The implemented personnel motivation

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When , each employee must be considered separately, taking into account his experience, length of service, position, etc. Logicality . Conduct consistent work with employees, i.e. when the situation is liable to a fine, then if it is the first one, you can limit yourself to a conversation to begin with. If this is the first bonus for a new employee, then its size should correspond to his/her length of service. Incentive methods should be correlated.

With the work characteristics of workers. Significance . Rewards, as well as penalties, must be felt by the employee. That is, similar to the previous principle, when assigning material incentives office 365 database punishments, one cannot fail to take into account the experience, value, length of service, and position of employees. Relevance . It is important to apply incentive methods in a timely manner so that employees' successes are not lost in the bustle of work, and mistakes are not left without work on mistakes.

Compliance with this principle is facilitated by the introduction of a system for evaluating each task completed by an employee or, for example, the practice of weekly wages. Integrity . A motivational system will not be effective if only one type of incentive, such as punishment, is constantly applied. It must necessarily be an optimal complex consisting of material and non-material instruments of encouragement and punishment. Evaluation of current employee motivation.