parking spaces or eliminate this bonus entirely.
Conducting surveys may be unnecessary if the team is relatively small (30-50 people) and everyone works in the same office space. This tool is more often used in companies with more than 100 people on staff. This is necessary to systematize data and optimize expenses on non-material incentives for personnel.
In the case where the team is small (around 30 people), but performs tasks all over the world, sending individual emails or holding conference calls may be an inconvenient solution. In this context, it is wiser to organize a short interview that will allow you to systematize the expectations, interests and requests of specialists.
Analysis of the features and results of work
Clearly defined tasks and norway email list clear criteria for assessing performance help in matters of motivating subordinates. This is reflected in the objectivity of calculating the variable part of wages, bonuses and premiums.
If a new sales specialist is tasked with achieving a sales plan by 150%, he will most likely look for a new job. Achieving such a result seems unrealistic, so it is wiser to move to a company with more achievable and understandable indicators.
Objectively, the tasks to be solved can be set by department heads who have an understanding of the specifics of the work, know the production standards in a specific area and understand which KPIs can be accurately calculated. The table contains some examples from different industries.
Field of activity Tasks by which the achieved results can be measured
Bartender Average daily bill – 8000 ₽
Sales Management Specialist During the month, tables and chairs were sold for five institutions. Brought revenue of 4 million rubles
Database Analyst Prepared a detailed quarterly sales report for the marketing department
Head of Human Resources
Conducted training for sales and accounting department managers on setting tasks for subordinates.
Effectively allocated the budget for providing bonuses to employees
The more creative a specialist’s area of activity, the more ambitious long-term tasks are set for him.
For an editor, a monthly plan might include clear tasks to write six short pieces, nine news stories, and three long, detailed articles.
The product management specialist will have the goal of bringing a new product to market within a year.
All employee performance evaluation criteria must be linked to overall business goals and enterprise strategy.
Formation of a personnel portrait
Analyze the team, paying attention to general characteristics: age, marital status, health, hobbies and availability of personal cars.
The head of the sales department expresses a desire to purchase a voluntary health insurance program for the division. Purchasing VHI in this case is not profitable for the enterprise.
At the same time, personal meetings with subordinates allowed the manager to find out that some employees are keen on basketball. In this regard, such a method of motivating personnel as renting a gym by the company for sports activities in their free time is possible.
Conducting surveys and analyzing employee characteristics allows you to get a rough idea of which motivation methods will be appropriate for a specific group of employees.