It is generally believed that providing employees with higher salary and better treatment can make employees happy and achieve the incentive effect. In fact, money is indeed the main factor to motivate employees, and a solid compensation plan is indeed crucial to attract and retain outstanding talents, but in practice, money is not always the only solution, and in many ways it is not the best solution. The reason is simple: the incentive effect of money is short-lived, and the extra cash will soon be spent by employees and soon forgotten. The incentive that the company hopes is long-term. In fact, some non-cash methods that can effectively motivate employees have been ignored by enterprise management. Here are 15 ways to motivate employees without raising salary.

1. approval. When an employee finishes a job, what he needs most is the affirmation of his boss. The approval of the boss is the greatest affirmation of his work performance. In practice, recognition is the most easily overlooked incentive method by managers. Most managers do not give enough recognition to employees' achievements because they do not get enough recognition from their superiors. Therefore, it is not a natural thing to do this, and it is necessary to rebuild the management culture of the enterprise. The approval of managers and supervisors is a secret weapon, but the timeliness of approval is the most critical. If it is used too much, its value will decrease, and if it is used only in some special occasions and rare achievements, its value will increase. The above has talked about ordinary recognition and its positive impact on employees. However, if the recognition comes from a higher-level supervisor or manager, the incentive effect on employees will rise by several levels. The methods used can be such as sending an email to the employee, or the manager making a personal phone call to congratulate the employee on his/her achievements or shaking hands with him in public to express his/her appreciation.

2. praise. This is a form of recognizing employees. Most managers of domestic enterprises are stingy to praise how their employees have done, and some managers blame this on the lack of necessary skills. In fact, praising employees is not complicated, and there is no need to consider the time and place at all. You can praise employees at any time. If you can give a word of praise at a meeting or social gathering hosted by the company, at a luncheon or in the office, at the end of the shift or before or during the shift, you can achieve unexpected incentive effects. Face-to-face praise will achieve better results, and the key lies in timeliness. When there is a reason to praise a person, don't put it off for any reason! Remember, quick response equals effectiveness, and praising employees will have a very strange effect when their achievements are still novel in their minds. The most effective way is to get up and go out and tell all the employees in the company what a good performance it is or praise them for their sales ... Don't let time slip by, but seize any opportunity that the praise delivered immediately can have a positive impact.

3. Career. Employees want to know what their potential is and what opportunities they will have for growth. Among the important factors that motivate employees, employees' career problems are often forgotten. In fact, designing a career for employees within an organization can play a very obvious incentive effect. Such as whether to attach importance to from internal promotion? Although the special environment will require enterprises to look for talented people from outside, if internal employees are always the first to be thought of when there is a job vacancy inside, it will send a positive message to every employee: there is indeed a longer-term career development in the company.

4. Job title. Whether employees feel valued in the company is the key factor of work attitude and employee morale. Organizations should be creative when using various job titles. Consider asking employees to make suggestions and let them accept these titles and integrate into them. Basically speaking, this is to achieve a sense of honor, honor produces a positive attitude, and a positive attitude is the key to success.

5. Good working environment. In the eyes of employers, the importance of "working conditions" is only the ninth (or second only to the last) among the factors that motivate employees. Is this really the case? Actually, it is not! In the eyes of employees, the working environment ranks second, and employees are very concerned about where they work. This is an important factor affecting employee satisfaction. Does the office look good in terms of facade decoration? Are there any paintings, plants and brightly colored paints on the wall? These are usually factors that can make people feel that the environment is good. Is there enough space in the employee's workplace? Will it be like working in a canned sardine? How about the working equipment? Is the table the right size and the chair comfortable to sit on? Do employees have all kinds of office equipment needed to maximize their achievements? Is the temperature adjustment appropriate?

6. Give one-on-one guidance. Guidance means the development of employees, while supervisors only spend time. But the message that this time spent sends to employees is that you care about them very much! Moreover, for employees, it doesn't matter how many work skills the superiors can teach him, but how much you care about him. At any time, the emphasis is on positive feedback, especially on guidance in front of the public. We should recognize and encourage employees in public places, which will play a natural incentive role for others who can see and hear what is happening nearby.

7. Leadership role. Rewarding employees for their performance in leadership roles can not only effectively motivate employees, but also help identify future candidates. Let employees chair short meetings; Give full play to the strength and skills of employees by organizing training meetings, and let one of them lead the training; It is a good way for an employee to be appointed as the leader of the training meeting after attending an outside seminar or investigation, so that he can briefly explain the contents and key points related to the seminar to other employees. It is also possible to consider letting employees lead a project team to improve internal procedures.

8. Team spirit. There is a very effective way to strengthen the team spirit of employees. Let employees exchange some ideas on the topic of "team" from time to time, such as submitting a team-related sentiment and hanging every sentiment submitted by employees in a conspicuous position in the office, thus creating a team-oriented atmosphere. In addition, you can also take a group photo of all the staff, enlarge the photo and hang it in a conspicuous position. This will make employees feel proud, and most people like to see themselves as part of a team. In addition, in the work, try to set the goal oriented by team driving force. People's struggle for a common goal will certainly enhance team spirit, because they must rely on others and be ready for others to rely on them.

9. Training. Is it possible for employees to train too much? This situation can't exist. In practice, many managers think that "my employees have been trained" or "my employees are very good ... they just need a little training." This concept is actually wrong. For employees, training will never end. Providing training for employees is the best way to motivate themselves. This kind of training is not necessarily provided by the outside, but can be taught by managers or exchanged training for internal employees. Participating in external training is an employee's favorite reward. Using external training as a competition reward for one or two people in the team can play a very obvious incentive effect. But we must establish a structural plan for the participants of external training, and let them make a brief introduction to other employees at the seminar when they return. In this way, everyone can gain knowledge and experience at a very small cost.

11, team meeting. Irregular office gatherings can enhance cohesion, and in turn help to enhance team spirit, which will eventually have an impact on the working environment and create a positive working atmosphere. For example, the party on the eve of Mid-Autumn Festival, the picnic before New Year's Day, the mountain climbing on the Double Ninth Festival, the outing before March 8th, the birthday dinner for employees, etc., all of which can successfully bring employees together for a happy time. These wonderful memories will make employees feel the warmth of the team.

11, special dress day. This method is more used in shopping malls, supermarkets and other fields that have to wear work clothes to work every day. For these employees who require to wear work clothes every day, it is a common luxury to wear informal clothes to work one day. Using holidays or festivals to create informal clothing days with color as the theme is enough to cheer these employees up. This can increase the effect of informal day: determine the informal day before the holiday for each employee and let him enjoy the first few days of the holiday. A few days before a sports meeting or a big festival is an excellent opportunity to determine an informal day, so that employees can wear appropriate colors, buttons and iconic clothes. The employee's birthday can also be used as a special dress day. Natural and elegant special dress day will produce many effects or incentives based on surprise and pride.

12, vacation. Carry out a competition for vacation time. In order to get a break of 15 minutes or half an hour, employees will work as hard as cash rewards. In many cases, when employees are faced with the choice of cash and vacation rewards, they will choose vacation. If a performance goal is achieved by the team or all employees, the most suitable reward is vacation.

13. Additional responsibilities. There must be some employees in the organization who want to take on some extra responsibilities. As a manager, you should be able to identify those people and match the responsibilities with their abilities and wishes if possible. This is the biggest incentive for those employees who want to take on extra responsibilities.

14. Theme contest. The theme competition within the organization can not only promote the improvement of employees' performance, but more importantly, this method helps to maintain a positive environment and has a very obvious effect on reducing the turnover rate of employees. Generally speaking, holidays, anniversaries, sports meetings and culture can be the themes of some competitions. Sports undoubtedly provide the greatest opportunities for different competitions, and culture can also be used to create some theme competitions.

15. Key management. If possible, a seminar on key management skills can be held within the organization, which will not affect working hours. Generally speaking, the focus of the seminar is the issues that all people in the organization are concerned about, and any time is the best time to hold such a seminar. This kind of seminar allows employees to learn a lot from it, which will make him feel that staying in the organization is meaningful and can be grown. The above 15 methods can be comprehensively used in different situations. It should be remembered that the frequency of each method must be considered, and it is not advisable to use the same method too much to motivate employees.