A word of praise, sometimes, is more useful than adding 100 yuan!

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bg8.png A word of praise can sometimes be more useful than adding 100 yuan! Currently, managers have misconceptions about employees’ needs; they believe that simply increasing salaries will make employees work harder. The flowcharts that were created through late nights of hard work are asked to be revised over and over again by managers. Some managers are somewhat fair and give an extra 100 or 200 points in the end-of-month evaluation. Some simply assume it’s your duty. Little do you know, you’re busy with work during the day and drawing after work, with no time at all for rest. Give 200 to send off that beggar girl? This isn’t hard enough! According to Maslow’s hierarchy of needs, human needs consist of several levels, including physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. And once lower-level needs are satisfied, people pursue higher-level needs. Since each employee has different needs, the measures that are effective in motivating them also vary. For example: some employees prefer high salaries, while others prefer flexible working hours; still others place more importance on recognition and spiritual motivation. Therefore, managers should provide differentiated incentives to employees based on their individual needs. In fact, a salary increase is merely a motivational factor and cannot truly boost employees’ enthusiasm for work. Given too much, I can’t afford it; given too little, they still complain! Buying your efforts for 100 yuan is really not as good as receiving a sincere compliment or acknowledgment from me. Therefore, those whom Guan Guan has helped have never asked for any red envelopes; she truly hopes to assist people in the chemical industry. Giving you 100 bucks is not as good as having you remember my kindness. What do you think?