Remote employment
Posted: Sun Dec 22, 2024 6:34 am
hen a person does not participate in corporate life and contacts management and colleagues only to resolve urgent issues, work for him becomes nothing more than a duty. Involve remote employees in all processes, regularly contact them so that they see themselves as an integral part of the team.
Increase Profits by 200%: Download 5 Powerful Tools for Free
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you the 5 most valuable documents that we have developed for our clients.
Download for free and implement today:
How to find out the 5 key marketing metrics in your company?
Step-by-step calculation template with fields where you can insert your data
How to make a KPI for a sales manager based on his work results?
Current template for calculating KPI for sales manager
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
Cold Lead Processing Script Template
A checklist of ready-made questions for engaging cold clients
7 Profitable Marketing Strategies Examples
Will help increase customer flow by at least 30%
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153114
Stages of implementation of the personnel motivation system
The personnel motivation system is a set of all methods characteristic of a separate company. There are two levels of employee motivation:
global - covers the entire company, includes universal methods;
individual - associated with the motivation of philippinen vorwahl whatsapp each employee individually, based on his personal inclinations.
The formation of a motivation system at the global level should begin immediately after the launch of the business. This process consists of the following stages:
Designation of goals
First of all, it is necessary to convey to employees their functions and tasks, following the strategic plan. For this, job descriptions and other internal regulations are used.
Designation of goals
Source: shutterstock.com
Let's consider the situation with the introduction of a new product to the market. In this case, marketers are required to research the market and determine the promotion strategy, sales managers are required to convince customers to make a purchase, and consultants in sales offices are required to have a good understanding of the product and be able to provide explanations on any issue.
Development of an evaluation system
Specify the KPIs on the basis of which you will draw conclusions about the effectiveness of employees. How should they be rewarded for achieving or exceeding all indicators?
When promoting a product, minimum performance indicators are defined for each department involved in the process: number of units sold, increased awareness, or number of positive reviews from customers.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Testing
Large companies begin implementing a motivation system with trial tests: they study the impact of different techniques on a small group, and then compare its achievements with the overall results of the company's activities. At this stage, it is permissible to make corrections, conduct a re-check, and only then begin large-scale implementation. This allows you to evaluate the effectiveness of the personnel motivation system, identify possible shortcomings and shortcomings.
Suppose two motivation schemes were tested in turn:
Salary = 17,500 rubles
Bonus for KPI achievement = 1 salary
Upsell bonus = 1 salary
Overtime hour = hour of work x 2
(~218 rub./hour)
Salary = 23,750 rubles
Bonus for KPI achievement = 0.75 of salary
Bonus for additional sales = 0.75 of salary
Overtime hour ~ 300 rubles
The final choice was made in favor of the second scheme: the average salary of employees, taking into account all additional payments, increased by 25%, and work efficiency increased by 5% in the first month.
Implementation of a motivation system
This stage involves the transition of the entire company to a new motivation system, based on the specifics of each department. It is necessary to inform employees about the upcoming changes and their impact on the income level. Otherwise, drastic changes may be perceived negatively, despite the success of the motivation system as such.
The support service of a large bank previously used the following motivation scheme: taking into account the rank of junior, senior or leading specialist, the salary was from 18 to 25 thousand rubles. A bonus of 20 to 100% was also established for employees providing high-quality service and exceeding the sales norm.
Implementation of a motivation system
Source: shutterstock.com
During the review of the motivation system, the company saw a significant increase in salary, while the share of bonuses was reduced to 50%. At the same time, bonus payments became more diverse, which led to a corresponding increase in total income. Having become familiar with the new accrual procedure, employees immediately became convinced of the associated benefits and began to show greater diligence in their work. However, a simple announcement from management about cutting bonuses, on the contrary, would have caused dissatisfaction among them.
Analysis of results
The motivation system should be analyzed monthly and quarterly. This will make it easier to detect problems in the system and begin to correct them immediately.
Motivation at the individual level is determined by the personal preferences of individual employees. Even if money is the main incentive for a person, it cannot be said that he will immediately agree to a higher-paid position.
Additional incentives for him may include an extended package of voluntary health insurance, travel compensation or a comfortable workplace. Then the employee will not be interested in offers with slightly higher pay, but without a guarantee of support.
Recommended articles on this topic:
Increase Profits by 200%: Download 5 Powerful Tools for Free
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you the 5 most valuable documents that we have developed for our clients.
Download for free and implement today:
How to find out the 5 key marketing metrics in your company?
Step-by-step calculation template with fields where you can insert your data
How to make a KPI for a sales manager based on his work results?
Current template for calculating KPI for sales manager
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
Cold Lead Processing Script Template
A checklist of ready-made questions for engaging cold clients
7 Profitable Marketing Strategies Examples
Will help increase customer flow by at least 30%
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153114
Stages of implementation of the personnel motivation system
The personnel motivation system is a set of all methods characteristic of a separate company. There are two levels of employee motivation:
global - covers the entire company, includes universal methods;
individual - associated with the motivation of philippinen vorwahl whatsapp each employee individually, based on his personal inclinations.
The formation of a motivation system at the global level should begin immediately after the launch of the business. This process consists of the following stages:
Designation of goals
First of all, it is necessary to convey to employees their functions and tasks, following the strategic plan. For this, job descriptions and other internal regulations are used.
Designation of goals
Source: shutterstock.com
Let's consider the situation with the introduction of a new product to the market. In this case, marketers are required to research the market and determine the promotion strategy, sales managers are required to convince customers to make a purchase, and consultants in sales offices are required to have a good understanding of the product and be able to provide explanations on any issue.
Development of an evaluation system
Specify the KPIs on the basis of which you will draw conclusions about the effectiveness of employees. How should they be rewarded for achieving or exceeding all indicators?
When promoting a product, minimum performance indicators are defined for each department involved in the process: number of units sold, increased awareness, or number of positive reviews from customers.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Testing
Large companies begin implementing a motivation system with trial tests: they study the impact of different techniques on a small group, and then compare its achievements with the overall results of the company's activities. At this stage, it is permissible to make corrections, conduct a re-check, and only then begin large-scale implementation. This allows you to evaluate the effectiveness of the personnel motivation system, identify possible shortcomings and shortcomings.
Suppose two motivation schemes were tested in turn:
Salary = 17,500 rubles
Bonus for KPI achievement = 1 salary
Upsell bonus = 1 salary
Overtime hour = hour of work x 2
(~218 rub./hour)
Salary = 23,750 rubles
Bonus for KPI achievement = 0.75 of salary
Bonus for additional sales = 0.75 of salary
Overtime hour ~ 300 rubles
The final choice was made in favor of the second scheme: the average salary of employees, taking into account all additional payments, increased by 25%, and work efficiency increased by 5% in the first month.
Implementation of a motivation system
This stage involves the transition of the entire company to a new motivation system, based on the specifics of each department. It is necessary to inform employees about the upcoming changes and their impact on the income level. Otherwise, drastic changes may be perceived negatively, despite the success of the motivation system as such.
The support service of a large bank previously used the following motivation scheme: taking into account the rank of junior, senior or leading specialist, the salary was from 18 to 25 thousand rubles. A bonus of 20 to 100% was also established for employees providing high-quality service and exceeding the sales norm.
Implementation of a motivation system
Source: shutterstock.com
During the review of the motivation system, the company saw a significant increase in salary, while the share of bonuses was reduced to 50%. At the same time, bonus payments became more diverse, which led to a corresponding increase in total income. Having become familiar with the new accrual procedure, employees immediately became convinced of the associated benefits and began to show greater diligence in their work. However, a simple announcement from management about cutting bonuses, on the contrary, would have caused dissatisfaction among them.
Analysis of results
The motivation system should be analyzed monthly and quarterly. This will make it easier to detect problems in the system and begin to correct them immediately.
Motivation at the individual level is determined by the personal preferences of individual employees. Even if money is the main incentive for a person, it cannot be said that he will immediately agree to a higher-paid position.
Additional incentives for him may include an extended package of voluntary health insurance, travel compensation or a comfortable workplace. Then the employee will not be interested in offers with slightly higher pay, but without a guarantee of support.
Recommended articles on this topic: