Olga Besha

When we are in each team roles and was appointed principal in order to encourage those who have worked long and well – the effect was awesome. They began to compete among themselves for more lucrative and less complex objects, always find out the relationship. As a result, had to return to the previous scheme, "- said Sergey Kapustian, manager of one of Kiev Internet service providers. In order not to encounter this problem, it is important to clearly describe the conditions under which a "rise", and delineate the scope of responsibilities and authority of each employee. With regard to criteria for "better", it can be quantified assessment (profit margin), quality (the results of evaluation, customer feedback), employee performance, formal data (length of service in the company), etc.

In addition to establishing clear rules, the use of different criteria for the nomination allows employees to properly sort out that first of all appreciate the company, motivating staff to improve achievement and personal effectiveness. Big secret for a small company need to introduce additional intermediate positions primarily occurs in small local companies, which are limited opportunities career development ", – says Olga Besha. Similar view is shared by Paul Litwin. "The bigger the company, the more difficult to apply it, this method of motivation. It is particularly difficult to introduce changes in the structure of companies members of international groups, when such changes are necessary to coordinate with headquarters or a requirement to have an identical organizational structure in all business units. On the other hand, the company is less mobile than closer top management involved in the management and operational decisions, the easier and more efficient can be a method ", – said the source," wa ".

However, despite this, not all managers of small companies perceive a fictitious career as an effective way to increase loyalty and motivation. "Democracy and the flexibility of small companies, too, attracts people a certain type. Those who like their versatility, almost family relationship in the team, the ability to tap on the shoulder, head, need to feel indispensable, "- says Oksana . With regard to large companies that, according to Paul Litvin, the introduction of new positions in the organizational structure associated with certain difficulties, because the need to make changes to the document, to transfer the zone responsibility between professionals. However, if such a complication thought out and allows the best way to motivate staff, such efforts are fully justified.

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