Motivation systems: instructions for use
There is no single recipe for developing a motivation system:
There are three main design mistakesintroduction of a motivation system. For example, when a company tries to copy someone else's successful experience. It is important to take into account the characteristics of the staff, psycho-demographic characteristics of employees and bet on what your specialists are interested in.
The second mistake: the implementation of the system without evaluating the results. In a constantly changing world, you need to quicklyrespond to new requests from their employees: yesterday the main motivator in the IT sector was high salaries and regular bonuses, and today more than half of specialists (55%), according to a study by the recruiting service g-mate, will agree to move to a new job with attractive intangible options motivation.
The third mistake is made by companies that focusOnly one type of motivation – a strong employer brand and corporate events, or only material remuneration.Ideally, you need a comprehensive approach that takes into account the diverse needs of employees.
Financial Incentives: When KPIs Don't Work
The most popular system of material motivation:fixed part plus bonuses - bonuses for the fulfilled KPI, allowances, options. It has many advantages: this type of motivation gives a real leverage to manage an employee and may be of interest to fans of corporate goodies - however, there are few of them among IT specialists. The main disadvantage of this system is that the company can use only part of the budget to compete in the market: many candidates do not consider these costs of the company as real value for themselves - in fact, employees do not like much from bonuses, shares can fall in price, and premiums are easy lose. In addition, IT professionals do not like KPIs, because the indicator cannot always be applied to the evaluation of products.
The system when there is only a fixed partpayment and no bonuses: no VHI, no promotions, even the budget for coffee and cookies goes to the salary up to the last ruble - for the brave. Pros: The entire budget can be used to maximize competition in the market. Cons - the manager can only influence the productivity of employees with intangible tools.
There is also a third option:piecework wages - such a system of material motivation is very rare. The work of employees is divided into specific tasks with a predetermined cost and deadline, and the employee himself chooses what he plans to do. This allows him the flexibility to schedule workloads, income, and even vacations. Pros: the entire budget can be used to maximize competition in the market, the free choice of tasks is an additional competitive advantage for experienced IT specialists. Cons: it is difficult to control the implementation of each task and the project as a whole, experience is needed to break the project into tasks, there is no transfer of experience for less experienced colleagues.
An effective system of financial motivation is created taking into account resources and tasks, there is noFor example, we have found that in product development, KPI actually deprivesThen we introduced team goals, OKRs, which allowed teams to achieve higher success in product development.
Non-financial motivation: training, teamwork, the ability to influence the result
Non-financial motivation, in my opinion, should first of all be built around the professional implementation of IT specialists, since investments in their own development are as important for developers as a decent financial reward.
At the same time, in the case of IT specialists, it is quite difficult to create a single system that would be effective for all employees: developers have very different tasks and skills, so the selection ofFor example, corporate access to a limited number of basic courses will not be useful to everyone, and if you give an employee the opportunity to choose training within a certain amount, then it will becomean effective motivation tool. 66% of respondents to the Patio survey note that a positive climatein a team is one of the main motivators for employees, this is also true for IT developers: in a team, specialists canexchange experience, receive mentoring support and act as mentors in the field of their expertise.We use the star map method, where the key competencies for the team are presented and each employee canAssess your skills and see who you can turn to for help in order to improve your knowledge in the topic of interest to them.
According to a LinkedIn study, 94% of employees could stay with a company if it invested in their career growth.For developers, a transparent and well-developed career development system, an employee roadmap with clear criteria for career achievements is of great importance.
So, to summarize the above: when developing a motivation system, you should not rush or blindly copy the experienceOther companies, it is important to take into account the interests and needs of employees and adapt processes to them.In addition, it is necessary to constantly adapt the motivation system to the changing needs of IT specialists, use a comprehensive approach and remember that communication is 80% of the success of any change.Care and attention also make people happier, and this is especially important for IT professionals.
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