Work plan to motivate employees

There is no reward for encouraging hard work in the world. Making a plan to reward employees can praise the advanced, motivate the backward, mobilize the competitive atmosphere at work, and make employees more active. Here are some work plans to encourage employees. 1

1. Purpose

In order to fully mobilize the enthusiasm and creativity of employees, carry forward the spirit of dedication, and constantly encourage employees to make progress and innovation, improve service quality and management level, the Hotel General Office has specially formulated the following reward items to commend employees who have made outstanding achievements in all aspects.

II. Scope of application

It is applicable to all employees who have served for more than one month; However, some bonus payment methods can also be applied to part-time employees.

III. Award items

1. Outstanding employee award:

Award scope: hotel foreman and employees below the foreman

a. Once a month;

B, the number of places is selected according to 5% of the total number of departments, and there are ***11 hotels;

C, the logistics department can conduct joint appraisal;

D, democratic and open selection; Out of Man Qin, work full; No accidents, no complaints;

e. Reward method: notification of commendation and bonus payment;

F, organized by general manager office, recommended by the team, reviewed by the department and submitted to general manager office for approval.

2. Excellent Manager Award:

Award scope: managers at or above the hotel director level

A, selected once a month;

B, 1 places;

C, at the first management meeting every month, select the advanced managers of last month;

D, reward method: notification of commendation and bonus payment;

e. general manager office organization.

3. Excellent service case award (including grievance award):

Award scope: all hotel staff

a. Once a month;

B, according to the advanced cases reported by various departments, general manager office will publicize them in the bulletin board for three days;

C, each class votes, and the hotel will evaluate it at the morning meeting;

D, one first prize and two second prizes;

e. reward method: notification of commendation and bonus payment;

F, general manager office organization;

g. vacancies are allowed in the selection of this prize.

4. General Manager's special award:

Award scope: all hotel staff

A, immediate honor. Each department can apply to the general manager's office in writing according to the performance of employees;

B, award-winning conditions-excellent service has brought a good social reputation to the hotel, reasonable suggestions have brought obvious benefits to the hotel or greatly reduced costs, a huge amount of money has been collected, the hotel has been brave enough to protect the collective property, and it has been rated as an excellent employee or an excellent manager for six consecutive months.

C. reward method: the general manager will issue a certificate of honor, notify the commendation, distribute bonuses and give other rewards as appropriate.

D, organized by general manager office.

5. Courtesy Award

Award scope: all hotel staff

a. Once a month;

B, in order to strengthen the guests' good impression of the hotel, cultivate the tacit understanding among colleagues, and increase the cooperation of various departments, according to the advanced cases reported by various departments, general manager office will publicize them in the notice board for three days;

C, each class votes, and the most polite employee is evaluated at the hotel morning meeting;

D, reward method: notification of commendation and bonus payment;

E, general manager office organization;

6. The most popular prize

Award scope: all hotel staff

A, once a month;

B, in order to make colleagues get along well with each other and let guests feel the cordial attitude of hotel service, general manager office will publicize it in the notice board for three days;

C, choose one of the most popular employees among colleagues in various departments, and at the same time let customers share their joy.

D, reward method: notification of commendation and bonus payment;

E, general manager office organization;

7. Excellent collective award

A team will be selected by the whole store, and the materials will be submitted by all departments and reviewed by the general manager's office once a year.

8. Typical examples of good deeds and excellent services in daily work are collected by each team and submitted to the department in writing. The head of the department will report them at the morning meeting, and the morning meeting host will commend them as appropriate.

3. Selection and award procedures:

1. For the above awards, the department shall recommend a candidate list of award items to prepare advanced materials according to the actual situation, with specific requirements and practical examples, and report them to the general manager's office for evaluation and decision.

2. hold a commendation meeting for employees of the whole store once a month, issue award-winning certificates and bonuses and commend the award-winning employees.

3. People who have won individual awards for many times can be used as conditions for quarterly selection of outstanding employees and promotion.

4. The above winners will be announced on the hotel honor list, calling on all staff to learn.

iv. Selection requirements

The purpose of setting up various award items is to set an example among employees, and it is required that all departments should pass employee evaluation and discussion in the selection process, which should be representative and not make up the numbers. The principle of fairness, justice and openness in hotel selection is achieved. Through this activity, it is the purpose of hotel bonus incentive management system to encourage employees to play a more active and creative role in hotel management and make greater contributions to the hotel. Work plan for motivating employees 2

1. Purpose: In order to praise the advanced, motivate the backward and improve the enthusiasm of employees, this system is formulated.

second, the reward targets: all employees of the company.

third, reward methods: spiritual reward and material reward.

IV. Classification of reward items:

1. Heavyweight rewards

Employees involved in the following items can enjoy an economic reward of RMB 111-511 yuan, a salary increase of RMB 111-311, and a commendation at the staff meeting (the reward amount will be made by the company leaders and personnel departments as the case may be)

(1) They have achieved remarkable results and economic benefits in completing the company's work and tasks.

(2) making reasonable suggestions to the company actively and effectively;

(3) protecting the company's property to prevent the company's interests from heavy losses;

(4) Being courageous in the company and society, and having made remarkable achievements in fighting against various violations of laws and regulations and unhealthy phenomena; (awarded honorary certificates)

(5) those who properly handle emergencies and accidents;

(6) consistently loyal to their duties, serious and responsible, honest and honest, outstanding deeds;

(7) out of Man Qin all year round;

(8) bringing good social reputation to the company;

(9) Other items that should be rewarded.

2. General reward:

Employees involved in the following matters can enjoy the economic reward from 51 yuan to 211 yuan, the salary increase from 51 yuan to 211 yuan, and the commendation from the staff meeting (the reward amount will be made by the company's leaders and personnel departments as the case may be)

(1) Those who are excellent in conduct, superior in technology, conscientious in their work, and conscientious in their duties become company models; (Honorary certificate issued)

(2) Good leadership and quite effective business promotion;

(3) Participate in and assist accident and incident rescue workers;

(4) those who abide by the rules and discipline, obey the leadership, and are dedicated to the role model;

(5) employees who actively work for the company, put forward reasonable suggestions, reduce costs and save resources and energy;

(6) those who are not ignorant of picking up gold (things).

employee punishment system

1. Purpose: This system is specially formulated in order to promote the better implementation of the company's rules and regulations and serious work discipline.

ii. targets of punishment: all employees of the company.

Third, the punishment method:

(1) informed criticism;

(2) a one-time fine;

(3) pay reduction;

(4) Keep on probation;

(5) dismissal;

IV. Classification of punishment items:

Heavyweight punishment:

1. Intentionally causing gross negligence and causing heavy losses;

unconditionally dismiss after deducting the salary and employee management fee of the current month; If necessary, bear the corresponding civil or criminal responsibilities, and pay the related expenses.

2. Loss/loss of important articles and equipment of the company;

if it is more than RMB 1,111 yuan (including RMB 1,111 yuan), it shall compensate at least 21%-51% of the original price according to the economic ability, and be dismissed after deducting the salary and staff management fee of the current month;

511 yuan —1111 yuan (including 511 yuan) shall be paid at least 81% of the original price according to the economic ability, and shall be kept on probation after deducting the salary and staff management fee of the current month;

for those below 511 yuan, compensation will be paid unconditionally, and the salary will be reduced by RMB 111 after deducting the salary of the current month and employee management fee.

3. disobeying orders or threatening to insult superior leaders;

at the staff meeting in informed criticism, the salary will be reduced by RMB 111 depending on the seriousness of the case-211 yuan.

4. Cover up the staff for fraud and practise fraud;

at the staff meeting in informed criticism, the salary of 211 yuan-311 yuan was reduced according to the seriousness of the case.

5. divulging company secrets;

In the staff meeting, informed criticism, depending on the seriousness of the case, will reduce the salary of 311 yuan-511 yuan, stay on probation or be dismissed.

6. Incorrect conduct is detrimental to the company's reputation;

In the staff meeting, informed criticism, depending on the seriousness of the case, will reduce the salary of 311 yuan-511 yuan, stay on probation or be dismissed.

7. Failing to stop events that endanger the company in time, allowing them to happen;

In the staff meeting, informed criticism, depending on the seriousness of the case, will reduce the salary of 311 yuan-511 yuan, stay on probation or be dismissed.

8. Absence from work for more than 4 days throughout the year;

staff meeting in informed criticism, and a one-time fine of RMB 111-511 yuan (depending on the level).

9. Fight in the company and engage in unhealthy activities.

The staff meeting is held in informed criticism, and a one-time fine of RMB 111-511 yuan (depending on the level), probation or dismissal is imposed.

11, spread rumors and make trouble.

In the staff meeting, informed criticism, depending on the seriousness of the case, will reduce the salary of 311 yuan-811 yuan, stay on probation or be dismissed.

2. General punishment:

1. Loss due to negligence or poor supervision;

for the staff meeting in informed criticism, a fine of RMB 111 will be imposed according to the seriousness of the case-511 yuan (depending on the level).

2. using articles and equipment beyond the authority without permission;

informed criticism will be fined 51 yuan-311 yuan according to the seriousness of the case at the staff meeting.

3, poor work, repeatedly advised not to listen;

informed criticism will be kept on probation or dismissed at the staff meeting.

4. Bad service attitude, quarreling with customers, affecting the company's reputation;

informed criticism was fined 51 yuan-211 yuan at the staff meeting, and the repeat offenders were kept on probation or dismissed.

5. making noise, disturbing order, quarreling and refusing to correct in the company;

informed criticism was fined 51 yuan-211 yuan at the staff meeting, and the repeat offenders were kept on probation or dismissed.

6. Don't participate in important activities of the company for three consecutive times;

informed criticism was fined RMB 111 at the staff meeting-311 yuan.

7. Being absent from work for 2 consecutive days;

informed criticism was fined RMB 111 at the staff meeting-311 yuan.

8. Being arrogant and rude to leaders at all levels;

in the staff meeting, informed criticism will receive a salary reduction of RMB 111-211 yuan, depending on the seriousness of the case. Repeated offenders will be kept on probation or dismissed. Work plan for motivating employees 3

Trick 1

High attendance award to prevent being late and leaving early

How does Fan Zhiwei, deputy general manager of Xiangcun Discovery Management Co., Ltd. prevent employees from being late and leaving early, so that they can actively work overtime when business is busy? I have also put a lot of thought into this aspect. Now we have implemented a new system in our store: high attendance award. I will first reduce the basic salary of employees from 1,511 yuan per month to 1,211 yuan, and then raise the attendance award from 51 yuan to 411 yuan every month. The kitchen staff's attendance is calculated as 28 days, and the front office staff's attendance is calculated as 27 days. If an employee is late, leaves early or asks for leave, he will not get the 411 yuan's attendance award that month. 411 yuan is not a small sum for grass-roots employees, so in order to keep this income, employees will never find any excuse to be late and leave early, and the hotel only needs to pay each employee an extra 51 yuan every month.

trick 2

1 service cards =11 yuan

sharer Qian Zong, executive general manager of Tiantian Fishing Port Restaurant

When it comes to retaining people, I am deeply touched. I received more than ten resignation letters in one month, which forced me to go out and post job advertisements in the middle of the night. At first, we tried to appease and retain employees by increasing wages, but everyone had the mentality of keeping up with the joneses. Today, we just increased the salary for the front office, and the next day, the kitchen complained and asked for a raise. Over time, it will develop a bad atmosphere: employees use the method of resignation to "blackmail" the management to raise wages endlessly for them. As a manager, I am not afraid of employees' high income, and salary increase is not a problem. The key lies in what salary increase is based on. In order to make employees' salaries "evidence-based" and prevent employees from asking for a raise at will, I cancelled the basic salary of front office employees and implemented the "service card performance pay system". Namely: actual salary = performance salary+bottle opening fee+attendance award.

performance pay: after the guest is seated, the waiter will hand over two service cards, and after the meal, the guest will return the service cards to the waiter according to the satisfaction of the meal. If he is very satisfied, he will return two cards; If the service is average, return one; If you are not satisfied, none of them will be returned. After dinner every day, the waiter will hand over the service cards he received that day to a special person for statistics, and the total number will be filled in the public notice form outside the office. At the end of the month, the number of service cards received by each person will be calculated and converted into the corresponding amount according to 11 yuan per card, which is the performance salary of the employee that month. After the implementation of this system, there will be evidence for the payment of front office wages, and no employees will resign for the sake of salary increase. More importantly, if employees change their slack work attitude in the past, guests will take the initiative to meet them when they enter the door.

Q: Will the abolition of the basic salary lead to the loss of employees due to unstable wages? Chief Qian replied: On the surface, it seems that our employees' income is unstable, which is easy to cause staff turnover. But in fact, after the implementation of this salary system in hotels, the turnover of employees has been greatly reduced, and now only two or three employees leave each month on average. The salary of the front office staff can be more than 21 yuan at most, and the average salary is also 1711 yuan. As long as we guarantee the quality of the products and the waiters can work actively, the business of the hotel will get better and better, and their wages will be reduced.