Customers seek to purchase goods that correspond fully to their individual demands, and companies that are capable of offering such goods attract and retain customers. A similar scheme is used by companies to win over their staff. They develop new and original methods of retaining and motivating employees. The methods vary, but they all share a common goal of attracting employees and making them as loyal to the company they work for as possible. A dedicated employee means loyal customers and substantial revenues.
The problem of motivating personnel is perpetual, and even the most effective innovations cannot solve it definitively. Every two to three years, companies have to update their bonus and compensation programs to ensure that they correspond to changes in the economy and increasing demands.
In order to motivate staff inside an organization, top-level managers require special, unique offers. But even mid-level managers and other specialists require an individual, tailor-made approach. Today, most employers seek to find an optimal solution that will enable them to meet both the interests and needs of the company (and clients) as well as the interests and requirements of employees of all levels.
As with any other program, the system of motivating personnel is devised as part of a company’s general strategy. The results of motivation will be evident at every workplace, which means that the principles of the system have to be understood by every employee. This is the first and most important condition for implementing any efficient motivation strategy.
The second condition is a competitive package of basic remuneration. If a company is unable to offer a competitive standard package — if conditions are below average market standards, the workload is beyond reasonable and the salary is lower than the minimum income level for survival — no substantial long-term effect can be expected from a staff motivation scheme, however creative.