Non-material motivation of employees. What is non-material motivation of personnel

As both the global experience and the experience of each of us shows, monetary reward cannot be the only incentive for a person. Conscientious fulfillment of duties, enthusiasm in work, constant improvement of a specialist, inspiration in his work - a good salary, bonuses, and allowances are not enough for this. An entire system of non-material motivation should also stimulate the employee. What is it, what are its methods, methods, as well as specific examples, we will consider further.

What is this?

Non-material motivation is a style of personnel management using various non-monetary incentives. This is a whole complex of social work, the main goals of which are:

This is a whole system with its own laws. We will talk about them further.

Basic Rules

Non-material motivation of the team is based on five basic rules:

And now we smoothly move on to something more specific.

Motivation according to Maslow

A. Maslow's pyramid of needs is a good framework for non-material and material motivation of employees. Here it is important to determine (this is achieved with the help of simple psychological tests) which group is closer to the employee. Based on this, a motivation system is selected.

Needs	Example of encouragement
Physiological	Decent salary.
Safety, protection	Comfortable and friendly atmosphere in the team. Minimal news about the company's problems.
Social	Support from the team and management. A sense of community - joint events, holidays.
Respect and self-esteem	Approval from colleagues and boss. Constant attention to a person's achievements.
Self-realization	Opportunity to engage in creative, non-standard work. Solving complex and important problems for the company.

Remember that every person is moving up this pyramid, either quickly or slowly. Therefore, as it develops, incentive tools should also change.

TOP 10 ways to motivate

Now let’s move on to examples of non-material motivation of employees:

The most effective methods of non-material motivation

Many employee reward systems have been developed and are being developed. We will present the most time-tested ones:

Motivation for every day

Inspiring employees is the daily task of a leader. Here are simple recommendations on how you can do this without much effort:

Non-standard motivation

The reward system can be unusual and original. This creates interest in it, generally improves the mood of employees, and the microclimate becomes friendly. For example, some managers practiced:

Classic mistakes

Let's look at the common mistakes that managers make when building a system of non-material motivation:

Examples from managers

Now let’s give real examples of non-material motivation that has already been successfully applied by managers:

Non-material motivation can be very different. The main thing is that it does not run counter to the interests of the company and seems attractive to every employee.

In this article you will read

What you need to know to build an effective system of non-material motivation of personnel
What methods of non-material motivation of personnel exist?
Get acquainted with successful cases and examples of non-material motivation of a person la

Good afternoon Today on our agenda there will be an interesting article about non-material motivation of staff. Much has already been said and written about this, but the issue of increasing the dedication of employees without additional monetary costs is quite acute for the manager. After all, salary increases sooner or later cease to produce results. Moreover, an unreasonably inflated salary has a demotivating effect on an employee’s work: why work well when you can work “carelessly” and still get good money?

Therefore, in order to prevent such a situation, each company must create its own system of non-material motivation of personnel, which will be based on certain rules. Read more about them.

System of non-material motivation of personnel - 5 basic rules for creating

1. Non-material motivation should solve the tactical problems of your business

First of all, the incentives used should be aimed at solving specific problems that your business faces. For example, if you are developing a branch network, then you must form teams that can work according to the standards accepted at the main office. Accordingly, your non-material motivation should be aimed at training your employees, for example, attending training on effective communications and team building.

2. Non-material motivation should cover all categories of employees

In most cases, when we talk about motivation, the emphasis is on those people in the company or department that bring profit. However, we must not forget that in addition to them there are also accountants, secretaries, and production workers. Not only motivational programs, but simply recognition of work and praise can be applied to such people.

3. Non-material motivation should take into account the stage of development of the company

In a small family business, the main motivator is enthusiasm. When the company moves to the next stage of its development, when there are more employees and some of the processes are formalized, motivational programs should be focused on recognizing the merits of each employee, but it is also important to take into account the possibility of collective recognition of services, for example, by some department or division of the company.

4. Correct choice of methods of non-material motivation of personnel

We often think that what motivates us will motivate others. But that's not true. In order to choose the right motivation methods, you need to initially collect information about the true needs of employees. And in this case, Abraham Maslow's pyramid of needs will help you. With its help, the system of non-material motivation of personnel takes on a clear form. So, it is important to determine what the leading needs are for your employees and develop appropriate motivation factors.

Physiological needs. If this group is important to an employee, then it is necessary to provide him with a comfortable salary level.
Need for protection and security. For such people, it is important to organize a friendly atmosphere in the team. Accordingly, information about the negative components of work should be minimized: bankruptcy, layoffs.
Social needs. For employees in this category, it is important to receive support from colleagues and management, and it is also important for them to constantly be around people.
The need for respect and self-esteem. These employees need to be given constant attention. It is important for them to realize that their actions will be appreciated.
The need for self-realization. This is the main need for creative employees. It is important for such people to engage in creative work. They are able to solve the most complex, non-standard problems.

And remember that any of your employees constantly wants something. And when the desired is achieved, the needs move to a higher level.

5. The effect of novelty

Rewards should not become commonplace, because one-size-fits-all incentive programs will only depress your employees. Therefore, once every six months it is worth coming up with some new motivational program.

Methods of non-material motivation of personnel

You can come up with a large number of different ways of non-material motivation your employees, but we tried to give you only the most effective ones. So here they are.

Motivational meetings
Contests and competitions
Congratulations on significant dates
Discounts on services
Communicating achievements
Incentive travel
Peer ratings
Help with family matters

Here are some more secrets of daily inspiration for your employees

Greet employees by name
In letters and verbal communication, do not forget to say “Thank you”
Reward employees with extra days off or allow them to leave work early
Bring something tasty to the office once a month: cake, pizza, candy, apples
Place signs with the employee's name at each desk. People like to feel important
Make sure you have the opportunity to listen to the employee, not just inform
Develop a special reward for those people whose activities are usually not noticed
Try to arrange meetings once a week with employees with whom you usually do not have the opportunity to communicate. Ask them about work, problems.
Tell your employees about an important issue and ask them to suggest their solutions. In other words, to give you advice.

Based on materials from Bob Nelson’s books “1001 Ways to Motivate an Employee” and “1001 Ways to Encourage an Employee” (both – M. [et al.]: Williams, 2007)

Examples of non-material motivation of personnel from the life of some Russian companies

We tried to collect for you the most striking examples of non-material motivation of employees that we came across in various companies. We hope that you will find something interesting for yourself.

General Director speaks

Viktor Nechiporenko, General Director of Information Service “Red Telephone” LLC, Moscow

We are a small company, but often require additional resources to work on projects. Here are some examples of non-financial staff motivation that we use.

Flexible schedule, allowing you to study and do household chores, which is important for our female team. It is more convenient for some to start earlier, for others to finish work later. For women, it is especially important to have an additional free day during the week to solve household problems (in this case, you can eliminate the need to take time off from work for personal matters). For the company, the main thing is that someone is on site during the entire working day. In addition, you can always highlight areas of work that the employee can do at home (for example, creating databases). We offer employees who have reduced their working week to do a certain amount of work at home for an additional fee.
Opportunity to earn extra money. I give people the opportunity to try themselves in another type of activity (not in our company). The employee continues to work for us, but part-time and not for full salary, until he makes a final decision. We also have another practice of combining: we invite people to individual projects.
Personal work area. The status of an employee appointed responsible for his area increases, the attitude of colleagues towards him changes, the person grows in his own eyes and, in addition, gains management experience. He will be able to write in his resume that he was responsible for a project or direction. And for the manager it becomes clear whether the employee can be entrusted with more responsible work. At our company, we practice appointing employees as project managers, that is, they perform leadership functions temporarily to solve a specific problem.
Nice job title. We actively use this method. For example, a person does not want to be called, as is customary here, an operator. We called him manager - he is happy and works with great pleasure.
Participation in important meetings. It is clear that the presence of an employee at the negotiations is not necessary, but the very fact that you invited him with you and introduced him to your partners as a leading specialist increases his importance in your own eyes, in the eyes of partners, clients and colleagues. Of course, there is a danger that the employee uses the acquired connections for personal purposes. But if normal conditions are created in the company, then people will not run anywhere for the sake of an extra two rubles. Experience shows that a favorable work climate is of significant value to employees.
Right of first choice. The employee you want to encourage can be asked to be the first to choose a time for vacation, or an exhibition at which he would like to work (more interesting, with a more convenient location, more acceptable working hours), or a client that he would like to lead (it’s no secret that clients are different - both pleasant and difficult). The rest of the employees choose from the rest.
Personal assistance. We must try to respond to requests, for example, to recommend literature, write a review of a thesis, or apply for an internship at a company. There was a case when I went to the institute to visit the son of my employee and, introducing myself as the student’s uncle, convinced the dean’s office that the young man should be allowed to take the exam (he himself did not know how to negotiate, and his mother panicked, as there was a threat of transfer to paid education).
Seeking advice. If an employee can provide real help in resolving any issue, it is worth asking him for advice - among other things, this will help him feel important and your respect.
Public thanks. This is always more pleasant than face-to-face praise. Unfortunately, there are more often cases when more attention is paid to disadvantages rather than to advantages.

Konstantin Melnikov, Head of Human Resources at 1C:VDGB, Moscow

I consider the most effective non-material motivation to be attention to the personalities of my employees and recognition of their success in their professional niche. In particular, you should take an individual approach to employees, personally congratulate them on their birthday - for example, a card signed by the general director. You can emphasize the individuality of an employee - for example, thanks to a personalized camera, pen or other accessories.

We also pay special attention to publicly recognizing the successes of our employees. Today, such methods of recognition as certificates of honor or gratitude in an order do not lose their relevance. I can also recommend master classes from the best specialists - they are interesting for the speakers themselves and very useful for the listeners.

Practice experience

Alexey Gerasimenko, General Director of CargoSoft LLC, Moscow

The field of activity of our company is the development of software projects. There is always an element of creativity in such activities. Consequently, an employee needs certain working conditions - they are also motivating factors: a well-equipped workplace, a flexible work schedule, the opportunity for growth (and additional training), maximum financial remuneration, a healthy atmosphere in the team.

I consider human attitude towards them to be the main component of non-material incentives for employees - only in such a situation can one count on effective work and gratitude from the team, and this is worth a lot. Human attitude is a mandatory recognition of merit, praise for the work done, understanding of the difficulties and problems that arise during its implementation and, if possible, help in neutralizing these difficulties.

Another important point: I always praise employees for the work done, both personally and in front of the entire team, and in conversations I always give examples of the successful implementation of a project, naming the name of the distinguished employee.

The material incentive system is used in our company only for the “production” department: programmers, designers and administrators. However, the company continues to develop and the motivation system may change over time.

Valery Porubov, General Director of Shadrinsky House-Building Plant OJSC, Deputy General Director for Production of Tekhnokeramika LLC, Shadrinsk (Kurgan region)

In my opinion, taking care of employees is one of the primary responsibilities of a production manager. This is the principle I adhere to.

Our motivation system is based on guarantees of stability and an honest, open attitude towards employees. Namely - registration strictly in accordance with the Labor Code, clear payment of wages (twice a month). We are gradually building out our motivation system brick by brick: profit has appeared - we have provided the workers of the main and largest workshop (270 people) with free lunches (before that they simply gave out kefir, as it should be in production). In the near future (perhaps by the end of the year) there will be free lunches for employees of other workshops. We also recently renovated and refurbished the service building, where workers can relax, take a shower, go to the sauna, and change clothes in comfortable changing rooms.

It would seem that I have listed obvious things, but it was not by chance that we emphasized them. I repeat, the main thing is attention to employees. After all, if normal working conditions are not created, employees will simply leave or work carelessly. All the activities that we carry out to create positive motivation among our employees and the desire to work in our production are always discussed with the heads of the workshops, that is, with those who work side by side with the workers every day. They are the ones who can tell you what is relevant now and what can wait a little, what is really missing and what is of secondary importance. That is, we always proceed from the real needs of our employees and, to the extent possible, provide them with exactly what they need, even if not immediately.

Valery Shagin, President of MITS, Moscow

We tried different options for motivating employees, but abandoned many schemes. For example, from health insurance, since it was not popular. Most likely, the reason is that the company employed mainly young people at that time. The money invested simply disappeared. When I saw this, I introduced a 50:50 scheme (half of the amount is paid by the company, half by the employee), but it also did not take root. We are now working to restore free health insurance. The employees have become older; in my opinion, there is a need.

We also gave up free lunches. When we were in another office where there was a canteen, we paid the staff food stamps. However, we were faced with the fact that someone did not like the lunches in the canteen and these employees asked to pay them the cost of the coupons in cash.

We hope that after reading this article, you were able to answer your questions, as well as select interesting examples of non-material motivation of staff.

What are the differences between material and non-material motivation of employees? What are the types and examples of non-material motivation? How to motivate staff non-materially?

Probably everyone will agree that in order to create a cohesive team, subordinates need to be provided with appropriate conditions. And it’s good when the enterprise’s budget allows the introduction of decent monetary incentives.

But what to do when material possibilities leave much to be desired? Practice other types of staff remuneration and combine them with monetary motivation. Practice shows that material incentives work much more effectively in combination with various types of non-material and non-standard types of incentives.

With you is the online magazine “HeatherBeaver” and regular author of publications Anna Medvedeva. Today we will deal with such a concept as non-material motivation of staff.

At the end of the article you will find useful information on how to ensure a new, higher level of communication and work in your team.

So let's begin!

1. What is non-material motivation of personnel and how does it differ from material motivation?

Any enterprise, regardless of its specifics, uses a motivation system. It is necessary to create an internal incentive for employees to work well and fruitfully and not look towards competing companies.

All types of motivation methods are divided into 2 large groups - material and intangible. With material ones it is more or less clear, but what are the methods from the second group?

These are various ways to create a positive attitude among employees for high productivity. Employees receive bonuses expressed not in monetary terms, but in various other forms.

Non-material motivation of personnel plays a vital role in the overall motivational system. Although it is generally accepted that we work to earn money and the best motivation is a good salary, practice shows that we cannot do without non-monetary incentives.

The need for additional motivation arises when:

violations of the employment contract;
excessive workload;
irregular working hours;
uncomfortable working conditions, etc.

To avoid a distorted idea of non-material motivation, we will highlight the main aspects and principles in the approach to this issue, and also divide them into positive and negative.

Advantages and disadvantages of non-material motivation:

2. How to choose methods of non-material motivation depending on the psychotypes of employees - 5 main types

Using tests and questionnaires, you will determine what types of employees work in your team.

Use the information obtained when developing and implementing a motivation program.

Type 1. Critic

This type of worker is immediately apparent from their critical and ironic treatment of colleagues. They love to use complex phrases and abstruse words in conversation.

The most positive aspect of the work of critics is that they cope well with the responsibilities of various types of controllers. The best non-material incentive for them would be public approval from management and assignment of control functions.

Type 2. Idealist

This is the opposite of a critic. Idealists have absolutely no conflicts; they treat their colleagues attentively, gently and kindly. They often even smooth out controversial situations by agreeing with someone’s opinion for the sake of peace in society.

A tense atmosphere in a team easily demotivates idealists. Therefore, to create internal motivation in them, it is good to use ethics and humanity in the development of the company, as well as various recognitions and praises. Idealists can safely be entrusted with all kinds of social tasks.

Type 3. Analyst

Such workers are very thorough and thoughtful in everything, attentive to all the nuances of the work and the instructions given to them. For them, no fuss or rash decisions of management made on emotions are acceptable.

Analysts are well motivated by the comfort and arrangement of the workplace, rational organization of work, and interaction with management at the proper level. Such employees are stimulated by advanced training, career growth and participation in professional events.

Type 4. Realist

This type of employee combines fulfillment of all work requirements and their own experience. Realists are active workers prone to organizational activities.

Entrust realists with management work. With their help, you will be able to establish a healthy atmosphere of mutual assistance in your team and create a cohesive team.

But it’s better to leave small tasks for others. For a realist, they are uninteresting, unprofitable, and can even demotivate a strong personality.

Type 5. Pragmatist

Unlike an analyst, a pragmatist does not waste time thinking about a matter for a long time. But one of the best qualities of pragmatists is the ability to quickly navigate and make decisions even in a suddenly changed situation.

The monotony of the work process and projects that are too time-consuming make such employees sad. Therefore, give them urgent tasks such as implementing a new project, opening a branch, etc.

3. What are the types of non-material motivation of staff - 4 main types

Let us describe in detail the main non-material forms of motivation.

Conventionally, they can be divided into 4 types.

Type 1. Social

This type of non-material motivation is associated with the employee’s desire to move up the career ladder, occupy high positions and develop professionally.

How to motivate employees who have this mindset? Give them important public assignments, involve them in management and decision-making regarding the work process.

Use incentives associated with the social package. Training, payment of sick leave, medical insurance, travel vouchers.

Type 2. Psychological

The determining factor here is communication and the environment within the team. Normal communication is unthinkable without a warm, trusting atmosphere.

The following techniques are used here:

form a team taking into account the individual characteristics of employees;
organize corporate events so that subordinates communicate with management in an informal setting;
set a personal example so that employees see the leader’s contribution to the common cause.

Naturally, in a team with friendly relationships, you want to realize yourself.

Type 3. Moral

Such motivation directly depends on people’s need for respect, not only from management, but also from colleagues.

Recognition of quality work and results is expressed in the form of:

insignia;
certificates of honor;
verbal praise;
inclusion on the honor board.

Note that it is better to do this not face to face, but in the presence of other colleagues.

Type 4. Organizational

This refers to the high-quality organization of workplaces and the entire labor process.

Organizational incentives:

equipping the workplace with modern technology (in offices - computers and various office equipment, in production - other devices related to the specifics of work);
allocation of a special room for recreation;
provision of food on the premises of the enterprise.

4. How to motivate staff non-materially - practical tips and recommendations

Now we offer you some tips on how to improve non-material motivation of staff.

Analyze whether you are using all the possibilities in your practice. And if not, then take note.

Tip 1. Recognize the employee’s achievements and praise him

This is one of the most effective ways to intangibly increase motivation. Employees who are well-recognized by their leader feel valued and respected, and strive to achieve higher levels of performance.

Also, if you loudly celebrate the merits and achievements of good employees, this will be an incentive for everyone else to increase their productivity. Besides, it’s always nice when you work in the same team with cool specialists.

Tip 2. Strive to create a favorable psychological microclimate in the team

A tense and hostile atmosphere not only reduces employee productivity, but also contributes to the loss of valuable personnel. Because people spend a significant part of their lives at work and everyone strives to be in a good team, and not in a jar with scorpions.

Example
Svetlana was hired as an engineer at a prestigious construction company. Her joy knew no bounds.
However, in the first month all the joy dried up. Although Svetlana was a competent specialist, she still had to ask her colleagues questions due to ignorance of the specifics of some issues.
However, in the closed team there was no mutual assistance and support. None of the employees tried to help; on the contrary, they deliberately put a spoke in her wheels in order to show the new engineer in an unfavorable light. It was simply impossible to work in a state of constant stress.
A month later, Svetlana began looking for a new job and soon left for another company on the same salary. True, the percentage of bonuses here is somewhat lower, but the friendly atmosphere in the team inspires her to increase the level of professionalism.

Tip 3. Provide employees with opportunities to learn and improve their skills

The opportunity for training and advanced training is an advantage for any company.

It is not overlooked by young ambitious specialists who strive to expand their knowledge base and improve their professionalism.

An organization that provides such opportunities is always in an advantageous position. After all, not every employee is able to pay for additional training on their own.

Tip 4. Create conditions for employee career growth

There are probably few workers in the world who want to stay in the same position and do not strive to move to a more prestigious one. Therefore, one of the mandatory points of any motivational program should be career advancement.

Create a talent pool of talented candidates. If your company does not provide opportunities for career growth, such employees will work only to gain experience, but will choose other companies for development and promotion.

Tip 5. Hold professional skills competitions among employees

Through such competitions, create an atmosphere of healthy competition among employees. Moreover, employees need to be motivated not by fear of remaining on the periphery, but by the desire to be among the best, which everyone can be, and not just a select few.

This technique has another advantage. It will certainly identify the strongest employees, and you will know whose professional development is worth spending the company’s resources on.

Tip 6. Introduce a system of rewards and bonuses

All types of employees appreciate the additional benefits that their home business provides. The bonus system shows that the organization values its personnel and takes into account their needs.

What types of bonuses can be used:

partial or full payment for a gym membership;
issuance of gift certificates;
provision of places in kindergarten for children of employees;
lunches at the expense of the organization;
free travel on public transport, etc.

There are many options, just use your imagination. The main thing is not to act at random, but to study the demand for such benefits.

Naturally, workers with chronic fatigue syndrome experience reduced productivity. Therefore, the presence of rest areas at work is as necessary as good conditions.

Five minutes with tea and coffee provide an opportunity to relieve stress and chat on topics distracted from work. Maybe someone will want to do so-called office fitness. In any case, employees have the right to a few minutes of rest in addition to the traditional lunch break.

In the video you will find other useful and interesting tips on non-material motivation.

5. Professional assistance in increasing staff motivation - review of the TOP-3 service companies

Now we will give examples of companies that develop motivation systems or engage in training in the field of business and management.

Experienced specialists will tell you the necessary material and non-material methods of motivation that will be most suitable for your team.

1) MAS Project

The company has developed a multifaceted management system as a result of solving the problems of a real-life business. MAS Project specialists authoritatively state that strategic planning of activities is not such a difficult thing if you have the necessary tools.

A large set of such tools is combined into a single software environment proposed here. MAS Project is an online service through which you can track the performance of all employees and control all levels of the enterprise hierarchy.

Analyze your existing motivation system and implement a new, more advanced program.

2) Business Relations

Here they help make a breakthrough in business development. The company offers powerful training, after which the level of employee engagement increases dramatically. The training includes a maximum of practical training, thanks to which it brings excellent results.

You are offered various tools to improve business efficiency and solve problems with personnel through the correct perception of work situations and moments.

The developers focused the training on corporate training. Here we worked with many well-known large organizations - Beeline, MTS, Adidas, Megafon, Home Credit Bank and others. In the field of corporate training, Business Relations is one of the most experienced companies.

To gain the missing knowledge and practical experience in solving management issues, we advise you to contact the largest Moscow business school, which has remained in a leading position in its field for more than 5 years.

Here you can choose seminars and courses in different areas and in different industries. Corporate programs have been developed for team training, webinars and international programs for remote clients, as well as professional retraining and advanced training courses.

Representative offices of Moscow Business School are located in different cities and countries. This makes training accessible to everyone interested, regardless of location. Study the schedule of seminars and attend classes where it is convenient for you.

6. What influences the formation of high motivation - an overview of the main factors

To conclude the topic, we will consider additional factors on which increasing the level of motivation in a team depends.

Pay attention to whether they are present in your motivation system.

Factor 1. Strength and competitiveness of the organization

The high status of the company and its impeccable image are in themselves excellent motivation.

Firstly , good specialists strive to work at such an enterprise.

Secondly , the valuable personnel already available in the state do not seek to leave for another place.

Third , the awareness that you work in such an organization contributes to personal development and the desire to perform your job duties with high quality.

Such non-material motivation of employees is a rather powerful factor even without comparison with others.

Factor 2. Strong management of the enterprise

Talented leaders should be found not only in the highest positions, but also at all levels of the organization's structure. After all, as you know, a leader’s personal example is one of the most powerful motivators for any category of employees.

Do you know what mistake you can make when choosing department heads? Appoint workers not with appropriate abilities, but according to length of service or professional talent. No matter how much experience such an employee has, if he does not have leadership abilities, this will easily demotivate strong and ambitious employees.

"What for?"
“And you could become a good leader.”
“Do you think everyone should be a leader?”
“No, not everyone should. But everyone wants it!”

It may turn out to be a much more effective tool than financial incentives. Increasing salaries for company employees motivates more active and diligent work only for a short-term period, while methods of non-material motivation of personnel will help to constantly keep employees “on their toes”, stimulating creative activity, increasing their professional level and loyalty to the company.

The goals of non-material motivation of personnel are identical to those set by the company's management when introducing a system of material incentives. First of all, increasing the efficiency of employees and the entire company as a whole. Other goals of non-material incentives include the following:

increasing company profits;
creating a favorable atmosphere in the team with elements of a healthy competitive environment;
developing new skills and abilities among employees;
advanced training of personnel, development of creative potential.

Unlike material types of incentives, non-material motivation of staff does not divide the team (“Petrov received a bonus, but I didn’t, although we worked the same,” “Ivanov has a higher salary, but a lower position”), but unites. Due to the regular holding of joint corporate events, trainings, and meetings, each employee feels that he belongs to a common cause, which has a very good effect on the overall atmosphere in the team.

Free catalog of employee incentive payment policies and procedures

Types of non-material motivation

An employee who works solely for monetary reward and is completely unaware of praise and intangible rewards probably does not exist at all. According to Abraham Maslow's theory, every person needs the fulfillment of creative needs, respect and recognition of merit. It is on these needs that the system of non-material incentives for personnel and methods of motivation are built. Depending on the existing corporate culture, the financial capabilities of the company, and leadership style, various types of non-material incentives for employees can be considered.

In general, the following types of non-material motivation of personnel are distinguished.

Social motivation. This includes health insurance, opportunities for training and self-development, and identification of career prospects. The implementation of social motivation involves increasing the employee’s sense of self-worth by involving him in decision-making, participating in team management, and delegating important powers.
Psychological motivation. Based on each person’s need for communication. It is necessary to motivate non-materially using the method of psychological motivation first of all. Work to create a favorable environment in the team is built taking into account the interests of all employees. Also in this type of motivation, an important role is played by the example and authority of the manager, and the regular holding of corporate events.
Moral motivation. Addresses the need for respect from the team and company management. The most effective tool is recognition of merit, for which you can use verbal public praise, a board of honor, insignia and certificates.
Organizational motivation. It manifests itself in caring for the employee, the organization of his workplace, food and rest during breaks in work. This motivational program is usually implemented through the purchase of new office equipment for employee workplaces, the opening of a canteen, and the arrangement of gyms and recreation rooms.

Using the listed types of non-material motivation of personnel, holistic effective systems of non-monetary motivation of employees can be developed, which will necessarily take into account the legal, economic, political and social external conditions in which the enterprise or organization operates.

Methods of non-material motivation of personnel

Each company can create and apply its own methods of non-material incentives for staff. The set of motivating tools will depend on the nature of the team, the specifics of the work, and the management style.

For example, a team of young and active professionals can perfectly motivate spending leisure time together (picnic, group hike, corporate holiday, participation in sporting events). While for representatives of the older generation, the opportunity to get additional vacation days or a family trip to rest.

The most effective methods of non-material incentives for personnel are as follows:

provision of paid time off, additional vacation days;
providing flexible schedules to employees;
awarding tickets for cultural events, tourist vouchers;
organization of corporate events;
employee training;
personal public praise;
organizing competitions and quests among all employees;
drawing up career development plans for employees (it is necessary for the employee to know that upon reaching a higher professional level he will be promoted);
possibility of continuous professional development;
congratulations to employees on significant dates (anniversaries, weddings, birth of a child);
creating comfortable working conditions;
providing greater freedom of action in performing assigned tasks;
holding motivating meetings;
involving employees in decision making;
incentive trips;
informing the team about the employee’s achievements;
assistance in family matters (for example, provision of transportation when moving);
providing discounts on company services;
possibility of additional part-time work;
beautiful job title;
seeking advice from employees;
organizing meals for employees, gyms or providing memberships to sports clubs;
organizing the opportunity for a personal meeting with senior management.

This is not a complete list of ways to non-materially motivate staff for work achievements without direct payment of cash bonuses or salary increases. Such methods, as a rule, affect the entire team of the enterprise as a whole, which gives a much greater effect for the company than “targeted” material motivation of the most successful employees.

System of non-material motivation of personnel

Employee motivation will have the greatest effect through systemic action. A clearly established system of non-material motivation of personnel should become part of the corporate culture. At the same time, the system should be as open as possible, which will enable the employee to know what support the company provides for loyal employees.

When developing a non-material incentive system, the following factors are taken into account:

The motivation system should focus on the development of the most significant areas of the company’s work.
The motivation system involves all employees of the enterprise.
The incentive program should be subject to periodic review and updating.
For the system to work effectively, it is necessary to identify the needs of all employees and “adjust” approaches and incentive tools for each group.

Another important requirement for the current system of non-material incentives for personnel is documentation. This significantly increases its transparency and allows each employee of the enterprise to become familiar with the motivation system. When developing a project for non-material motivation of personnel, it is necessary to involve specialists from the HR department and line managers. Only this method will make it possible to obtain real, most effective tools for influencing employee productivity.

Non-material motivation of employees results in certain costs for the enterprise. But in total they provide a much greater effect than the costs of direct payment of premiums. An additional success factor is the selection of personnel with internal self-motivation. Such employees can be easily “tuned” to maximum efficiency and high loyalty to the company. Energetic, active and proactive employees are the key to success, therefore a well-structured system of personnel incentives is the most important task of personnel policy.

Non-material motivation of employees is sometimes more important and more effective financial incentives. Moreover, it is impossible to strengthen and maintain the dedication of staff at a high level for a long time solely with the help of material motivation. In this regard, the management of the enterprise needs to develop and implement a system of non-material incentives.

When developing a system of non-material motivation for personnel, it is necessary to take into account several main aspects:

The motivational system should be aimed at developing the highest priority areas of the enterprise's activities.
The non-material motivation system is aimed at involving all employees of the organization. If in the case of material incentives the emphasis is on those employees who increase profits (for example, sales specialists), then with non-material motivation it is necessary to pay attention to all groups of specialists in the enterprise.
Updating motivation programs. Since we are talking about employee incentives, it is necessary to periodically make changes to the motivation program. This is due to the fact that, subject to uniformity, stimulation will cease to bring the desired results after some time.
Using various tools and approaches when developing the system. Those non-financial motivation tools that are suitable for some employees may not have any impact on others. To stimulate the efficient operation of the entire enterprise as a whole, it is necessary to identify the needs of all employees.

Maslow's pyramid

To make this task easier, you can use Maslow's pyramid. It will allow you to determine which employee needs are a priority. Knowing them, it will be easier for management to develop an appropriate motivation system:

Physiological needs. Such employees should be motivated using financial incentive tools.
Protection and safety. Employees with such needs need a favorable emotional environment in the team. The labor efficiency of such workers is negatively affected by information about the possibility of layoffs or dissolution of the enterprise.
Needs of a social nature. Personnel with these needs need communication and support within the team, from management.
Respect and self-esteem. Such workers need attention; they are stimulated by the knowledge that their work will be noticed and appreciated.
Self-realization. This type of need is typical for employees with creative abilities; they can be expected to have a creative approach to work. It is these workers who can be entrusted with solving non-standard and complex problems.

It should be understood that all categories of workers have certain desires and needs. After one need is satisfied, new, higher level ones appear.

Types of non-material motivation of personnel with examples

There are many different non-financial incentive tools, the most common of which are the following:

Organization of motivating meetings and planning sessions where news and plans for the development of the enterprise are discussed. This method allows employees to be aware of current events.
Conducting competitions and contests.
Congratulations to employees on holidays. The reason for congratulations can be both personal and industrial events. For example, length of service at the enterprise, appointment to a new position or birthday. In this case, congratulations should be public, in the presence of the team.
Education, trainings, seminars. As one of the ways of non-financial incentives, you can send promising employees to participate in conferences and seminars, attend advanced training courses, etc.
Notifying employees about the achievements of colleagues. The merits and achievements of distinguished employees can be published in a local newspaper or on the company’s website.
Feedback. Non-material methods of motivating staff involve the opportunity to express their wishes and suggestions. This tool can be used anonymously or openly, where employees are invited to make suggestions on a special board or for discussion at planning meetings. In this case, employees will have the understanding that their opinion is taken into account. At the same time, the most rational and interesting proposals can be implemented and encouraged.
Organizing events as an incentive. This could be a festive event with a banquet or a joint outdoor recreation, a group trip to the cinema, etc. Thanks to corporate events, relationships in the team are strengthened, a single team is formed from which you don’t want to leave. It is also possible to organize socially useful events, for example, cleaning the area and putting things in order in the office.

Other non-material ways to motivate staff include organizing recreation areas. Thanks to an equipped kitchen, locker room and other appropriate facilities, employees will be able to dine without disturbing other employees, in a comfortable environment, rather than at their desk. As a result, management will receive an established workflow.

Techniques of non-material motivation

There are several simple techniques that allow you to improve the efficiency of staff using non-financial motivation:

It is advisable to greet employees by name.
As a reward, employees should sometimes be allowed to leave work a little earlier and take extra days off.
It is necessary to develop some incentive measures for the “invisible” employees of the team.
Organize tea parties at least occasionally, bringing candy, cake or fruit to the team.
Place signs indicating the position at each workplace. Employees will be pleased to feel their authority.
Consult with employees. For these purposes, it is necessary to report a serious task or problem, listening to staff suggestions for solving it.

There are other examples of non-material motivation used in enterprises. Some of them were developed individually by organizations. These include creating a flexible schedule for employees. For some workers, it is preferable for their working day to start as early as possible. This allows you to solve more personal matters in the evening.

Another way to motivate can be the right to choose. For example, a distinguished employee is given the opportunity to choose his preferred vacation time or the area of work he would like to do (the client he would like to serve). While other employees will need to choose from the remaining options.

In one case or another, management is presented with a large number of different types and methods of non-material motivation, which can often be more effective than material incentives. In some cases, expressing public gratitude can have a very positive impact on the productivity of employees, stimulating them to take initiative.