Among the motivational techniques, I have observed during my work in the healthcare sector, in addition to the usual monetary incentives, I can distinguish such non-material forms as recognition of a job well done. In contrast to the issuance of rewards, this method has proved to be much more effective. Additional cash brings only short-term satisfaction, which quickly goes away. On the other hand, the appreciation of the supervisors and the appeal to work priorities motivate me to work much more. This attitude allows building a closer relationship with your superiors, allowing you to better understand yourself as a person and a team member.
Therefore, the most motivating for me seems to be the techniques associated with non-monetary incentives for influence. As practice shows, these techniques have become more popular recently (Ikram, 2021). I share this opinion because, from my perspective, the advantages available far outweigh the disadvantages. Non-monetary motivators are more personalized, have more emotional value, and are more comfortable to talk about than an increased paycheck. However, it is undoubtedly much more difficult for an employer to implement such measures, which is a disadvantage of these methods.
However, these techniques help to keep employees in one place. As statistics show, these methods are more beneficial in the long term (Ikram, 2021). By creating emotional attachment, more comfortable working conditions, and showing appreciation, an employer can win people over much more effectively than by using money. It is more pleasant for people to work in a good team, even if their pay is lesser than in a place with less comfortable conditions. In addition, such techniques actively attract the attention of youth, many of whom can be excellent specialists who fully reveal themselves in such conditions.
However, to evaluate this, it is necessary to use performance assessment tools. Some of these tools are better suited to the level of managers, such as management by objectives, while others are aimed at assessing the performance of specific employees (“Performance appraisal methods,” 2020). The choice of a particular tool depends on the situation, as well as its effectiveness. However, among all others, 360-degree feedback can be considered one of the most effective. This method increases the employee’s awareness of the processes in the company. In addition, it practically eliminates the risk of evaluator bias since a massive number of people at different levels, from clients to managers, act as evaluators.
References
6 practical performance appraisal methods for the modern workforce (with examples) (2020). Kissflow. Web.
Ikram, L. (2021). Top 9 non-monetary incentives to motivate and retain your employees. Vantage Circle. Web.