how motivate your workers?

The most effective incentive systems work relates the material motivation of the personnel. In our country, where careers are often brings only "headache" because of the increasing number of responsibilities and duties, and social base undeveloped, that financial incentives is the lever that best effect on improving employee productivity.Types of material incentives for staff
Financial motivation of personnel is based on a system of incentives for workers through financial rewards. There are several types of these incentives that affect the productivity of labor:

    raising salaries,
    additional payments and bonuses
    vacation pay,
    payment temporary loss of working capacity,
    contributions to the pension and social funds,
    of benefits.
Some types of material incentives prescribed in law, such as sick pay or paid holidays. But much depends on the employer, who owns the business. This is especially true of the system of salaries and bonuses, as well as of benefits that can be actually are not registered anywhere, and issued in good faith for the CEO job well done.How to motivate staff
Not always the material motivation of the personnel brings the expected results. This is a rather complex tool effects which should be used cautiously and with great skill. For example, during normal development or sales staff relies prize. Thus, after a while they perceive it as an integral part of the salary and motivational effect is lost. In order to avoid this, it is impossible to plan and set strict limits bonuses.

 This material motivation should be achievable and not be based on what always promised but not paid. This undermines faith in the principles themselves bonuses, which can lead to very serious consequences. According to experts, it is better to give up bonuses than not fulfill their promises.
Another feature of the bonuses, premiums and of benefits is that they are encouraged to pay as much as possible. Even if the amount is not too large, but it employs the effect of moral encouragement. The big break between the major benefit is not so well performing motivational function. In addition, in part of payments strengthened incentive for laggards workers, most importantly, to ensure that all were equal and surcharges actually meet the volume of work done.Carrot and stick in action
For financial motivation includes not only payments, but also fines. However, many employers are attracted to them and are used more often than encouraging, although the two types of material exposure must be in par. The predominance of penalties on the promotion results in increased turnover, as people are constantly exposed to fines, will never be qualitatively carry out their duties and will be looking for another job. As a result of losses from low productivity far exceed the amount of all fines.
Psychologists advise to approach this problem from the other side. Just for exceeding output quotas or other achievements set promotion. If the result is not achieved, additional payment is not made.
Another feature of the collection - its openness. Only then it will affect the working collective. In setting the fine, to prove what kind of material damage was caused to businesses and to receive an explanation of the employee.