the principles of its action.

Material and non-material aspects of personnel incentives: what is the difference?

Unfortunately, the importance of the degree of interest of subordinates in the results of their activities is most often underestimated. Dean Spitzer in his book “Super Motivation” gives the following indicators:

• 50% of people do exactly the amount of work required to hold a position;
• 80% can work much more efficiently if they want.

In 1996, the consulting firm Hay Group, with the support of Fortune magazine, launched a project within which it annually compiles a rating of the “Most successful companies peace." According to the study, when the world's most successful businesses want to push employees to achieve certain results, they pay an average of 5% less relative to the market and become more active in other methods of increasing motivation. Do you know that financial motivation of employees does not always work? And that sometimes a situation arises when non-material motivation is needed to motivate a particular employee. Complete the training program "Real Motivation" and create an employee motivation system for your company.

Any organization can quickly begin to develop if it creates stable conditions high degree encouraging employees to achieve goals. How can this be achieved? There are many well-known techniques. They are conventionally divided into material and non-material motivation of personnel.

What are the differences between these types? Let's consider A. Maslow's pyramid. According to his theory, needs are the basis of human behavior. They can be divided into five levels (from bottom to top): physiological, safety requirements, social needs, the need for respect and recognition, and interest in creative self-expression. The needs of lower levels are often satisfied in modern world, at the same time, only well-developed moral incentives make it possible to satisfy the desires that make up the top of the pyramid.

Material motivation(usually it is the most expensive) is implemented at the first levels at the base of the pyramid. What are its varieties? Let's look at them.

• Salary increase. Unfortunately, this method is the most ineffective motivation technique. According to statistics, this method is valid for no more than three months. In addition, it cannot be used too often.
• Awards and bonuses. Dividing the salary into basic, permanent, part and bonuses depending on the results of activities turns out to be a more useful means. This is often done in the trade sector or with employees who have direct contact with the client. The employee clearly sees the dependence of the salary on the level of indicators, which encourages him to work even more energetically. The volume of material motivation for specialists can be determined depending on the existing this moment business tasks. Money can be awarded for fulfilling the plan, for finding and attracting buyers, for good level sales
• Social package. This technique will allow you to solve two problems at once: attract the most qualified specialists and retain them in your organization. Sometimes the set of free benefits includes a voluntary health insurance policy for workers and their immediate relatives, additional pension insurance, discounts on gym visits, etc.

Any manager should have ideas to encourage subordinates to work in accordance with their requirements at minimal cost. Please note, many of you are already managing your teams, now it is important to transfer this process to a systematic basis. This will allow you to easily save money that is usually allocated to bonuses.

The main thing in the system of moral motivation– attention to your staff. He must understand that you, as a leader, are grateful to him. In order for them to appreciate this, they will have to do the maximum. First, you need to get people to align their own interests and agendas with the corporate agenda. And secondly, they perceived themselves as an important and full-fledged part of the company. This will be their main incentive. Involve the team more actively in the life of the organization - this will improve performance indicators.

Remember that encouragement and praise should be heard by all employees. However non-material encouragement should be aimed primarily at the best: those who carried out the largest deal, achieved high performance, and so on. This will increase their desire to achieve excellent results again.

Find out how to get maximum results from your staff while spending a minimum of effort during training.

Factors of non-material motivation of employees

• • Strength and competitiveness of the organization. Good reputation of the entire enterprise makes it easy to stimulate employees to self-development and increase the efficiency of their activities.
  • Competent management team throughout the company. Be especially careful when selecting managers for all departments of the company. Only an experienced and demanding manager can, through his example, inspire staff to highly productive activities and thereby create an additional desire to work. It happens that people with extensive experience or significant length of service are appointed to the head of a department. At the same time, they may not be able to lead and in terms of knowledge they may be equal to their subordinates or be at a lower level of skill. Having hired such a manager, you will be faced with complete demotivation of strong employees. This may cause them to leave the company or reduce the quality of their work.

• Compliance with the rules of the labor code. Following this point allows you to characterize the organization as stable and reliable, making it clear that it can ensure the protection of the interests of its people. Here's a great reason further activities The company now has transparent accrual conditions wages, issuance of vacation and sick leave. Also, these bonuses will allow your subordinates to forget about the possibility of moving to competing organizations. If the law is not observed, the company will be regarded by the team as a temporary shelter. Because there is no point in striving for career heights in an enterprise that has forgotten about the interests of its employees.
• Current corporate culture . Your basic rule in this case is as follows: “Every employee is an important member of my company, and in his hands is the success of the entire enterprise.” This axiom forms a person’s commitment to a common cause and responsibility towards the enterprise.

All of the above factors are indispensable in the process of building staff trust in you, as well as respect and love for the enterprise as a whole. They are fundamental in moral stimulation.

The socio-psychological characteristics of your subordinates can also help you identify motivation methods that suit you.

How non-material motivation is introduced in an organization

Remember: For different people Various methods of motivation are effective. For motivated, young workers, what is likely to be more important than the material part is the opportunity career growth. For an older specialist, it is especially pleasant to have respect for him and to recognize his role in the success of the entire company. Therefore, you will have to sometimes check what exactly will be most effective.

However, we note that in this case a logical question arises: how to check? Do not try to ask directly under any circumstances, because you will hear many strained and identical answers. In addition, such questions instill a sense of tension: “Are they trying to motivate me? Am I not working hard enough? Where did I go wrong?

If you want to achieve the most accurate response regarding the best way non-material rewards for subordinates, ask them: “What do you think motivates people to perform at their best?” Everyone, without hesitation, will describe their main incentives. Make a short questionnaire where you can insert this question - it will look most relaxed there.

The questionnaire might look like this.

1. Describe your ideal boss in a nutshell.
2. What motivates people to do their best work?
3. What do you find most attractive about your job?
4. What needs to change in the department?
5. What is the difference between a flower and a brick?

Give the questionnaire to your subordinates before the start of the meeting and ask them to answer the questions in one minute. Now you know how you can motivate each of them. Use this information when handing out assignments and organizing departmental activities.

If the response to a question regarding staff morale includes creative tasks, flexible schedules and opportunities for professional growth, such a person is unlikely to be able to cope with routine tasks for a long time. It will be most useful to translate it into the field of PR. And if the respondent indicated stability, convenient workplace and a comfortable atmosphere in the team - he is able to perform routine work efficiently.

An incentive based on pleasant emotions and team spirit will contribute well to the growth of your business. And most importantly, it will require virtually no financial costs. You really have to pay attention to the needs of your employees and be ready to reward them.

The most effective classical methods of non-material motivation of employees

1. Meetings, planning meetings, meetings. These are key tools you can use to create employee ownership. Meetings allow people to stay informed, share news, and feel involved in the life of the organization, as everyone is curious about what is going on around them.
2. Congratulations on significant events . Important dates may include completion of first year of employment, appointment to new position or personal holidays of a person, such as anniversary, birthday and others. There is scope for your imagination; gifts can be completely different: from an award to a hand-drawn poster. Don't give in private, invite everyone to watch and join in the wishes.
3. Education. Encourage your subordinates by sending them to various training courses, internships and scientific conferences. Self-motivated, income-generating employees typically enjoy development.
4. The right to choose. Consult with the staff on where and how to hold a corporate event, what incentive method to choose: payment for telephone costs, gasoline or something else - there are many options. Allow your best team members to have first choice when it comes to vacation time.
5. Possibility of feedback. Give experts the opportunity to speak out. They can do this by writing recommendations and comments in a makeshift mailbox, on whiteboards, or by speaking out loud in meetings. Don’t forget, it’s important for people to understand that their opinions are being listened to. You can also reward unusual offers. In world practice, this is called awarding initiatives.
6. Provide seating areas. First of all, take care of the kitchen area and space for outerwear. You should always have lunch not at your desk, but in a designated room, where no one will disturb you and you can switch gears. This method will have a positive effect on the work and emotional state of the team.
7. Communication of achievements and evaluation distinguished. Non-material motivation can be expressed in the form of well-deserved praise. Remember, everyone loves kind words. You can praise an employee both in the corporate newspaper and on the intranet.
8. Contests and competitions. As the experience of Russian and foreign organizations shows, subordinates are perfectly stimulated by participation in such nominations as “Advanced Manager of the Quarter”, “Most Accurate Employee” or “Mr. Positive”. It is important that this method of motivation is able to function independently.
9. Personal or personal work area. Everyone enjoys being known by sight and addressed by name. Therefore, a simple sign on the door, a table sign and even business cards can be your tool for non-monetary staff motivation.
10. Discounts on company services or products. The price reduction may be quite small. The significance is that there is only a narrow circle of people who can use it - this increases confidence in the company and management.
11. Internal incentive events. Create and strengthen corporate spirit using forms of motivation such as holiday banquets, barbecue trips, trips to football or the theater. Even a cleanup day in your office or in the surrounding area will be beneficial, especially if you introduce team-building games.

Non-material motivation of subordinates: examples of Russian companies

• Granting special powers. Appoint an employee as the head of one of the areas, this will allow him to gain new experience and grow in the eyes of his colleagues. He will learn how to manage a team and then be able to indicate this competency in his resume. By observing him, you will decide whether to trust him to solve more serious problems. Try to appoint one or another specialist to a leadership position - this is effective, many businessmen are already doing this. In this way, almost the entire company team can be interested in the work.
• Attendance at important meetings. Invite your subordinates to high-level meetings; they will take it as a sign of your trust. The very fact of a person’s participation in such a meeting guarantees him the respect of his colleagues, even if he was simply present at the negotiations. True, an employee may lose loyalty to management after communicating with representatives of a competing company. To avoid trouble, eradicate the unfavorable climate and try to ensure that every person is satisfied financially.
• Please give advice. Seek recommendations from professionals who demonstrate deep knowledge in one of the areas. This way the person will feel respected and his opinion is considered important.
• Public expression of gratitude. Praise in public, but if you want to scold, do it in private.
• Improving the psychological climate in the team. Make an effort to create a comfortable atmosphere, this will make it easier for you to lead people.

Carefully consider ways to motivate staff, and they will create the basis for good progressive growth of the company: by developing your own incentive program and applying it, you will see that your subordinates have become more purposeful and loyal.

Original ways of non-material motivation from market leaders

• Leave due to “broken heart”. The marketing company Hime & Company employs only women, so its founder included heartbreak leave in her incentive program. This innovation was introduced after a staff survey. It turned out that some were very worried about the breakup with their “halves”, so they could not think about working. Now, when parting with a loved one, workers under the age of 24 have the right to one day of vacation, ladies from 25 to 29 years old - two, and after 30 years old they are entitled to three days off.
• Unusual job titles. Walt Disney, the famous founder of the company of the same name, succeeded in managing the team. He believed that the level of job satisfaction depends not only on the salary received, but also on the prestige of the position and department. For example, under his leadership, hotel laundries were renamed textile services. Since then, these divisions have been equated to marketing and customer service. However, it is much easier to get into them, which means they are popular among young people who dream of starting a career in the organization. A Steve Jobs gave consultants at his Apple office in New York the title of “genius,” and the number of layoffs fell several times.
• Salary increase in the form of a lottery. The idea is very unusual, although, of course, this method difficult to attribute to non-material motivation of staff. The management of a large Japanese Internet services company has stopped talk of an annual salary increase with simple dice. Employees roll the dice and their salary increases by 1-6% depending on the number of dots rolled.
• Encouraging marriage between employees. The food manufacturing company Nihon Shoken has been positive about team marriages for several years now, giving newlyweds a monthly bonus.
• Time off during sales. Marketing company Hime & Company allows specialists to take half a day off during the sales season.
• Compensation for those who keep pets. Kyoritsu Seiyaku Corp is a veterinary equipment company. Therefore, in accordance with its activities, it gives out gifts to cat or dog owners.
• Gift for a newbie. At Commerce Sciences, it is customary to give a welcome souvenir to all new employees. Moreover, the last person hired prepares it. There are no restrictions; anything can be a gift: from a solid set of dishes to a chocolate bar. Newcomers are pleased when their service begins with such a surprise, and this creates an additional incentive for the productive activities of young staff.
• Bell in the office. Hang a bell or gong at your place - many businesses use this method. Its sound is intended to communicate important events, for example, about signing a contract for a large sum. The Expertcity company has a rule: you can only ring the bell for business. If an employee uses it without a good reason, he will have to treat everyone to breakfast the next morning. For example, periodically someone rings the bell to announce that they have a baby.
• Change of workplace. HubSpot has an interesting custom: every three months, specialists change their workplace within the office. What is it for? No one is offended that he didn’t get the best the best place, communication is improved, as new neighbors periodically appear. This tradition also helps maintain order in one’s area.
• Family friendship. Icelandic company OZ encourages family communication. Sometimes subordinates are allowed to invite their parents to the office to have lunch together. This method brings team members closer together. Management is convinced that in this way it is possible to increase labor productivity.

Personnel are an integral element of any organization. However, as a rule, due to improper management, it cannot realize its potential. The quality of employees’ work is determined not only by their qualifications and experience, but also by their interest in effective implementation of its activities. Incentives in the form of bonuses and salaries do not always provide sufficient success, since human needs are not limited to material goods.

System of non-material motivation of personnel

Non-material motivation of employees is a system of measures aimed at improving the quality of work. The system of non-material incentives is based on the classic pyramid of needs, which includes the need for respect and recognition, self-realization, and belonging. The main goal of non-material motivation is to increase the efficiency of workers and their interest in the development of the organization.

Pros and cons of non-material motivation of employees

This kind of encouragement has the following advantages:

• Effectively complements the financial incentive system;
• Does not require large expenses;
• Ensures the interest of subordinates in the continuous development of the organization;
• Allows you to reduce staff turnover.

There are also some disadvantages:

• Difficulty in implementation;
• The need for adaptation for various categories employees;
• The need to attract qualified HR managers.

Non-material forms of staff motivation

Stimulating the team accordingly can be implemented in the following forms:

• Increasing attention to the employee’s personality (involvement in the management of the organization, congratulations on personal holidays, reporting in the media);
• Conducting competitions (carrying out competitive events to receive the honorary titles of best employee of the month, best employee of the department, with the presentation of certificates and memorable gifts);
• Carrying out corporate events (collective celebration of state and corporate holidays, presentation of memorable gifts with corporate symbols);
• Flexible work organization (change of work schedule taking into account family circumstances employee, the possibility of remote work, provision of leave at a convenient time);
• Introduction of benefits (compensation for employee training costs, medical insurance at the expense of the organization).

Non-material motivation of employees - examples

As an example of incentives without using Money One could cite the inclusion of employees in the decision-making process. Based on practical experience, employees of the organization can make rational suggestions and recommendations. On the one hand, this allows us to identify potential sources of problems or areas of development. On the other hand, this helps to increase the involvement of employees, who will understand that their opinion is important to the organization.

Another example of this kind of encouragement is the creation of a system for grading employees, taking into account their success in their work activities (honor board with photographs, best employee of the month, year). In this case, employees will try to improve their performance in order to improve their ranking and will understand that their efforts do not go unnoticed.

The role of non-material motivation of personnel

Incentivizing employees without providing additional money plays an important role in personnel management and ensures an improvement in the quality of work in the organization. In addition, despite the fact that appropriate encouragement of subordinates is highly effective at minimal cost, it is not the only and indispensable tool for stimulating personnel. Employees begin to think about non-material needs only if their basic material needs are satisfied. That is, if an employee’s salary is too low, there is no point in using non-monetary incentives to encourage him. Thus, non-material motivation can only complement and develop the system of material rewards.

Regulations on non-material motivation of personnel - sample

Regulations on non-financial motivation of personnel are being developed to streamline and systematize the non-monetary incentive tools used. This regulation is developed by the head of the HR department and approved by the manager. At the same time, the development of non-material motivation of personnel can be carried out with the participation of department heads.
The regulation includes subsections:

• General provisions (goals and objectives of the organization, basic principles of interaction with employees);
• Forms and types of motivation (which tools are used and under what conditions, their interaction with material rewards);
• Rules (which employees are encouraged and under what specific conditions);
• Management competencies (who makes decisions regarding this issue);
• Terminology (decoding and interpretation of position concepts);
• Conclusion (scope and duration of the provision, responsible for the effect of the provision).

All kinds of employee incentives - effective and promising direction improving the personnel management system. A wide selection of incentive tools and mechanisms, as well as their combinations, allows you to implement various development strategies for both the company and subordinates. When developing and implementing provisions for this type of remuneration, it is necessary to take into account specific features organization, its structure, as well as the conditions for interaction with personnel.

Non-material motivation of employees is sometimes more important and more effective financial incentives. Moreover, it is impossible to strengthen and maintain the dedication of staff for a long time solely with the help of material motivation. high level. In this regard, the management of the enterprise needs to develop and implement a system non-material incentives.

When developing a system of non-material motivation for personnel, it is necessary to take into account several main aspects:

• The motivational system should be aimed at developing the most priority areas activities of the enterprise.
• The non-material motivation system is aimed at involving all employees of the organization. If in the case of material incentives the emphasis is placed on those employees who increase profits (for example, sales specialists), then with non-material motivation it is necessary to pay attention to all groups of specialists in the enterprise.
• Updating motivation programs. Since we are talking about employee incentives, it is necessary to periodically make changes to the motivation program. This is due to the fact that, subject to uniformity, incentives will cease to bring the desired results after some time.
• Using various tools and approaches when developing the system. Those non-financial motivation tools that are suitable for some employees may not have any impact on others. To stimulate the efficient operation of the entire enterprise as a whole, it is necessary to identify the needs of all employees.

To make this task easier, you can use Maslow's pyramid. It will allow you to determine which employee needs are a priority. Knowing them, it will be easier for management to develop an appropriate motivation system:

• Physiological needs. Such employees should be motivated using financial incentive tools.
• Protection and safety. Employees with such needs need a favorable emotional environment in the team. The labor efficiency of such workers is negatively affected by information about the possibility of layoffs or dissolution of the enterprise.
• Needs of a social nature. Personnel with these needs need communication and support in the team, from management.
• Respect and self-esteem. Such workers need attention; they are stimulated by the knowledge that their work will be noticed and appreciated.
• Self-realization. This type of need is typical for employees with creative abilities; they can be expected to have a creative approach to work. It is these workers who can be entrusted with solving non-standard and complex problems.

It should be understood that all categories of workers have certain desires and needs. After one need is satisfied, new, higher level ones appear.

Types of non-material motivation of personnel with examples

There are many different non-financial incentive instruments, the most common of which are the following:

1. Organization of motivating meetings and planning sessions where news and plans for the development of the enterprise are discussed. This method allows employees to be aware of current events.
2. Conducting competitions and contests.
3. Congratulations to employees on holidays. The reason for congratulations can be both personal and industrial events. For example, length of service at the enterprise, appointment to a new position or birthday. In this case, congratulations should be public, in the presence of the team.
4. Education, trainings, seminars. As one of the ways of non-financial incentives, you can send promising employees to participate in conferences and seminars, attend advanced training courses, etc.
5. Notifying employees about the achievements of colleagues. The merits and achievements of distinguished employees can be published in a local newspaper or on the company’s website.
6. Feedback. Non-material methods of motivating staff involve the opportunity to express their wishes and suggestions. This tool can be used anonymously or openly, where employees are invited to make suggestions on a special board or for discussion at planning meetings. In this case, employees will have the understanding that their opinion is taken into account. At the same time, the most rational and interesting proposals can be implemented and encouraged.
7. Organizing events as an incentive. It could be festive event with a banquet or a joint outdoor recreation, a group trip to the cinema, etc. Thanks to corporate events, relationships in the team are strengthened, a single team is formed from which you don’t want to leave. It is also possible to organize socially useful events, for example, cleaning the area and putting things in order in the office.

Other non-material ways to motivate staff include organizing recreation areas. Thanks to an equipped kitchen, locker room and other appropriate facilities, employees will be able to dine without disturbing other employees, in a comfortable environment, rather than at their desk. As a result, management will receive an established workflow.

Techniques of non-material motivation

There are several simple techniques that allow you to improve the efficiency of staff using non-financial motivation:

• It is advisable to greet employees by name.
• As a reward, employees should sometimes be allowed to leave work a little earlier and take extra days off.
• It is necessary to develop some incentive measures for the “invisible” employees of the team.
• Organize tea parties at least occasionally, bringing candy, cake or fruit to the team.
• Place signs indicating the position at each workplace. Employees will be pleased to feel their authority.
• Consult with employees. For these purposes, it is necessary to report a serious task or problem, listening to staff suggestions for solving it.

There are other examples of non-material motivation used in enterprises. Some of them were developed individually by organizations. These include creating a flexible schedule for employees. For some workers, it is preferable for their working day to start as early as possible. This allows you to solve more personal matters in the evening.

Another way to motivate can be the right to choose. For example, a distinguished employee is given the opportunity to choose his preferred vacation time or the area of ​​​​work he would like to do (the client he would like to serve). While other employees will need to choose from the remaining options.

In one case or another, management is presented a large number of various types and methods of non-material motivation, which can often be more effective than material incentives. In some cases, expressing public gratitude can be the most in a positive way affect the labor efficiency of employees, stimulating them to take initiative.

Good afternoon Today on our agenda there will be an interesting article about non-material motivation of staff. Much has already been said and written about this, but the issue of increasing the dedication of employees without additional monetary costs is quite acute for the manager. After all, salary increases sooner or later cease to produce results. Moreover, an unreasonably inflated salary has a demotivating effect on an employee’s work: why work well when you can work “carelessly” and still get good money?

Therefore, in order to prevent such a situation, each company must create its own system of non-material motivation of personnel, which will be based on certain rules. Read more about them.

System of non-material motivation of personnel - 5 basic rules for creating

1. Non-material motivation should solve the tactical problems of your business

First of all, the incentives used should be aimed at solving specific problems that your business faces. For example, if you are developing a branch network, then you must form teams that can work according to the standards accepted at the main office. Accordingly, your non-material motivation should be aimed at training your employees, for example, attending training on effective communications and team building.

2. Non-material motivation should cover all categories of employees

In most cases, when we talk about motivation, the emphasis is on those people in the company or department that bring profit. However, we must not forget that in addition to them there are also accountants, secretaries, and production workers. Not only motivational programs can be applied to such people, but simply recognition of work and praise.

3. Non-material motivation should take into account the stage of development of the company

In a small family business the main motivator is enthusiasm. When the company moves to the next stage of its development, when there are more employees and some of the processes are formalized, motivational programs should be focused on recognizing the merits of each employee, but it is also important to take into account the possibility of collective recognition of services, for example, by some department or division of the company.

4. Correct choice of methods of non-material motivation of personnel

We often think that what motivates us will motivate others. But that's not true. In order to choose the right motivation methods, you need to initially collect information about the true needs of employees. And in this case, Abraham Maslow's pyramid of needs will help you. With its help, the system of non-material motivation of personnel takes on a clear form. So, it is important to determine what the leading needs are for your employees and develop appropriate motivation factors.

• Physiological needs. If it is important for the employee this group, then it is necessary to provide him with a comfortable level of wages.
• Need for protection and security. For such people, it is important to organize a friendly atmosphere in the team. Accordingly, information about the negative components of work should be minimized: bankruptcy, layoffs.
• Social needs. For employees in this category, it is important to receive support from colleagues and management, and it is also important for them to constantly be around people.
• The need for respect and self-esteem. These employees need to be given constant attention. It is important for them to realize that their actions will be appreciated.
• The need for self-realization. This is the main need for creative employees. It is important for such people to engage creative work. They are able to solve the most complex, non-standard problems.

And remember that any of your employees constantly wants something. And when the desired is achieved, the needs move to a higher level.

5. The effect of novelty

Rewards should not become commonplace, because one-size-fits-all incentive programs will only depress your employees. Therefore, once every six months it is worth coming up with some new motivational program.

Methods of non-material motivation of personnel

You can come up with a large number in various ways non-material motivation of your employees, but we tried to give you only the most effective ones. So here they are.

• Motivational meetings
• Contests and competitions
• Congratulations on significant dates
• Discounts on services
• Communicating achievements
• Incentive travel
• Peer ratings
• Help with family matters

Here are some more secrets of daily inspiration for your employees

• Greet employees by name
• In letters and verbal communication, do not forget to say “Thank you”
• Reward employees with extra days off or allow them to leave work early
• Bring something tasty to the office once a month: cake, pizza, candy, apples
• Place signs with the employee's name at each desk. People like to feel important
• Make sure you have the opportunity to listen to the employee, not just inform
• Develop a special reward for those people whose activities are usually not noticed
• Try to arrange meetings once a week with employees with whom you usually do not have the opportunity to communicate. Ask them about work, problems.
• Tell your employees about an important issue and ask them to suggest their solutions. In other words, to give you advice.

Based on materials from Bob Nelson’s books “1001 Ways to Motivate an Employee” and “1001 Ways to Encourage an Employee” (both - M. [et al.]: Williams, 2007)

Examples of non-material motivation of personnel from the life of some Russian companies

We have tried to collect for you the most vivid examples non-material motivation of employees who came across our eyes in various companies. We hope that you will find something interesting for yourself.

We hope that after reading this article, you were able to answer your questions, as well as choose interesting examples non-material motivation of personnel.