Signs that the incentive system needs to be replaced
Posted: Tue Jan 21, 2025 8:59 am
Signs of the need to replace the incentive system in a company are:
Scaling the company by changing its structure, creating new divisions, workshops, departments.
Changing job responsibilities and revising employee KPIs.
Employees constantly fail to meet KPIs and they burn out professionally.
High staff turnover in individual positions or in entire departments.
There has been a change in market conditions and directions.
An example is the work of components of a job seekers database call centers in the early 2000s. At that time, all employees of these services used the same phrases and style of conversation. Their voices resembled robots and greatly irritated customers.
Then Rocketbank appeared on the horizon, and its employees began to communicate with clients informally and in a friendly manner, which inspired trust. Gradually, competitors saw that people began to switch to this bank, and positive reviews about this organization on social networks were becoming more and more numerous. Then they rebuilt their incentive system in such a way that contact service employees received additional bonuses for friendliness and openness.
Many companies use a special scale, according to which interaction with the client is assessed by color. Red means an official tone without emotions, grassy shows that the consultant speaks to the interlocutor simply and friendly, clearly explains all unclear points. The more green marks an employee has, the more bonuses he receives.
How can we understand that the issue is precisely in employee incentives and not in something else? To do this, we should analyze the labor indicators for the last few months. If at first the employee completed the assigned tasks, and then the volumes began to decline, then this is a reason to talk and find out the reason. Perhaps he is burned out and does not enjoy the work, or simply does not realize the value of the product. In this case, you need to change the incentive system, offer him a new job that will interest him, try to talk to a psychologist, etc.
Poor discipline in a team is also a sign of lack of motivation. If an employee is periodically late or leaves early, does not complete assigned tasks by a certain deadline, does not pay attention to criticism from management, then it is necessary to have a conversation with him and find out the reasons for such behavior. Perhaps the person does not see prospects for himself in this company and it is time for him to change his field of activity.
Summarizing all of the above, we can conclude that staff incentives are a fairly complex and dynamic process that requires constant monitoring and management involvement. There is no universal motivation algorithm, everything depends on the company's area of activity and the economic situation in the country. The most important thing is not to let the situation slide, you need to try to create better conditions for employees, apply such types of staff incentives that they will want to work with full dedication.
Scaling the company by changing its structure, creating new divisions, workshops, departments.
Changing job responsibilities and revising employee KPIs.
Employees constantly fail to meet KPIs and they burn out professionally.
High staff turnover in individual positions or in entire departments.
There has been a change in market conditions and directions.
An example is the work of components of a job seekers database call centers in the early 2000s. At that time, all employees of these services used the same phrases and style of conversation. Their voices resembled robots and greatly irritated customers.
Then Rocketbank appeared on the horizon, and its employees began to communicate with clients informally and in a friendly manner, which inspired trust. Gradually, competitors saw that people began to switch to this bank, and positive reviews about this organization on social networks were becoming more and more numerous. Then they rebuilt their incentive system in such a way that contact service employees received additional bonuses for friendliness and openness.
Many companies use a special scale, according to which interaction with the client is assessed by color. Red means an official tone without emotions, grassy shows that the consultant speaks to the interlocutor simply and friendly, clearly explains all unclear points. The more green marks an employee has, the more bonuses he receives.
How can we understand that the issue is precisely in employee incentives and not in something else? To do this, we should analyze the labor indicators for the last few months. If at first the employee completed the assigned tasks, and then the volumes began to decline, then this is a reason to talk and find out the reason. Perhaps he is burned out and does not enjoy the work, or simply does not realize the value of the product. In this case, you need to change the incentive system, offer him a new job that will interest him, try to talk to a psychologist, etc.
Poor discipline in a team is also a sign of lack of motivation. If an employee is periodically late or leaves early, does not complete assigned tasks by a certain deadline, does not pay attention to criticism from management, then it is necessary to have a conversation with him and find out the reasons for such behavior. Perhaps the person does not see prospects for himself in this company and it is time for him to change his field of activity.
Summarizing all of the above, we can conclude that staff incentives are a fairly complex and dynamic process that requires constant monitoring and management involvement. There is no universal motivation algorithm, everything depends on the company's area of activity and the economic situation in the country. The most important thing is not to let the situation slide, you need to try to create better conditions for employees, apply such types of staff incentives that they will want to work with full dedication.