No pay incentives.docVIP

 PAGE \* MERGEFORMAT 10 No ‘pay’ incentives Case: Miss Zhang is a software company’s sales director, ability, and passion for work and remarkable achievements. This year has been sent to her favorite Shanghai branch, was promoted to sales manager, salaries have also increased. However, the recent enthusiasm for her work has not, and even the idea of resignation. Why is promotion, pay rise but have to resign? After understanding that: It turns out the reasons for discontent caused by Miss Zhang from her superiors. Her boss Miss Chang arrived in Shanghai working quite worried that she was doing good work, always arranged for some very simple task, and Miss Chang to work, they often intervene. Miss Zhang, a strong ability to work, habits of independent thinking, problem solving, the frequent intervention of the supervisor, Miss Chang is not accustomed to, and gradually lead to dissatisfaction. This case should cause management concern, just pay, promotion may not be able to effectively motivate staff, but also should be based on the characteristics of subordinates and do other work. For example, Miss Zhang’s boss should spend some time to understand subordinates in understanding the basis of trust in subordinates, give her the stage let her into full play. Of course, to make a long-term to maintain strong morale of subordinates, by no means so simple. Should also take a number of other incentives for methods, such as: respect, love, praise, tolerance, subordinates and so on. Also, the provision of appropriate competitive environment, to the subordinates that the objective of the struggle to help subordinates work out the blueprint for its development, just right of criticism and so on. Speaking of motivation, a lot of people think of ‘salary’ and ‘bonus’, these are important, but as a manager must also master other incentives approach, especially those without ‘pay’ incentives, then better reflect the management of by leadership and corporate management level.