The criteria could be clearly differentiated, but the main ones were: the degree of formality and the material incentives.

Of course, all people are different, so one employee fits, the other's not. The response to the motivational instruments provided varied. Someone is more interested in the material content, and someone is attracted to formal incentives: literacy, promotion, recognition of colleagues.

To be effective, staff management should choose several tools. Most people respond positively to additional incentives when they are not expected. For example, in the absence of a late staff member receives additional money at the end of the month. In 2-3 months, each staff member will take the allowance as standard. Under such a system, the entire team will be taking this allowance in three months.

Intangible incentives are more difficult. If one person is regularly praised, the collective will be negative. By assigning one staff member, don't forget the contribution of the entire team.

There's no need to abuse corporate holidays. This inducement system Corporations, gifts work inefficient, staff member stops thinking about work, and expects the next holiday and gifts. The secret of effective motivation is a moderate approach to this issue.