How to motivate employees: tools of non-material motivation. Yana Zhilyakova's webinar

The main topic is the theme of non-material motivation for personnel. The speaker introduces himself as a certified business trainer and consultant, emphasizing his extensive experience working with various companies and organizations.

Essence of Motivational Process Understanding the essence of motivational process and clarifying common misconceptions in business. Exploring the development of motivational schemes observed in companies.

Fundamental Vectors of Motivation Discussing fundamental vectors of motivation, including direction and target audience. Examining examples of non-material motivation and a brief focus on gamification within companies.

Impact of Stress on Motivation Stress has a significant impact on employee motivation, with 70-80% experiencing high levels of stress and anxiety. This affects their ability to focus and be productive at work.

Understanding Employee Engagement Employee engagement is influenced by the emotional state of individuals, particularly during stressful times. The limbic system releases hormones that lead to emotions such as worry, stress, irritation, and uncertainty. This hinders the individual's ability to focus on work effectively.

The Complexity of Motivation 'Motivation' encompasses various factors including stimuli, experiences, support from others but approval is a key element in motivating employees. It goes beyond just financial incentives; it involves creating an environment where employees are willing and ready to work efficiently for the organization's specific goals.

Understanding Motivation The essence of the motivational process lies in internal drive and the concept of 'need' as a key term. When a person's basic need for stability is satisfied, they are less likely to seek change or take new actions.

Stimulus and Motivators 'Stimulus,' originally from Latin meaning 'goad,' refers to factors that prompt faster action. People with this motivation are driven by avoiding punishment, which leads them to act quickly.

Basic Human Needs Human needs such as safety and stability play a crucial role in motivation. When these needs are met, individuals may resist pursuing further opportunities or changes due to their desire for security.

Recognition Need Impact on Behavior 'Recognition' can significantly impact an individual's behavior within an organization. If recognition needs go unmet, employees may seek other companies where their desires align with organizational goals.

Changing Values and Behaviors 'Values' determine human behavior but can evolve over time based on changing priorities. As values shift, stimuli that were once effective may no longer motivate individuals effectively.

Internal vs External Stimuli External stimuli like training programs should be tailored according to individual relevance; not all employees will respond uniformly.

Understanding Employee Needs The motivation pyramid helps understand the needs of employees. If an employee enjoys their work and it aligns with their personal values, they are internally motivated. Career growth, skill development, social guarantees, new knowledge, and status can also be motivating factors.

Material vs Non-Material Motivation Material motivation includes benefits like bonuses and compensation while non-material motivation involves forms of stimulation not directly related to money such as certifications or external recognition. It's important for companies to recognize both types of motivations in employees.

Aligning Tasks with Personal Values It's crucial for leaders to understand the basic values of their employees beyond just financial needs. When introducing a new task that meets resistance from an employee, it's essential to connect this task with the employee’s core values in order to motivate them effectively.

Mistakes in Material Motivation Material motivation, such as direct financial payments to employees, may not always work effectively. Simply offering gifts and creating a tea ceremony atmosphere is also insufficient for motivating employees. Common mistakes include projecting the leader's value system onto others and failing to understand the diverse needs of different individuals.

Challenges with Non-Material Motivation Non-material motivation can be opaque and unclear, leading to challenges in understanding its effectiveness. The current motivational systems are often oriented towards past achievements rather than future goals, which may not encourage maximum effort from employees.

Key Motivation Factors The main questions to answer when developing a system are: What do you want to motivate people for? How can you stimulate employees' energy and focus on specific production behavior based on the company's business goals?

Internal Auditors' Role Internal auditors play a key role in identifying unsafe production moments within the organization, focusing on safety indicators and quality improvement.

External Stimuli Selection Choosing external stimuli depends on the specific job position, such as promoting safe production or efficient service behavior. Competitions, quality circles, and customer feedback are examples of external stimuli.

'Achievement' Cluster 'Achievement' cluster includes recognition of employee contributions and ambitious tasks that stimulate better performance. It also addresses demotivating factors like repetitive tasks losing focus over time.

'Development' Cluster 'Development' cluster covers professional growth opportunities beyond upward mobility, including expanding knowledge base and creative expression at work.

Non-Material Incentives Employees seek recognition and acknowledgment, which can be achieved through external stimuli such as corporate awards, public acknowledgments in company publications, or personal letters from the director.

External Stimuli for Recognition Using visual cues like badges or color-coded name tags to signify a person's level within the organization is a form of gamification that appeals to individuals seeking external validation and recognition.

Motivators for Achievement-Oriented Individuals Individuals oriented towards achievement value setting ambitious goals, engaging in challenging tasks with continuous growth opportunities. Positive stress from challenging tasks fosters development and competition among employees.

Creative Engagement Beyond Work Tasks 'Out-of-the-office' creative activities like puzzles or games foster creativity and provide an outlet for relaxation. Creative job titles also contribute to employee satisfaction without requiring material rewards.

Initiatives Encouraging Creativity Encouraging innovative ideas through initiatives at work (e.g., suggestion programs) motivates employees by providing them with autonomy over their projects.

Empowerment Through Autonomy Granting autonomy allows employees to make independent decisions, express opinions during meetings while considering their input; this empowerment leads to increased engagement.

Employee Engagement as a Motivational Tool Engagement is crucial for employee motivation and loyalty. Involving employees in decision-making, strategic sessions, and allowing them to set their own value can significantly increase their motivation. Offering social benefits like the freedom to choose, development opportunities, and leadership programs also contribute to engagement.

Incorporating Corporate Standards into Employee Engagement Incorporating corporate standards involves free information exchange, participation in strategic sessions for decision-making involvement, setting individual career development paths with consultants' guidance based on competencies and remote learning formats such as e-books or masterclasses.

Gamification in Motivation Gamification is important for motivation standards and organizational behavior. It serves as a catalyst to stimulate creativity, healthy competition, and team unity among employees.

Internal Identification Motivating employees to achieve specific business goals through gamified elements like corporate environment creation, online/offline engagement tools, visual performance displays in real-time.

Key Performance Indicators (KPIs) Measuring the effectiveness of motivation by tracking production targets achieved percentages, sales quality indicators improvement rates using equal opportunities for all staff members.

'Golden Stick' Recognition 'Golden stick' awards are given based on objective measurements and transparent rules that create an energizing competitive atmosphere while promoting skill development and error reduction.

Gamification in Companies The use of game mechanics to engage employees and motivate them through a point system, virtual currency, and visual status indicators. These mechanics create a sense of achievement and recognition within the company.

Visual Status Indicators Different visual statuses for employees based on their performance, such as progress bars for sales targets, leaderboards showing successful deals or potential losses. Employees can see themselves relative to others which motivates desired behavior.

Key Rules of Gamification Measurable results using a points system with equal opportunities for participants. Limited time periods for engagement and quick result updates via an app or platform are essential rules in effective gamification strategies.

Motivation of Office and Non-Office Employees The motivation of office and non-office employees, including retail cashiers, is important. Cashiers have tasks such as sales support, additional sales at the checkout counter, and offering products regardless of the city they work in. Material incentives play a significant role in their motivation.

Financial Motivation Impact on Employee Performance If financial motivation is not satisfactory (e.g., low salary), other factors will temporarily impact employee performance but won't last long. Financial motivation should cover basic life needs like family and credit obligations to be effective according to Maslow's hierarchy theory.

Uncovering Employee Motivators The course focuses on identifying motivators, using various tests and dialog models to understand employee motivation. Participants also receive bonus metaphorical cards for individual consulting sessions.

Preventing Demotivation The training covers tracking indicators of demotivation, preventing it, and conducting conversations with demotivated employees. It also explores the use of external stimuli in creative formats for specific job positions.

Effective Decision Making The course module focuses on the systematic approach and meetings, emphasizing mental functions in decision-making. It covers analytical and creative approaches to decision-making as well as different meeting formats based on goals and tasks.

Challenges of Delegation Discusses the barriers to delegation, reasons for not delegating tasks, and various forms of feedback for employee development. The chapter also explores the issue of control after delegation.