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Мотивация персонала


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В настоящее время на рынке труда IT индустрии спрос значительно превышает предложение, поэтому компаниям приходится бороться за каждого своего сотрудника, как нового так и существующего. Поэтому работодателям приходится прибегать к различным  методам мотивации – улучшать условия работы сотрудников. Именно об этом и хочу с вами, мои читатели, порассуждать.

В мотивационный пакет могут входить множество вещей: премии, безлимитный мобильный телефон, абонемент в бассейн, спортзал, медицинское страхование, бесплатные кредиты и обучение, предоставление части акций компании, компенсация аренды жилья, организация корпоративного отдыха (вечеринки, поездки за границу) и т.д. Из нематериальных можно выделить: гибкий график работы, перспектива карьерного роста, расширение полномочий.

Еще 10 лет назад мотивации не уделяли такого внимания, как сейчас. Руководство не беспокоилось за стабильность коллектива и командный дух – большинство сотрудников держались за свое место, боялись каких-либо перемен, работали, не смотря на то, устраивала их работа или нет, так как работу было не так просто найти. Но времена меняются и теперь работодатели должны бороться за сотрудников.

Специалисты стали по-другому относится к работе, к работодателям, подняли планку самооценки. Теперь каждый ищет для себя место поудобнее, с более высокой зарплатой, с большим социальным пакетом и перспективами.

Очень многие считают, что главной мотивацией являются деньги, но это далеко не так. Есть люди творческих профессий, такие как программисты, дизайнеры, для которых не менее важно, насколько работа интересна и дает ли она им возможность раскрыться, реализоваться. Часто бывает, что компания предлагает сотруднику хорошую зарплату, но если работа кажется специалисту неинтересной, долго он там работать не будет. Сотрудник, не раздумывая, может уйти на более интересную работу с менее высокой зарплатой.

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Часто руководители делают большую ошибку, когда выдают премии без объяснения за какие заслуги. Руководство думает, что премия должна выплачиваться и раз-два в год выдает ее сотрудникам. Это конечно не расстроит сотрудников, даже обрадует, но они не поймут за какие заслуги и на что им следует обратить особое внимание. Постепенно такие премии будут восприниматься как должное. Таким образом, мотивируя сотрудника премиями, следует ему объяснять, за какие заслуги он поощряется!

Безусловно, финансовая мотивация играет очень важную роль, но ею нужно правильно управлять. Если взять сотрудника на высокую зарплату, она его будет мотивировать только первое время, потом ему уже захочется больше. Все время, повышая зарплату, вы не сможете его мотивировать. Это проблему можно решить следующим образом: нужно поставить перед сотрудником задачи на определенный период и только после выполнения можно повышать зарплату. Так же премии и бонусы играют не мало важную роль, но они должны выдаваться в зависимости от результатов работы.

Кроме финансовой стороны, для сотрудников очень важен карьерный рост. Если даже работа будет интересной, высокооплачиваемой, но без дальнейшего продвижения, то удержать хорошего специалиста с большими планами на будущее практически нереально. Со временем  станет скучно, и работа покажется бессмысленной.

Еще один момент – для сотрудника важно ощущение того, что компания в нем нуждается, что он вносит большой вклад в развитие какого-либо дела. Поэтому, я считаю, руководителям не нужно быть жадными на благодарные и похвальные слова. Это только прибавит энтузиазма сотрудника к выполнения своих обязанностей. Грамоты и дипломы в этом случае также могут пригодиться! Разве кто-то может не обрадоваться грамоте от начальства:)

Вариантов мотивации масса, главное правильно их использовать.

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Что касается нашей компании, у нас практикуются: премии, бесплатное обучение, гибкий график работы, корпоративный отдых. А какой мотивационный пакет предлагает ваша компания?

Новая версия ePochta Newsgroup Extractor умеет извлекать русские адреса из русских групп.

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  • http://steelpear.com/ steelpear

    QUOTE «Еще 10 лет назад мотивации не уделяли такого внимания, как сейчас. Руководство не беспокоилось за стабильность коллектива и командный дух – большинство сотрудников держались за свое место, боялись каких-либо перемен, работали, не смотря на то, устраивала их работа или нет, так как работу было не так просто найти.» END QUOTE
    А откуда Вы знаете, что было 10 лет назад ? И отчего вдруг произошли такие разительные перемены ? 😉 Чего это вдруг раньше руководство не беспокоилось, а теперь засуетилось ? Какие материковые пласты в сознании руководства сдвинулись ? Повинуясь каким глобальным изменениям в психологии наёмного работника, руководство было вынуждено пойти на этот исторический шаг ? Интересно было бы раскрыть эту тему… А то я читал, что ещё в незапамятные времена, лучшему охотнику племени всегда доставалось больше мяса и самая здоровая женщина племени — для клонирования лучших охотников. Вот они — древние методы поощрения персонала ! 😆 Что же нарушилось потом в ходе мировой истории ? Почему руководству стало наплевать на собственный персонал, на стабильность коллектива и командный дух ?! Как предупредить повторение подобного безобразия в будущем ?! Вот о чём нам надо подумать и сплотиться…

  • http://complikbez.blogspot.com Идущий в гору

    А мне кажется нужно разделить то о какой стране мы говорим, ибо очень многое зависит от системы. В той же японии, например, громадное отличие в стимулировании персонала, где люди работают целыми покалениями на фирмах, от тех же стран бывшего соцлагеря. Разница в стимулировании очень огромная. Очень многое зависит от руководства, потому как нормальный руководитель будет стараться подбирать себе лучших работников, а если ему «до звезды», лишь бы до пенсии доработать — то и работники будут соответствующими. Если говорить о капиталистических странах — то там о мотивации персонала говорили всегда, они всегда подбирали себе лучшие кадры, из всех сфер. Как сейчас помню, когда мой земляк белорус В.Щерба взял на олимпийских играх 3 золотых медали и что дальше. Что могла ему предложить родная страна? Максимум это квартира. Спустя короткое время он уже работал тренером в США — там всегда ценились талантливые люди…….такие вот вещи…….

  • http://bizdesign.com.ua Денис Судилковский

    Мотивация персонала (современная для ехСССР форма) заключается в переходе от гигиенический потребностей (по пирамиде Маслоу) выше, к удовлетворению собственной реализации.
    Хорошо специалиста деньги уже не интересуют, и причина этого, уверенность в том, что ему всегда будут много блатить (ведь он же специалист (; ). Человеку нужно давать возможность для саморазвития. Не только курсы или дополнительные знания и умения, но и обязательно место для реализации этих навыков.
    з.ы. У нас на фирме все строится по принципу мафиозного клана, больше рассказать не могу — корпоративный секрет (;

  • http://focused.ru Фанат фотошопа

    Оля, у вас такое хорошее лицо и очаровательная улыбка, а ваш фотограф постоянно это все портит снимками лба и отсутствием фантазии. Давайте я вам пару фоток нормальных сделаю для домашнего альбома и чтобы людям показать было не стыдно.

  • http://www.livestalker.net/ Alexey

    У нас только премии 😐 и то не всегда.

  • http://igorboyko.blogspot.com/ Игорь Бойко

    Когда у компании дела идут не очень, то ни, стесняясь, говорят об полисе обязательного страхования.

  • http://kurapov.name Артём Курапов

    1. Мотивация своими фотографиями очень даже работает :smile:
    2. Сослался у себя в похожей статье
    http://kurapov.name/pholosophica/motivation/
    3. Вы не упомянули что очень большую роль играет комманда (или рабочая группа)

  • http://adengin.ru andruha

    Хорошая книга по теме — «Не мешайте мне работать». Автор — Стас Давыдов распространяет ее бесплатно. Получить можно пройдя по ссылке — http://motivateme.ru/book/

  • http://vovixldr.blogspot.com Vovix

    Только не надо упоминать заезженные стереотипы про Японию. Там уже давно начался сдвиг в сторону более динамичных моделей. Не всюду, конечно, но говорят японские (и корейские) корпорации имеют большие проблемы: представители молодого поколения в поисках большей свободы начали двигаться в США. По большому счету азиатский ультракорпоратив умер во время кризиса 1997 года. То, что на протяжении второй половины 20 века в этих странах сохранялась характерная модель карьеры — закономерное следствие многовекового социального консерватизма (это ж были вчерашние самураи), но новое поколение японцев уже не так однозначно выбирает традиционную модель. Еще одна причина — неповоротливость корпораций-«семей» в условиях «быстрого мира» (что и дало о себе знать в 1997), что помалу вытесняет их в «медленные» ниши. Так что с Японией не все так однозначно.

    Что касается сабжа, технические и коммуникационные возможности персонала возросли -> стали возможными альтернативные модели карьеры (от удаленки и до собственного стартапа) -> из «ресурса» специалист превратился в независимого субъекта, который оказывает услуги на определенных условиях — и за неудобства требует компенсацию. По дешевке такую «рабочую силу» не скупишь, она знает себе цену. То ли еще будет. Сама структура занятости меняется: компании избавляются от лишнего жира, специалисты автономизируются и все чаще работают «не по формату». Это, в конце концов, интереснее, да и прибыльнее. Работать в офисе с 9 до 18? Увольте. Загонять таких специалистов в рамки корпоративной культуры бесполезно и никому не выгодно. Чтобы заманить такого человека в офис, нужно очень хорошо постараться — или предложить большие деньги, которые он чаще всего не окупит, или какой-то уникальный опыт (которым он все равно в будущем воспользуется в своих интересах, иначе ему нет никакого смысла его получать). И, разумеется, устранить неудобства в виде блокировки аськи и других корпоративных идиотизмов.

  • http://iamwork.blogspot.com/ Александр

    Хорошо написала и про мотивацию и про ощущение что ты необходим, очень стимулирует и поднимает рабочее настроение

  • http://www.insight-it.ru Иван Блинков

    По-моему как ни крути к каждому сотруднику нужен индивидуальный подход, воспринимать всех программистов и дизайнеров как людей, для которых важна только интересность работы, не стоит — такие люди встречаются хоть и часто, но далеко не всегда.

  • http://www.tarusexpert.ru tarusexpert

    Варианты могут быть разнообразны. Важно, чтобы в управлении человеческими ресурсами компания делала ставку на индивидуальную мотивацию своих сотрудников. Нет я не говорю об индивидуальной дифференциации материальной составляющей компенсационного пакета. Хотя такое в определенной степени возможно. Существуют множество других факторов, влияющих на мотивацию конкретных работников, часть которых была упомянута и здесь. Задача каждого руководителя подразделения компании знать, хотя бы основные позиции в карте мотиваторов своих подчиненных. Транслируя эту информацию hr-менеджеру (который, кстати, также должен проводить эту работу, но только в рамках всей компании) руководители подразделений, тем самым, создают необходимую информационную базу для организации эффективного управленческого воздействия посредством создания оптимальной системы мотивации труда.

  • http://seomoney.org.ua Simple

    Оля, расскажешь потом о трафе с блога Темы?

  • http://www.epochta.ru/blog/ Оля Иванова

    Simple, мне будет тяжело судить о трафике исключительно от этой акции, так как ссылка на мой блог есть у Теммы в блогроле + я покупаю у него рекламу.

    ПС. Отдельное спасибо Vovix за конструктивный и интересный комментарий!

    Фанат фотошопа, спасибо за предложение, но буду учить своего фотографа 😀

  • http://www.kupit-krohe.ru Новорожденный

    Собрать слаженный коллектив немаловажный пунктик. Я на последней работе только из-за этого и держался

  • http://humres.org Вальдемарин

    Внешность действительно приятная и мотивирующая 😉

    «В настоящее время на рынке труда IT индустрии спрос значительно превышает предложение» — а вот с этим не совсем согласен.
    Тут проблема психологии. Один мой приятельно владеет несколькими языками программирования, но на работу устроиться не может, потому как не знает С++.
    Говорит, не берут и работает не по специальности.
    А другой пару недель почитал тот самый С++ и уже работает.
    Главное — уметь искать, и со стороны HR-менеджера, и со стороны соискателя.

    Бассейн, спортзал, мобильный телефон — это все, безусловно, хорошо, но главное для любого сотрудника — это зарплата. Есть хорошие деньги — сам сможет обеспечить себе и телефон, и бассейн. Правда, тут главное точно уловить, что такое «хорошая зарплата».

  • http://www.frantsiya.com Парижанка

    Оля, веточку нужно в фотошопе подкоротить, а то она у тебя изо рта растёт :)

  • юра

    я свой персонал (в размере одного человека) мотивирую тем, что даю ему веру, что дело это правое. Говорю Что делая свое дело, ты повышаешь мой уровень благосостояния, а значит рано или поздно оно тебе воздастся и будет тебе счастье.

  • http://fuf.com.ua/ rebbort

    У нас на фирме мы столкнулись с такой проблемой:
    например, студия сдает проект раньше, чем нужно в срок и при это берет еще один, получается появляются свободные деньги, которые можно пустить на премию, но
    персонал состоит всего из 10 человек и не понятно каким образом выдавать премии, всем поровну или каждому по затраченным усилиям. Если первый вариант, то многие обидятся, если второй вариант, то сложно отследить затраченные усилия каждого?

  • http://Lovemi.Ru http://Lovemi.Ru

    По поводу извлечения адресов и сбора баз:
    Существенно не хватает программного обеспечения, для сбора адресов с http://yandex.ru и http://rambler.ru/ http://www.google.ru/ по полу возрасту и т.д., ведь для сайтов топ 100 знакомства чат общение форум и т.д. это так важно)

  • Der Mann

    А часто ли у вас выплачивают премии ? А чему бесплатно учат ?

  • http://www.eraremonta.ru/ orionolya

    Мне кажется, что лучшая мотивация для любого человека — это деньги. В этом случае премии наверное лучший способ повысить интерес сотрудников к работе. Тогда человек будет дорожить своим рабочим местом и гордиться компнаией, в которой он работает. Ну и , конечно, нужно постоянно заботиться о положительном имидже компании. PR-менеджмент должен работать на высшем уровне.

  • http://adengin.ru andruha

    Деньги, как правило, не являются мотивирующим фактором, деньги могут сдерживать демотивацию, но не могут прямо мотивировать, исключением, наверное, являются только премии.

  • Маша

    Пишу курсовую на тему :Мотивация персонала и пути ее совершенствования. Подскажите, пожалуйста, где можно найти какую-нибудь информацию, статьи на эту тему! Может быть, есть специализированные журналы в интернете или газеты, форумы…

  • Ира

    А как быть с мотивациев во время нынешнего кризиса?
    Подскажите пожалуйста? 😥

  • http://bjyouth.com Sterlimastiv

    Привет. Возникла проблема — прикупил я электродрель на магазин ру
    А она сломалась у меня в тот же день — гарантии практически никакой не дали. Просто почта пришла с коробкой, а там все на китайском. Прописал в торговый центр данный, дали ответ, что обращайтесь в сервис центр, но у меня ни документов на руках нет, ничего. Как можно приструнить данный онлайн магазин? Есть ли какие-то компетентные органы, что писать. Куда писать, кому писать. Сделал ошибку, да, надо было в магазине нормальном купить, хотя нужной мне модели просто не было, да и подешевле в интернет-магазине. А вот и уже сижу у разбитого корыта. Подскажите, что делать.

  • Mult

    имея опыт в управлении, могу сказать, что мотивация только одна сторона дела,
    и мотивируя сотрудника мы взываем к его тщеславию (желанию продвинуться), к сожалению, у многих проблема с со старанием и тогда мотивацией для них может служить только жесткое отношение к их слабостям, это то же мотивация только
    другая ее сторона.
    в маленьких коллективах, начальнику бывает трудно проявить жесткость, к сотрудникам с которыми у него уже завязались теплые отношения, поэтому желательно на работе всегда держать дистанцию, и да, проявлять жесткость
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