Technique of formation of non-material motivation

The current economic crisis has lifted interest of employers to non-material мативации. Really, firm economic structures don't allow today to many companies to the rate on material interest to a question of subtraction of valuable employees. The condition of the market of work has developed in advantage of employers and has offended by reduction in the employed serving incomes with enthusiasm, look through HR-sites and send the resume in personnel agencies.
The requirement of use of means of non-material prompting didn't raise the doubts and in the best during business times. The question was only in how to organize regular procedure of formation of non-material stimulus, allowing to use an arsenal of HR-technologies to the full. Practice of building (design) and use of such procedure in the trading company also - a subject of this article (product).

Representatives of the senior generation working during the Soviet period in the big state structures, well remember tiresome procedure of filling of personal creative plans. And after all people who have thought over this punishment of the Soviet civil servants, pursued a noble purpose. Importance personal целеполагания now not only it is actively discussed in methodical aspect, but also is a subject of numerous and popular training. The new method - is well forgotten the old. Organized informally, procedure of preparation of separate plans concerning development, can become the powerful tool of formation of non-material stimulus of employees of the company.

It is impossible to tell that in the social relation a psychological climate in the company about which there is a speech in this article, the caused alarm. Dangerous conflicts in collective weren't, loyalty of leading experts of doubt didn't cause, the system of material excitation was clear and sufficient. However, during the described period, the company management has begun the deep transformations directed on increase of a regularity and predictability of business. It is not necessary to forget that serious changes always - pressure for collective, the head of the company, therefore take measures for expectation of possible negative reactions.

The decision and introduction of procedure of formation of separate plans concerning development of leading experts of the company was one of the planned measures. The developed way consisted of following stages:

   1. The analysis of activity of the employee during last period.
   2. Formation of the purposes in the closest half of year.
   3. Discussion of a head (chapter) with serving results of last period and the made purposes.
   4. Definition of the personal purposes of the employee, factors, the problems in sight moving to work.
   5. Formation of plans of realization of the personal purposes.
   6. Control of achievement of the purposes placed before serving and execution of promises, given by the company.
   7. Plan correction, formation of the plan concerning a following period.


The first stage of procedure has been executed by a direct head of the employee. During the activity analysis it was important to establish both achievements of the employee, and its refusal. Both it and another served as an initial material for following stages.

Generally speaking, the problem of formation of the personal purposes should dare in other contour of management of the company. In well constructed control system personal indicators of employees and their planned values are defined and coordinated with the full purposes. However, during realization of the described procedure, on the basis of the analysis of activity during last period the additional problems, certain indicators and separate plans on them can be defined. For example, in our case to the head of one of sales departments there was a problem in view of increase in accuracy of the forecast of realization as it was known that this department in a condition to cope with this problem under condition of proper attention to it. To some managers on the sales assuming negligence in registration and planning contacts to clients, a problem of improvement of quality of support of block CRM, and to the storekeeper - the problem of increase in discipline of its employees has been placed.

After the separate purposes have been made, they have been discussed with the serving. The actions necessary for achievement of the established purposes, instructions of time and the required additional means, have been defined. During this moment it is time to establish in each employee high lights for the sake of the answer on which there has been begun procedure. What is required from administration of the company which objects, have been in sight reached? Than management how should support adjacent divisions, colleagues can help? What has prevented to solve all problems in sight in the past? And further, transition to the more general questions is logical. What sees the person the future in the company? What is the personal purposes, plans, interests (percent)? To receive sincere answers to such questions not simply. For achievement of success the interviewer should possess professional skills of dialogue, art провоцирования opening and influential power. In our company heads posessed such arsenal in various degree, but answers, however, have been received the interesting.

The majority of wishes concerned area of improvement of technologies of work, perfection of support, increase in discipline of additional manufacturers. It is interesting that the most expected answer about requirement of direct increase in employees of the salary of departments of support has given non-significant number of interviewees, basically низкоквалифицированные. Here again in prospects of growth of the income in company development, were is interesting all. Answering this question of the personnel, the company management was included into later annual procedure of revision of salaries by results of the certificate and has changed system of excitation of employees of the commercial block, having defined the formula of growth of their income in the course of growth of scales of business of the company.

There not also the desire of career growth was unexpected. Certainly, any company not in a condition to satisfy all career aspirations of employees. But if such aspirations in the person, and the company doesn't find possibility for the career growth, probably to be guaranteed that such employee will search for possibilities in other place with all consequences after for the company. For all "careerists" was possible to consider corresponding prompting connected with prospects of growth of scales of business, opening of new directions in our case, and also possibilities of rotation of the personnel.

Some служащиесообщили about a wish of increase in the status, as acknowledgement of the experience, the reached results or loyalty to the company according to colleagues. As reaction to status requirements in the company as the top-manager such posts have been based on sales and the senior owner of shop. Questions "about the status" weren't such way only, are solved, but also and the formal image establishes duties successful serving to pass on experience to beginners.

The percent declared by employees on improvement of professional ability, have considered at formation of the program of training. Some служашие have shown interest for training in area which directly haven't been connected from them деятельностбю, and expected from the company of material support or change of the schedule of work. In certain cases management has solved these questions positively as has counted such expenses as as reasonable payment for attachment of valuable employees.

Certainly, not all serving companies have been interrogated and the personal purposes and confidential desires have shared with interviewers. But the spectrum of the shown requirements seemed extremely wide: from replacement out-of-focus the monitor before creation of industrial base to check up company manufactures, from precondition distribution to smoke before inclusion of new commodity groups in assortment. The overwhelming majority of wishes of employees was accepted and is included in separate plans concerning development together with the purposes defined by administration. Management has incurred duties to fulfill certain requirements and to allocate means from the company budget.

The planned actions of employees and administration, also as motionless indicators, have been placed in management. On achievement of terms of control each head discussed the reached results and the further plans which have been brought in separate plans with direct subordinates.

Time has proved efficiency of the undertaken measures. The transformations begun by company management, have been successfully spent lost-free the personnel. As the proof of success of transformations that the fact can serve it during a short time interval the company, has been expiated in owners by the European distributor largest in area who has organized the Russian branch on the basis of the company. Level of management and a transparency of business of the company, and also a condition (condition) in the social relation of a psychological climate in collective became the main arguments in favor of such decision for the buyer.