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Any company ' s success depends directly on its staff and its skills and desire to work effectively, realizing its creative and professional potential for the company. How can we do that? What forms of motivation?

As is well known, motivation is a set of measures that encourage people to work, guide and support them in achieving certain goals. Traditionally, motivation is divided into material and intangible. The latter is becoming increasingly popular among managers due to active action to reduce staff costs and increase efficiency and cost-effectiveness. If the remuneration is intended to " compensate " workers for their work (base pay for the daily good performance of duties and bonuses for the targeted efforts that have led to positive results), intangible motivation is necessary to demonstrate to a person his social and professional recognition in the company.

It will be recalled that intangibles are all forms of remuneration whose value for a staff member is not determined or exhausted by monetary equivalent.

Before considering the methodology for intangible motivation in a company, we will identify several aspects that will enable the staff specialist to better position intangible remuneration among other elements of incentive, determine its relevance to the organization and staff:

1. Intangible motivation is a good addition to material but does not replace it entirely. The company should provide workers with a suitable (market average) monetary income to maintain a certain standard of living and comfortable working conditions. A person with outstanding credit or other monetary obligations (e.g. family maintenance) is unlikely to appreciate a reduction in wages in return for additional neonatal benefits.
2. Intangible motivation still implies some, albeit minimal, costs for the company. The working hours of staff and line managers should also be taken into account in order to establish and implement intangible incentives.