What are the differences between material and non-material motivation of employees? What are the types and examples of intangible motivation? How to motivate staff non-financially?
Probably everyone will agree that in order to create a cohesive team, subordinates need to provide appropriate conditions. And it's good when the budget of the enterprise allows you to introduce decent monetary incentives.
But what to do when material opportunities leave much to be desired? Practice other types of staff rewards and combine them with monetary incentives. Practice shows that material incentives work much more efficiently in combination with all kinds of non-material and non-standard types of incentives.
With you online magazine "HeatherBober" and a regular author of publications Anna Medvedeva. Today we will deal with such a concept as non-material motivation of personnel.
At the end of the article, you will find useful information on how to provide a new, higher level of communication and work in the team.
So let's get started!
1. What is non-material motivation of personnel and how it differs from material
At any enterprise, regardless of its specifics, a motivation system is used. It is necessary to create an internal incentive for employees to work well and productively and not look towards competing firms.
All types of motivation methods are divided into 2 large groups - material and non-material. With material, it is more or less clear, but what are the methods from the second group?
These are various ways to create a positive attitude towards high productivity among employees. Employees receive bonuses, expressed not in monetary terms, but in various other forms.
Non-material motivation of personnel plays an important role in the overall motivation system. Although it is generally accepted that we work to get money and the best motivation is a good salary, practice shows that one cannot do without non-monetary incentives.
The need for additional motivation arises when:
- violations of the employment contract;
- excessive workload;
- irregular working day;
- uncomfortable working conditions, etc.
To avoid a distorted view of non-material motivation, let us single out the main aspects and principles in the approach to this issue, and also divide them into positive and negative ones.
Advantages and disadvantages of intangible motivation:
2. How to choose methods of non-material motivation depending on the psychotypes of employees - 5 main types
With the help of tests and questionnaires, you will determine what types of employees work in your team.
Use the information obtained when developing and implementing a motivation program.
Type 1. Critic
This type of employee is immediately apparent from the critical and ironic treatment of colleagues. They love to use complex phrases and abstruse words in colloquial speech.
The most positive thing about the work of critics is that they do well in the duties of various types of controllers. The best non-financial incentive for them will be public approval of management and assignment of control functions.
Type 2. Idealist
This is the opposite of criticism. Idealists are absolutely not conflicting, they treat colleagues attentively, gently and kindly. Often they even smooth out controversial situations by agreeing with someone's opinion for the sake of peace in society.
The tense situation in the team easily demotivates idealists. Therefore, to create internal motivation for them, it is good to use ethics and humanity in the development of the company, as well as various recognition and praise. Idealists can safely be entrusted with all kinds of social assignments.
Type 3. Analyst
Such workers are very thorough and thoughtful in everything, attentive to all the nuances of the work and the assignments given to them. For them, no fuss and rash decisions of the management made on emotions are unacceptable.
Analysts are well motivated by the comfort and arrangement of the workplace, the rational organization of work, and interaction with the management at the proper level. Such employees are stimulated by professional development, career growth and participation in professional events.
Type 4. Realist
This type of employee combines the fulfillment of all job regulations and their own experience. Realists are active workers with an inclination towards organizational activity.
Assign realists with managerial work. With their help, you will be able to establish a healthy atmosphere of mutual assistance in the team and create a close-knit team.
But small assignments are best left for others. For a realist, they are uninteresting, unprofitable and may even demotivate a strong personality.
Type 5. Pragmatist
Unlike the analyst, the pragmatist does not spend time thinking about the case for a long time. But one of the best qualities of a pragmatist is the ability to quickly navigate and make decisions even in a suddenly changed situation.
The monotony of the workflow and time-consuming projects make such employees yearning. Therefore, give them urgent orders such as introducing a new project, opening a branch, etc.
3. What are the types of non-material motivation of personnel - 4 main types
Let's describe in detail the main non-material forms of motivation.
They can be conditionally divided into 4 types.
View 1. Social
This type of non-material motivation is associated with the desire of the employee to move up the career ladder, occupy high positions and develop professionally.
How do you motivate employees who are inclined in this way? Give them important public assignments, involve them in management and decision-making regarding the work process.
Use the benefits associated with the benefits package. Training, sick leave, medical insurance, travel vouchers.
View 2. Psychological
Here, the determining factor is communication and the situation within the team. Normal communication is unthinkable without a warm, trusting atmosphere.
The following techniques apply here:
- to form a team taking into account the individual characteristics of employees;
- organize corporate events so that subordinates communicate with management in an informal setting;
- Lead by example so that employees can see the manager's contribution to the common cause.
Naturally, in a team with benevolent relationships, one wants to self-actualize.
View 3. Moral
Such motivation directly depends on the need of people for respect, not only from the leadership, but also from colleagues.
Recognition of quality work and results is expressed in the form of:
- insignia;
- certificates of honor;
- verbal praise;
- registration on the board of honor.
Note that it is better to do this not in private, but in the presence of other colleagues.
View 4. Organizational
This refers to the high-quality organization of workplaces and the entire labor process.
Organizational incentives:
- equipping the workplace with modern technology (in offices - computers and various office equipment, in production - other devices related to the specifics of work);
- the allocation of a special room for recreation;
- provision of food on the territory of the enterprise.
4. How to motivate staff non-financially - practical advice and recommendations
Now we offer you some tips on how to improve the intangible motivation of staff.
Analyze whether you use all the possibilities in your practice. And if not, then take note.
Tip 1. Recognize and praise the employee
This is one of the most effective ways to non-materially increase motivation. Employees deservedly recognized by a manager feel valued and respected, and strive to achieve higher performance.
Celebrating aloud the merits and achievements of good workers will also stimulate everyone else to increase productivity. In addition, it is always pleasant when you work in the same team with cool specialists.
Tip 2. Strive to create a favorable psychological microclimate in the team
A tense and unfriendly environment not only lowers employee productivity, but also contributes to the loss of valuable workforce. Because at work, people spend a significant part of their lives and everyone strives to be in a good team, and not in a jar of scorpions.
Example
Svetlana was hired as an engineer at a prestigious construction company. Her joy knew no bounds.
However, in the first month, all the joy dried up. Although Svetlana was a competent specialist, she still had to ask her colleagues with questions due to her ignorance of the specifics of some issues.
However, in a closed team there was no mutual assistance and support. None of the employees wanted to help, on the contrary - they deliberately put sticks in her wheels in order to expose the new engineer in an unfavorable light. It was simply impossible to work under constant stress.
A month later, Svetlana started looking for a new job and soon left for another company for the same salary. True, the percentage of bonuses here is somewhat lower, but the friendly atmosphere in the team inspires her to increase her level of professionalism.
Tip 3. Give employees the opportunity to learn and improve their skills
The possibility of training and professional development is an advantage of any company.
He is not overlooked by young ambitious professionals who strive to expand their knowledge base and improve their professionalism.
An organization that provides such opportunities is always in an advantageous position. After all, not every employee can afford to pay for additional training on his own.
Tip 4. Create conditions for the career growth of employees
Probably, there are few workers in the world who want to remain in the same position and do not seek to move to a more prestigious one. Therefore, one of the mandatory points of any motivational program should be career advancement.
Build a talent pool from talented candidates. If your company does not provide for the possibility of career growth, such employees will work only to gain experience, but they will choose other companies for development and promotion.
Tip 5. Conduct competitions of professional skills among employees
Through these competitions, create an atmosphere of healthy competition among employees. Moreover, workers need to be motivated not by fear of remaining on the periphery, but by the desire to be among the best, which can be everyone, and not just a select few.
This technique has another advantage. He will certainly identify the strongest employees, and you will know on whose professional development it is worth spending the resources of the enterprise.
Tip 6. Enter a system of rewards and bonuses
Any type of employee appreciates the additional benefits that the home company provides. The system of bonuses indicates that the organization values its staff and takes into account their needs.
What types of bonuses can be used:
- partial or full payment for a gym membership;
- issuance of gift certificates;
- provision of kindergarten places for employees' children;
- lunches at the expense of the organization;
- free travel in public transport, etc.
There are many options, it would be a fantasy. The main thing in this is not to act at random, but to study the demand for such benefits.
Naturally, workers with chronic fatigue syndrome have a decline in labor productivity. Therefore, the availability of places of rest at work is necessary as well as good conditions.
Five minutes with tea and coffee provide an opportunity to relieve tension and communicate on topics that are distracted from work. Maybe someone wants to do the so-called office fitness. In any case, employees are entitled to a few minutes of rest in addition to the traditional lunch break.
In the video, you will find other useful and interesting tips for non-financial motivation.
5. Professional assistance in increasing staff motivation - an overview of the TOP-3 service companies
Now we will give examples of companies that develop incentive systems or are engaged in training in the field of business and management.
Experienced specialists will advise you on the necessary material and non-material ways of motivation, which will be most suitable for your team.
1) MAS Project
The company has developed a multifaceted management system as a result of solving the problems of a real business. MAS Project specialists authoritatively declare that strategic planning of activities is not such a difficult thing if you have the necessary tools.
A large set of such tools combines the unified software environment proposed here. MAS Project is an online service that allows you to track the performance of all employees and control all levels of the enterprise hierarchy.
Analyze your existing motivation system and implement a new, better program.
2) Business Relations
Here they help make a breakthrough in business development. The company offers powerful training, after which the level of employee engagement rises sharply. A maximum of practical lessons are planned in the training, thanks to which it brings excellent results.
You are offered various tools to improve business efficiency and solve personnel problems through the correct perception of working situations and moments.
The developers focused the training on corporate training. Here they worked with many well-known large organizations - Beeline, MTS, Adidas, Megafon, Home Credit Bank and others. In the field of training in a corporate format, Business Relations is one of the most experienced companies.
To get the missing knowledge and practical experience in solving management issues, we advise you to contact the largest Moscow business school, which has been at the leading positions in its field for more than 5 years.
Here you can choose seminars and courses in different areas and in different industries. For team training, corporate programs have been developed, for remote clients - webinars and international programs, as well as professional retraining and advanced training courses.
Representative offices of Moscow Business School are located in different cities and countries. This makes training available to everyone interested, regardless of location. Study the seminar schedule and attend classes where it suits you.
6. What influences the formation of high motivation - an overview of the main factors
At the end of the topic, we will consider additional factors on which the increase in the level of motivation in the team depends.
Pay attention to whether they are present in your motivation system.
Factor 1. Strength and competitiveness of the organization
The high status of the company and its impeccable image in themselves are great motivators.
Firstly , good specialists strive to work at such an enterprise.
Secondly , the valuable personnel already in the state do not seek to leave for another place.
Thirdly , the awareness that you are working in such an organization contributes to personal development and the desire for quality performance of their official duties.
Such non-financial motivation of employees is a rather powerful factor, even without comparison with others.
Factor 2. Strong management team of the enterprise
Talented leaders should not only be in the highest positions, but also at all levels of the organization's structure. After all, as you know, the personal example of a leader is one of the strongest motivators for any category of employees.
Do you know what mistake you can make when choosing heads of departments? To appoint employees not with the appropriate abilities, but according to the length of service or professional talent. Have such an employee as much experience as you like, but if he does not have leadership skills, it easily demotivates strong and ambitious employees.
"What for?"
"And you could become a good leader."
"Do you think everyone should be leaders?"
“No, not everyone should. But everyone wants to! "