Lenin said that "the first productive force in the world is workers, that is, laborers", so it is the first consideration for entrepreneurs to fully stimulate the enthusiasm of employees in management. Without human behavior and activities, all management activities of the enterprise will stop, and the life of the enterprise will naturally end. The vitality of enterprises and management comes from people's active state. Based on the management case of Haidilao, this paper analyzes how to use incentive methods to manage employees in enterprise management.

Keywords: managers motivate employees

The necessity of motivating employees

With the rapid economic development and increasingly fierce competition today, managers of enterprises have to start thinking about how to compete. Increasing output, improving quality and reducing cost are the first problems that managers think of. How to produce maximum output with minimum cost is what every entrepreneur considers and pursues. How to increase output, improve quality and reduce cost? Where can we reduce the cost? What methods can we use to reduce the cost? Enterprise managers are lost in thought and don't want to take it for granted that cost reduction is only needed when producing products. The cost reduction of products is both explicit and implicit, such as reducing the cost of employees. The operation and production of enterprises can not be separated from the role of people. How to make your employees exert their maximum potential at the lowest cost, so as to bring more economic benefits to the enterprise? Managers have been paying attention, so how do business managers do it? Throughout the country and the world, there are many successful cases. I will take one of them as an example to see how he can maximize the interests of employees with the minimum cost. Through the incentive measures of Haidilao Company, let's look at the wisdom of managers.

Second, how does Haidilao use incentives to manage employees?

For employees, the manager's method is to motivate. The first incentive we think of is material incentives, which are directly rewarded with money or items that can be accurately measured with money, because we are familiar with material incentives and often see and experience them. When we were young, our parents would reward us with certain materials for our good behavior, thus encouraging us. When we were young, we loved to eat sugar, so our parents knew our needs and used it as a reward to affirm us. After school, various scholarships and prizes are also material incentives for us. The purpose is. In Haidilao, managers also take material rewards, such as overtime pay, post salary, grade salary, seniority salary, floating salary or dividends, and employees who contribute more output also get bonuses. We cannot underestimate this measure. This move not only embodies the distribution system of more work and more pay in China, but also effectively encourages employees with poor material foundation and ideas for further progress to give full play to their potential. Under this salary system, every progress and contribution of employees can be reliably measured. The higher the position, the higher the level, the longer the length of service and the more labor income, so employees are willing to pay in this enterprise.

Another basic requirement is housing, not to mention buying a house and renting a house. We can see that the managers of Haidilao can also see that Haidilao stipulates that both husband and wife work in the same area of the company, and if one of them works for more than half a year and rents a house outside, he can enjoy the monthly housing allowance of 120 yuan. Areas like Beijing and Shanghai can enjoy the share of 600 yuan. However, why do both husband and wife work in the same area of the company, and one of them has to work for more than half a year to receive subsidies? We can't forget that the manager's goal is to generate maximum income at the lowest cost. However, Haidilao will not ignore other employees. Haidilao employees live in a unified staff dormitory, which stipulates that all employees must rent two or three bedrooms in a regular community or apartment, not the basement. All rooms are equipped with air conditioning, TV and computer. Dormitories are managed and cleaned by specialized personnel, and employees' work clothes and quilts are also cleaned uniformly. If an employee is ill, the dormitory administrator will accompany him to see a doctor and take care of his diet and daily life. Satisfied and moved, I think this is what your ideal enterprise should look like. Since you think so, the employees of Haidilao are certainly not wrong. Which employee will leave such an enterprise, such an enterprise must be the most efficient.

After meeting the basic material needs, we will have new needs under the new environmental conditions. For example, if you are getting married and the company doesn't approve your vacation, will you be satisfied with such a company? Will you still work hard for it? Of course not. Haidilao also takes this into account, so Haidilao stipulates that as long as you work in Haidilao for more than three months, you can receive souvenirs or cash from your area within three months of your first marriage. Of course, different levels of employees pay different amounts. With this measure, is it an extra happiness for employees' wedding joy? Husband and wife employees who have worked in different places for one year and have not been fully used for holidays in the month of work can be used for husband and wife to visit relatives after accumulation. The company also provides three round-trip hard seat tickets for reimbursement every year. Of course, employees will be rewarded, and the recognition and responsibility of the company greatly improve the output efficiency, which is naturally a rising tide lifts all boats.

After the material satisfaction, Haidilao began to be warmed and valued in spirit, which is no stranger to us and has long been touched. The little red flower in kindergarten, the armband of the Young Pioneers in primary school, and the awards for going to school in the future are all spiritual encouragement to us. For example, employees' birthdays, it is not easy for departments to notice such subtle details. Imagine how surprised it would be for employees to receive such a gift on their birthdays. In Haidilao, front-line employees have free rights. For whatever reason, as long as employees think it is necessary, they can send some dishes to the guests for free, and even have the right to waive the cost of a meal. Haidilao's decentralization behavior makes employees feel full trust and have a sense of belonging to the enterprise.

After paying attention to employees' own needs, Haidilao turned its attention to employees' relatives. If employees who have worked in Haidilao for one year are rated as advanced individuals for three times or three times in a row, their parents can visit their relatives once, and the round-trip air ticket company will reimburse them all. Their children still have three days' escort leave, and their parents can enjoy a meal in the store. Store managers who live with children under the age of 3 can also enjoy the monthly subsidy of 300 yuan. Such a comprehensive idea,

In Haidilao, the care for employees is reflected in every link of the management system. Every kind of incentive is tailor-made for employees, and it is really considerate of employees, so that employees can feel concerned at any time. It is this warmth and concern, as well as the feeling of being concerned, that makes every employee in Haidilao happy to work.

Second, summary

Through the case of Haidilao, we can easily find the importance of motivation in enterprise management. Motivation is a very official language. Usually we can understand it as caring for employees and meeting their material needs. Of course, this satisfaction is different from what the National Government said. It is recognition of the efforts of employees. Through material incentives, meet the basic and lowest needs of employees, so that they can have a monetary value measure of their own efforts; For them, the spiritual motivation is to meet higher requirements after material satisfaction, and it is a deeper understanding of their own values, so that employees can get a sense of belonging and do things wholeheartedly. At the same time, motivated by the sense of belonging, employees have a greater sense of responsibility and feel that they are part of the enterprise, so their work will be excellent. If only material incentives are satisfied, then unhappy employees will not work wholeheartedly, so material and spiritual incentives are good and indispensable management magic weapons for enterprise managers.

The manager of Haidilao realized that employees are actually "customers" and "customers" of the company. To satisfy customers, we must first satisfy employees. Fuck the economic man hypothesis that employees are robots. As much value as you create for employees, employees will create much value for customers.