Numerology 

Encouragement of employees: how to create a competent system of motivation. Provide a comfortable office environment. Material forms of staff incentives

Managers are always interested in retaining the most valuable personnel, so we offer to your attention without money and additional costs for the company's budget. If there are no additional funds for a salary increase, there is no position where a valuable employee could be promoted, how to encourage an employee?

First of all, you need to understand that it is important for newcomers, unlike old-timers, to feel recognition of them, as specialists, of the value of their contribution to the work of the company. This category of employees includes not only newcomers to the company, but also those who have recently been transferred to a new position. In this case, it is also important to encourage the employee at least with words of support.

In this case, they will help 7 ways to reward an employee:

1. Praise the employee in front of the whole team at meetings, hang his photo on the Hall of Fame.

If the company has one. Thanks to this method, you can effectively encourage an employee without spending extra money. He will have the feeling that he is appreciated not only by the management, but also by the people next to whom he works: colleagues and subordinates. True, the latter will be justified if the employee really deserves such praise. So if you want reward an employee publicly, voice his specific merits.

If the company has its own corporate publication (printed or online), the merits of employees can be noted there. It is important that this praise comes in the name and signature of the CEO. Not just a photo, but a short list of merits for which the employee was awarded such an honor should be posted on the Board of Honor.

AT Maslow's pyramid the need for recognition is on the fourth stage, that is, it is one of the primary human needs after physiological, security and social acceptance.

2. Individual gratitude.

It is very important to try to periodically encourage the employee on an individual basis, face to face. This can be done in person or via email. Do not worry that employees are arrogant. If they really deserve this recognition, such words will only benefit them.

There is an opinion that the effectiveness of such encouragement will depend on which informal group the employee belongs to. Any team consists of:

Cultural and entertainment group (work - the opportunity to receive funds for entertainment);
alcoholic-sexual (work is a place to look for drinking companions or objects for courtship);
educational and careerist (work is a way of developing and mastering new skills and knowledge).

Accordingly, only in the latter case can employees be effectively encouraged in a personal conversation. Others don't need it, they won't appreciate it.

3. Shared tea parties with the leader.

Such an event allows you to communicate with employees in an informal setting. This indulges the self-esteem of employees, helps to strengthen the team spirit, and the management receives first-hand information about the mood of the team. In addition, in such a relaxed atmosphere, rewarding an employee is more effective, since he perceives the encouragement as a sincere gesture. Tea parties or lunches can be replaced by a joint trip to a casino, a yacht, a hot air balloon, mountains, etc. It is important that not only his immediate supervisor communicates with employees, but also management is one step higher.

4. Invite a specialist to important meetings.

The goal is to give the employee the opportunity to represent the team instead of the boss, so that he feels that he is in a special account, that he is trusted. He can come to the first such meeting with his boss in order to get used to it a little and not be embarrassed. In the future, such an employee can be sent as a company representative to large interdepartmental or other external events: award ceremonies, conferences, and so on.

At the same time, it is important to put on a special account not only those who fulfill the plan. This situation leads to internal competition. And it is important to encourage those who demonstrate a sincere desire for a good job, compliance with the values ​​of the company, which is expressed in the specific actions of the employee.

5. Corporate insignia.

It doesn't matter what it will be, a certificate of honor or a branded gold badge with a diamond, this is a great way to reward an employee. He will be able to display the insignia wherever he sees fit, thereby emphasizing his status. It is important to follow the rule here - the higher the position of the employee, the more expensive the insignia should be.

6. Put in charge of the project team.

This way to reward an employee suitable for ambitious workers seeking to build a career. Even while formally remaining in their previous positions, they gain leadership experience, climbing a step higher. The manager himself has the opportunity to evaluate the leadership skills of such an employee.

7. Give additional benefits, expand the social package.

Such benefits can be the opportunity to work on a flexible schedule, the opportunity to get a preferential loan, free use of the company's products, etc. Some companies use such a way to encourage an employee, such as providing housing, training, and much more. We must understand that it is impossible to replace. Here you need to find a balance. If you praise an employee, he expects financial incentives in the future and vice versa. Don't disappoint your employees.

Confession Expression Errors

1. Wrong form of encouragement. Choosing the appropriate form, start from the vital interests of the employee, the characteristics of his character. Therefore, first you should check with his immediate supervisor all these details.

2. Giving awards too often or giving them to too many employees. Then the value of such an award drops to zero, turning it into a routine event. Awards must be given according to strict criteria. In other cases, it is better to limit yourself to individual rewards.

3. Poor organization of promotion events. This applies not only to the format of events, but also to their time, place, because of which employees miss the celebration.

4. The merits for which the employee is rewarded are not promoted and are not told to other employees. This can be done through the same corporate publications or direct supervisors.

These 7 ways to reward an employee, should help you in working with the team.

It's no secret that labor discipline contains two incarnations: a stick and a carrot - methods of punishment and encouragement. Rewarding an employee is an important part personnel policy companies. We will tell you how you can thank your employee for a decent job and whether you need to draw up any documents for this.

How to reward an employee

The availability of benefits, bonuses, incentives depends only on how well the employer is doing. But even if you can barely make ends meet, try to reward your employees for their work. Even if not in terms of money: even public praise can be a nice bonus to the salary.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work. Usually an employee is encouraged publicly: on general meeting, planning meeting or during a corporate party. Thank an employee for Good work it can be both material, with the help of a bonus or a box of chocolates, and intangible, expressing gratitude for the work or telling the rest of the team about a person’s contribution to the development of the company. But moral forms of encouragement are practically not used, since they are considered ineffective.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work.

Reward types:

  1. Gratitude.
  2. Certificate of honor.
  3. "Diploma of the best specialist."
  4. Prize.
  5. Gift or present.

According to Art. 191 of the Labor Code of the Russian Federation, the collective labor agreement also defines other types of incentives for employees. Some employees may also receive a state award.

Features of employee incentives

However, there are some nuances regarding the mechanism for encouraging staff.

First you need to create an order to encourage an employee in the form T-11, where the type of gratitude must be indicated. In order for the order to have legal force, you need to enter the details of the company and employee. Also, the position of the employee, the length of his work in the company, the assessment of production activities, as well as the motive, basis and type of encouragement are entered in the order.

The order must be signed by the director and chief accountant. Based on this document, the accountant draws up a statement that indicates the size monetary reward. The employee must be familiarized with the order, he must also sign it. Encouragement of an employee must be entered into his personal file and work book.

The order must be signed by the director and chief accountant.

Proper use of the carrot and stick method, and in our case, just the carrot, will allow you to significantly increase the performance of your staff. Those entrepreneurs who take into account the contribution of each employee to the common cause become successful.

Rewarding employees for what is possible - wording the grounds for bonuses may be different depending on what the bonus is for and how rich the imagination of the leadership is. Consider how the procedure for fixing the wording in the bonus order is regulated and which of them is better to use in certain cases.

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

The norm of the law that determines what a bonus is is part 1 of article 129 of the Labor Code of the Russian Federation. According to its provisions, a bonus is a payment of an incentive or incentive nature. The name of such a payment may change, but its purpose remains the same.

It is important to remember that the Labor Code of the Russian Federation does not oblige the administration of the organization to pay bonuses to its employees. Grounds for bonuses to employees, the procedure and terms of its conduct, Article 135 of the Labor Code of the Russian Federation refers to the competence of a particular organization, which has the right to determine all this with its own internal documents. Despite this gap in labor law, the bonus system operates almost everywhere, since the interest of each employee in the results of work is the best guarantee of the overall success of the organization.

In practice, several bonus systems are used. The most common in Russia is general bonuses, when incentive payments are paid to almost all employees in the absence of shortcomings in their work, the amount of the bonus can be either fixed or dependent on the size of the salary.

A more flexible option is based on a careful assessment of the contribution of each employee to the overall result. With this approach, not all employees can receive a bonus, but only the most successful ones who have brought maximum benefit to the organization. The size of the bonus in this case may even significantly exceed the amount of the salary of the encouraged employee.

The main advantage of the individual bonus system is the encouragement of the specific qualities of the employee, the result that the organization expects from its employees. It is in this that the stimulating nature of such payments is most manifested, since other employees will strive to perform their duties better, having a real example in front of them.

Conditions for awarding an award, examples of wording

Bonus conditions are determined on the basis of the employee incentive scheme that has developed at the enterprise. When applying a general bonus, the main condition is the fulfillment of certain (often averaged) indicators, the completion of work on time, etc. If the work plan is successfully completed, the bonus is assigned by a general order based on the results of the month, quarter or other period. At the same time, a list of employees who have committed any violations that deprive them of bonuses is determined.

The wording of orders for bonuses in such cases is rather monotonous:

  • “for the successful completion of the task (plan, assigned duties)”;
  • "behind high quality work done";
  • “for achieving high results in work”, etc.

When using an individually oriented bonus system, the payment of a bonus may not be determined by a time period, but paid for specific successes. Accordingly, the order to award one or a group of employees will contain the exact wording of the achievement:

  • "for the successful representation of the interests of the company in negotiations with the client and the conclusion of a particularly advantageous contract";
  • "for the performance of a particularly difficult urgent task";
  • “for the use of a non-standard (creative) approach to solving the issue”, etc.

What can be given an additional bonus?

For an enterprise working for the future, it is important not only to timely fulfill the planned targets, but also to encourage employees to grow professionally, improve the company's image, and attract more partners, strengthening their positions in relation to competitors. Such goals can be achieved in various ways, including by taking into account the individual achievements of employees, to stimulate which the bonus system is aimed.

Successful participation of employees in various exhibitions, competitions, development programs is a huge plus for the company's image. It is quite logical to hold various competitions with subsequent financial incentives within a single enterprise. With a reasonable approach economic effect from improving the skills of employees, improving the quality of work, coherence of the team will be an order of magnitude more than the funds spent on bonuses.

Forms for employee bonuses in this case, millet can describe the achievements of employees, for example:

  • "for participation in the competition of professional skills";
  • “for representing the company at an international competition”;
  • "for winning the mini-volleyball competition among employees of stationery stores."

Another way to improve the microclimate in the team and increase responsibility for the result of each employee is the payment of individual bonuses dedicated to significant dates in the life of an employee (birth of a child, marriage, anniversary, etc.).

A significant aspect of the company's activity is the desire to retain qualified and experienced employees. Rewarding for loyalty to the company, many years of successful work in it, encouraging labor dynasties, creating conditions for their emergence - all this is of great importance.

The content of the award order

Download order form

When drawing up an order on bonuses, it is recommended to use the unified form T-11 (for bonuses for a group of employees - T-11a), approved by the Decree of the State Statistics Committee of the Russian Federation “On Approval ...” No. 1 of 01/05/2004.

In addition to the standard details of the organization, when filling out this form, the following data is entered:

  • initials and position of the promoted employee;
  • wording;
  • indication of the type of award ( sum of money, gift, etc.);
  • basis for awarding the premium (presentation or memo from the head of the structural unit).

When specifying the wording, you can use either one of the structures indicated in our article, or come up with your own version. It is worth remembering that the Labor Code of the Russian Federation does not impose any special requirements for such wording, leaving this issue to the discretion of the head of the organization.

As you can see, the wording can be different and depend only on the grounds for bonuses and the opinion of the management. The law does not impose requirements on wording - the main thing is that it is clear from the text what the premium is paid for.

Many companies use punishment systems to combat poor quality work. However, the low effectiveness of such measures has already been proven by experts: according to psychologists, a person's memory is more inclined to fix positive memories than negative ones. The situation is completely different with such practices as encouraging employees: here the desired effect is achieved for 89 people out of 100. Look more closely at the performance of your employees. Maybe you should just ask a lazy lazy person to leave your company, and encourage the most responsible specialists more often.

What role does rewarding employees play in a beauty salon?

Encouragement is a method of motivation, based on the moral and psychological impact, is expressed in rewarding a person who conscientiously performs his work.

Often, employee incentives are used when it is necessary to consolidate the desired behavior or attitude to any activity. The motivational effect is achieved due to the minimum time gap between the employee's action and his reward. Moreover, the main role in the promotion is played by psycho-emotional encouragement, and not by the value of bonuses. Determination of the right moment of encouragement, the effect of surprise or a specially created environment can enhance the emotional response of the encouraged, and therefore increase the effectiveness of this measure.

The manager will achieve greater results when rewarding an employee if he knows exactly what he needs for today this person or whatever he likes. The very process of awarding the reward should be filled with respect and appreciation for the honored specialist.

Employee incentives motivates not only each person individually. This type of incentive helps to form a conscientious attitude to work among the entire team, and also establishes the correct production discipline in it.

Rules and principles of the employee incentive system

Award effectiveness rules

  • it is worth rewarding employees of the company for the fact of each manifestation of active activity with a positive result;
  • there is no need to include incentives in the salary, the surprise and unpredictability of the award has a much greater effect;
  • apply various forms of rewards in practice. All of them should have some value, elevating the status of a job well done;
  • the faster the reward for work, the greater its productivity. Agree, if an employee knows that the promotion awaits him only in five years, then this is unlikely to push him to accomplish labor feats;
  • publicity of the award. There is no need to encourage a specialist in a tête-à-tête setting. Some people value not material goods much more, but their own image among colleagues and respect for their person;
  • the opportunity to be awarded should be available to employees of any level of professionalism, both novice workers and experienced craftsmen.

Specialists should be stimulated on intermediate achievements, and not only upon completion of a large project. Positive motivation after short periods of time is always relevant if there is a prospect of achieving significant success. To introduce an intermediate reward system, one general task must be divided into stages of work, the implementation of each of which can be rewarded accordingly.

It is important to make employees feel confident, so it will be easier for any of them to assert themselves. Having achieved success once, a person will want to experience it again.

Particularly valuable bonuses are the least effective. Their receipt can form negative emotions in a team, for example, envy, suspicion, slander and gossip. Conversely, small and frequent signs of attention have positive feedback and are perceived more adequately by the rewarded. The size and frequency of rewards isn't everything. Another point is also important - you should not give gifts to the same employee without obvious reasons, at another moment you can skip the rewarding of an activist in order to maintain a strong and cohesive team.

Basic principles of bonuses

  1. Legality. By themselves, incentive measures for employees do not contradict the current legislation. The qualitative and quantitative characteristics of the awards, as well as the timing of their payment, should be reflected in the company's documents.
  2. Publicity. The essence of this principle is that the team must be informed about the incentive system. The results of the discussions held should also be announced.
  3. Justice. The amount of the bonus is calculated based on the correspondence between the employee's labor contribution and its return to the company.
  4. Ratio. This principle says that it is important to balance the balance between material and moral incentives. The higher the level of remuneration, the more responsible the employee must approach the task.

It is important for the organizers of the incentive system to understand that this measure of interaction with the team is not being implemented in order to raise their own status of leaders in front of the whole state, but is aimed at increasing productivity by maximum motivation both individual employees and all employees as a whole.

A clear example of the fact that the receipt of any encouragement (monetary or moral) is real and affordable for one employee, gives impetus to increase the activity of others.

A reward that provides material or emotional satisfaction contributes to the formation of such a feeling in specialists, such as commitment to work in this company and in this team.

Commitment can be called not only devotion or loyalty to this company, but also a complete psychological unification of the conscious "I" of the employee with the interests of the enterprise. The true commitment of specialists to work comes when the interests of the employer are perceived as their personal interests.

Any success, growth of the company is perceived by adherents as their own achievements. At each new task, the diligent employee goes all out, full of enthusiasm, trying to make the greatest possible contribution to the company.

Building a commitment to work is not a one-day affair. The use of excessive, frequent rewards for this purpose is not suitable, as it helps to reduce motivation for labor activity. In that important issue only those managers who make the right calculation with the amount of incentives, its timeliness and the compliance of remuneration with the interests of the firm win.

When should employee incentives be applied?

Incentives are appropriate if:

  • the specialist showed personal initiative, creatively approached the implementation of a common task, or was especially responsible;
  • the employee has demonstrated his professionalism or high qualification in solving a complex task;
  • the employee proposed an extraordinary approach to achieving a common goal, the essence of which is to grow the company and increase its profitability;
  • the master won a professional competition;
  • high results have been achieved in vocational training or other activities aimed at improving skills;
  • the activity of the specialist has become the reason for saving the financial resources of the employing organization;
  • performance by an employee of functional duties is carried out in conditions of exemplary maintenance of the workplace, special equipment and other material resources included in his area of ​​responsibility;
  • the professional has been active in the training/education of young professionals;
  • the employee was proactive in finding new clients/partners;
  • the employee attracted top specialists to work in this organization;
  • the employee constantly demonstrates how it is possible to flawlessly fulfill the instructions for customer service developed by the company's management;
  • the employee follows a healthy lifestyle. Keep in mind that the absence of bad habits, such as smoking, increases the time an employee spends at his workplace. For refusing bad habit during the work shift, extra days for the next vacation are perfect as an incentive. It is also possible to reward the absence of a sick leave, but such incentives may contribute to the fact that some people will suffer diseases “on their feet”, and an ailing specialist is unlikely to bring benefits to the company.

Types of employee incentives

All types of staff incentives can be divided into two types:

  • regular - periodic bonuses to the entire staff of employees, gratitude to the employee for the implementation of plans, etc .;
  • one-time - a reward given to the entire team in honor of a significant date for the company, a gift to any employee for achievements in a professional competition, etc.

Information about the permanent types of incentives for personnel and the conditions for their receipt should be indicated in labor relations contracts and in the internal regulations of the company.

A one-time incentive is documented by a submission for remuneration or a memorandum, information about the award is entered in the employee's work book (Article 66 of the Labor Code of the Russian Federation).

incentive measures, applicable to employees may be different. Rewards are divided into material, legal and moral. Which method is more effective depends on the circumstances.

Measures financial incentives often represent a cash bonus or a valuable gift. If you pay attention to the actual needs of the employee, the effect of the prize will be significant. The gift is best matched with direct activity person. For example, the most active manager of the month can be rewarded with a comfortable chair.

Methods legal incentives- these are basically mitigations to the requirements work schedule. Thus, an employee who has distinguished himself is granted the right to an additional day for the next vacation or a reduction in the length of the working day on a certain day of the week, etc.

To moral incentives include the presentation of diplomas, thank you letters, establishing information about the activist on the honor roll, etc.

Possible ways to motivate employees with rewards differ from each other in companies of different directions.

Material methods to encourage employees

Material forms of staff incentives can be in the form of:

  • bonuses;
  • valuable gift;
  • additional benefits to the employee's social package;
  • bonuses under the accumulative reward system.

So, let's take a closer look at what types of material rewards really motivate employees, and are not perceived as a mere formality.

Prize- the most common way to reward employees for labor achievements. Its impact on productivity and labor indicators is more often positive.

Bonus is the receipt of additional money in addition to wages. To receive these payments, the employee must move to a higher level of performance than the average in this company.

A manager may consider the introduction of a bonus system as an additional measure to retain highly qualified employees.

The award is made according to the following principles:

  1. the award is assigned to a single specialist as an incentive for personal participation in the company's achievements;
  2. getting a bonus and wages need to be separated from each other (by time, documentation);
  3. sum of money additional payment must be economically justified;
  4. the award is assigned for the performance of specific actions or the solution of certain tasks.

Cumulative bonus represents the accrual of points for labor success, which, upon reaching a certain total value, gives the employee the right to material remuneration. When accumulating required amount points a person can get household electrical appliance, furniture, travel package, etc. At the same time, you can receive the goods for an incomplete amount of points, because. the rest of them should be the beginning for a new motivation. Such material incentives for employees increase the degree of their loyalty to their place of work.

Material aid. This is one of the main and frequently used methods of rewarding employees. The essence of this type of motivation is that for labor merits, the employee has the right to receive gratuitous financial assistance from a beauty salon in difficult life situations. The leader will receive the highest appreciation of the staff and the boundless gratitude of the subordinate if he offers financial support before the needy turns to him. The decision to issue material assistance is determined solely by the individual executive body company, and its size is indicated in the organization's business plan as "contingencies".

Employee birthdays. The management of the organization has the right to make it a rule to pay remuneration to specialists on their birthday. Encouragement to significant date could be as follows:

  • monetary reward. The amount to be paid must be announced in advance and have the same amount for all employees of the beauty salon, even for unqualified personnel. The price corridor of this promotion is often used from 500 to 1000 rubles;
  • a gift from the team. Money is collected from all staff. Responsibilities for fundraising are best entrusted to the administrator of the salon. The amount that workers contribute should be the same for everyone;
  • personal gift from the manager. Guessing with a surprise is quite difficult. The only thing that the leader needs to observe is that the value of the gift and the expression of respect must be the same for all subordinates. The purchase of a presentation is carried out from own funds chief.

Employee insurance. An effective measure to encourage employees, which does not carry large financial investments. The most common type of insurance is against an accident. The amount of compensation for damage is often $ 2000-3000, such an amount of insurance will cost the company quite inexpensively.

Seniority system. This form employee incentives are widely practiced in the Land of the Rising Sun, however, in Russia it has received its recognition. This system of motivation implies periodic remuneration of employees who have accumulated a certain length of service in the organization. There are incentives such as:

  • rise in wages by 3-5%;
  • increase in vacation pay (outperforms legally established limits);
  • provision of additional days for the next vacation;
  • acquisition of social benefits (partial payment by a beauty salon kindergarten, insurance of family members, etc.);
  • right to receive interest-free loan from a beauty salon;
  • the opportunity to take part in professional competitions or undergo training in a specialty at the expense of the company;
  • other types of incentives.

Preferential loans for employees. First developed by American company executives, it is an effective method of material incentives for staff. The system not only motivates, but also "keeps" a specialist in the enterprise even in moments of disagreement and conflict. At the same time, it is beneficial for the subordinate to receive credit funds for the longest possible period.

Intangible incentives

It would seem that additional funds in excess of the established wages are able to meet the needs of the staff. However, additional material motivation is interesting only for low- or medium-paid specialists, for example, junior medical workers or administrators. public organizations. When a person is dominated by the only task - to feed himself and his children - there can simply be no talk of high and abstract achievements. This category of employees is satisfied with their earnings, relevant to the professional level and supplemented by periodic bonuses. With all due respect for such performers, the manager does not need to develop additional measures non-material incentive.

The situation is different with specialists who receive more decent wages. A high level of personal responsibility, a certain degree of professionalism and other individual qualities form increased self-esteem in such employees. Remuneration is perceived by them as a proper reward for first-class qualifications and personal skills, and not as a special benefit. If an option arises for another job with a better salary and, accordingly, with great professional prospects, the employee will change it without hesitation.

Non-material incentives for employees are beneficial in that they represent a certain value and attractiveness for a specialist, motivating them to work effectively, as well as forming recognition of their person.

Reasons for the use of non-monetary forms of incentives

  1. Complementing a fair system of remuneration. It happens when, in the eyes of employees, the objectivity of the rewards provided is in question. In such a situation, the manager first needs to make appropriate adjustments, and only then notify the team about new tasks, motivating them to solve them with non-material rewards.
  2. Ensuring public recognition of significant results in work. One of the main characteristics of non-monetary forms of remuneration is the recognition of a person by society. You can be proud of such distinctions by showing them to relatives and friends, they are material and they are more tangible for other people than financial bonuses. Such gratitude is told when there is no desire to discuss the monetary reward received.
  3. Efficiency for most categories of employees. They have a special effect in non-sales departments of the company (sales department, service department or technical support department). Their introduction can be combined with other forms of employee incentives, except for piecework wages.

Non-material forms of staff incentives

  • gratitude - has an official character, is issued by order of the management of the beauty salon and is publicly announced for certain labor successes;
  • praise - can be presented informally in the form of personal or public encouragement when an employee reaches a certain task or passes a stage in a common cause;
  • endorsement - informal positive feedback about the affairs of the employee in the course of his labor activity;
  • support - private encouragement in the course of an employee's activities in moments of doubt about his choice of task, goal, action or methods of behavior;
  • the removal from the employee of a penalty previously imposed on him may also have the character of a reward.

Encouragement of employees should always be assigned on merit, be proportionate to the tasks performed and be mandatory. Violation of bonus promises by the management of the company leads to demotivation of employees and significantly reduces the authority of the boss.

For incentives to be effective, the entrepreneur must comply with the following conditions

  • to announce to the staff the conditions for receiving moral incentives;
  • introduce various forms of non-monetary motivation, which contributes to the formation of a creative approach to work among employees;
  • alternate or combine non-material rewards with forms of monetary incentives, improve their complementarity, taking into account the features and conditions for the implementation of new tasks;
  • promote wide publicity in the team of each perfect moral stimulation;
  • present official awards in a solemn atmosphere;
  • provide moral encouragement to employees in a timely manner, immediately after their professional achievements;
  • assign bonuses strictly for the activity in which the specialist works;
  • analyze the effectiveness of the incentive measures taken;
  • conduct moral encouragement of employees regularly, while observing the proper procedure for issuing work books.

Opinion practitioner

Elena Bratushka, CEO"Maximus" company (beauty salon "Antik"), St. Petersburg

The following survey was conducted in our beauty salon. 15 people filled out questionnaires with answers to questions about what keeps them in this job, in addition to wages. Our staff answered anonymously the following questions:

1. What is important to you? (You must select 1 answer).

  1. Payment for a voluntary policy health insurance.
  2. Compensation for payment when buying tour packages.
  3. Compensation for payment when buying tour packages for children.
  4. Reimbursement of payment for the purchase of tools/materials.
  5. Compensation for payment when buying tour packages abroad for the purpose of visiting professional exhibitions.

2. What activities would you choose to improve your own professionalism or raise the level of the salon, if they were paid for by the company? (You need to provide 1 answer.)

  1. Participated in professional competitions at thematic exhibitions.
  2. Passage of training programs on a professional profile in foreign educational institutions.
  3. Passage of training programs on a professional profile in Russian educational institutions.
  4. Foreign trips to professional exhibitions.
  5. Other (specify what is important to you).

Before forming a system of how best to implement non-material incentives for employees, I had a conversation with the team, during which the results of an anonymous survey were discussed. To satisfy their own interests, many have chosen to pay for VHI. Four employees would be interested in receiving part of the payment for travel vouchers for themselves or their children, and two employees would be interested in receiving compensation for purchasing tickets to foreign exhibitions. One employee chose to take out voluntary medical insurance for her child.

The results of the answers to the second question were as follows. Ten masters of the beauty salon chose to participate in professional competitions at foreign exhibitions at the expense of the company. Four chose vocational training in foreign schools, one chose Russian education.

10 rules for non-material incentives for employees for working in a beauty salon

Do you think the phrase “money does not buy happiness” is archaic and has completely lost its meaning today? You are mistaken: it is very relevant today, especially when it is necessary to charge the team with new creative enthusiasm, and against the backdrop of a crisis, it is difficult for an enterprise to please employees with money. How can the management of a beauty salon cheer up subordinates without special financial investments?

A kind attitude, support and attention, for which you will not spend a penny, in certain cases, a person needs more in his work than a monetary bonus.

1. Thank you. This is the easiest one to start with. Sometimes it is difficult for the boss to find a serious reason for gratitude. Try saying "thank you" for something small. In any case, words of gratitude will not go unnoticed.

2. Pay attention. When an employee hears words of gratitude from his boss, it's good. When, through the attention of the manager, he feels personally involved in the achievements of the beauty salon, he is doubly pleased. Take a break from everyday business concerns and gather the leading specialists of the institution for a conversation. In a casual conversation, you can fully reveal everyone’s opinion about the best methods to attract new customers and keep old ones, what new beauty industry innovations should be introduced into the price list of your beauty salon, whether it is worth changing pricing policy etc. Give the opportunity to the interlocutors to feel participation in the common cause and the weight of the point of view of each. you will notice how the morale of leading specialists will rise if they are involved in drawing up the company's plans for the future.

3. think about family life employees. Often, the shift of an ordinary master of a beauty salon lasts 12 hours, and on the eve of holidays, the workload is even greater. At the same time, each normal person wants to pay attention to his family, children and home. The head, like no one else, is able to help his employees in this, for example, save time on buying food. It is not at all difficult to arrange this by organizing small purchasing cooperatives. Assign a responsible person (for example, an administrator) to collect orders, what and who needs to buy today. Next, involve third parties to purchase on the market or in a small wholesale supermarket. By the end of the working day, employees will be waiting for packages with products bought a little cheaper, and an hour or two of saved time on a day off. Money for purchases is collected after the event or deducted from the future salary. Employees will also appreciate the care of the head in matters of buying school stationery / textbooks, tickets to the cinema and in resolving other family chores.

4. Invest in the future. The incentive system for employees in terms of providing them with the opportunity to grow as a qualified professional not only increases labor productivity, but also helps to keep the master in this beauty salon. Check out current trainings or refresher courses that might be needed for specialists. Partially or fully fund the training of those who wish.

This promotion has a downside. If, nevertheless, the intention to change the place of work of any of the trained employees is serious, the laws do not provide for a refund to the employer for the training provided.

5. Surprise! If the beauty salon team is small, encouraging even one of the employees will be very effective. There are cases when the heads of beauty centers and specialized trading companies agree among themselves: a gift certificate for services in a beauty salon is exchanged for an item of identical value. The subject of such an exchange can be tea, coffee, caviar and other products that will be a pleasant and unexpected gift to your employee. It should be said that by acquiring surprises in this way, the entrepreneur saves a significant part of the funds. One third of the cost of the certificate goes to pay for the work of the master, a small part goes to related consumables, the rest is savings. Plus, goods are often exchanged at wholesale prices, which is also beneficial.

6. Give the opportunity to take the initiative. The heads of beauty salons often do not particularly welcome the initiative of their subordinates. For the benefit of all, the entrepreneurial spirit of employees can be directed to various professional competitions. It is also not superfluous to listen to the opinion of the masters in the field of long-term planning of a beauty salon (they can offer ideas for advertising and customer service). Consider entrusting a pilot pilot project to a group of employees. Both the bosses and the staff of the beauty salon will be interested in the success of the event.

7. Reward individual achievement immediately. Material incentives for employees for labor achievements are the more effective, the faster they are received by activists. There is such a useful practice: the heads of beauty salons allocate 1-2% of the wage fund for awards to the best of the masters. Bonuses can be made on the employee's special effort day. Agree, a small amount will not particularly affect the financial reserve of a beauty salon, but the receipt of money by an employee for “pocket expenses” perfectly motivates both him and other members of the team.

8. Involve employees in decision making. The use of the trivial suggestion box is still as useful to companies as it was many years ago. Do not forget to thank the enthusiasts, even if the ideas of some of them are not particularly inspiring.

9. Use a team approach when rewarding. Praiseful compliments are pleasant both from the leader and from the representatives of the team. One day manager American company Eved (field of activity - organization of festive events) Talia Mashiach introduced the following reward system: each achievement of employees was recorded with an asterisk in the team grid, according to the results of the quarter, one of 27 employees with the largest number stars received an invitation to go to a restaurant with management.

AT modern Russia dining with superiors is a dubious joy, but the meaning of the reward system is clear. The reward can always be replaced, for example, by the participation of an employee along with his other half in an exciting quest.

10. Make it fun, not expensive. Some beauty salons have a tradition of celebrating corporate holidays, including New Year's Eve, March 8, or employees' birthdays. The workload on the eve of the holidays does not allow this, but the next day after the celebration, you can arrange a joint day off.

Typical mistakes of managers using employee incentive methods

  1. Lack of respect when communicating with subordinates (increased tone in conversation, abuse, public condemnation, hiding from employees important information etc.).
  2. Lack of partnership (exhibiting professional mistrust, depriving them of the opportunity to accept independent decisions in the beauty salon industry).
  3. Hopelessness (lack of career growth).
  4. Inadequate system of punishments for missteps (when an employee who makes a minor mistake is fined a significant amount of money).
  5. Availability unfair treatment bosses to subordinates (bias, use of a dubious system of rewards / punishments, lack of explanations or warnings of the measures taken).
  6. Unbalanced system of rewards/punishments (lack of balance in the application of non-material and material rewards/penalties).