I suggest that you link the matter of motivating employees with grades with corporate culture, and combine your characteristics to design some badges, brooches, tooling or workstations that can identify grades at a glance. Think about it, Weibo Big V, rank and police rank, and game VIP are all eye-catching signs, and some of them have designed special dynamic effects. Players like to buy skins in the game. In addition to the improvement of combat power brought by skin, there is also a very important reason that they enjoy the happiness of special skin to distinguish them from ordinary players.
The best way is to establish a dual-track system to distinguish grades and positions like Ali. The number of management positions is limited, which is used to motivate a few people who are particularly outstanding, suitable for management roles and able to take on greater responsibilities; The promotion of the level can effectively motivate everyone, especially some technical posts.
Don't wait too long to stifle employees' expectations of "promotion". A skill position can be subdivided into multiple levels to shorten the promotion time. For example, in our company, sales positions are divided into four grades, with 18 grade. 1-6 is primary, 7- 12 is intermediate, 13- 15 is advanced, and 16- 18 is chief.
Make a "career ladder" map of the promotion conditions and estimated time of each level (calculate an average value according to previous cases, and indicate that this is the calculation result based on "big data", not the necessary time), and put it on the company's official website and blog, or directly post it on the wall. When employees see where they are, they can clearly calculate the promotion space. With goals and hopes, they will generate motivation.
We must weaken the influence of "seniority" in promotion evaluation. Working hours are an indicator of promotion, but they are not necessary. It is necessary to proceed from the characteristics of each post, combined with the proportion of knowledge, skills, attitude and promotion requirements. Just like the game, we all like to "blame more and upgrade early" rather than "wait for the upgrade".
Encourage employees to change jobs and receive multi-job skills training. Sometimes, employees may just be in a period of job burnout, or just begin to plan their career. After having a certain degree in a post, they hope to get in touch with fresher business and hone more skills. The company should not only disclose the positions and conditions that can be transferred regularly, so that employees have more opportunities to participate, but also make it clear that the transfer will not affect the salary and level at the same time, so as to avoid employees' sense of instability.
If you have some employees with excellent business skills, that is, the career goal is to be promoted to management positions, you can let the data speak for themselves. For example, employees must pass the team role test before they are promoted to management positions. Because of different personalities, people will have different behavior styles and play different roles in the organization. Dr. Berbin is divided into three categories: management, execution and thinking. Through the test of 10 minutes, you can quickly know whether a person is suitable for management, which is also to help employees realize their role positioning.
However, whether it is appropriate or not, most employees may have a "leadership dream", thinking that promotion to management positions and taking care of their own teams are the greatest recognition of their abilities. From the perspective of satisfying their wishes, I suggest that you relax the registration conditions for training reserve cadres, and at the same time ensure that the later training is "strict" and training is carried out in stages. 90% of the applicants in the first stage can participate, and the training in the future will be more difficult. For example, how to "coach" the training of reserve supervisors; How to "break down objectives" in reserve manager training: how to allocate resources in reserve director training. After passing the training, a probation period of 6- 12 months will be set, and only after passing the training can you become a full member. This pyramid climbing method seems to increase the difficulty of training, but in fact, it helps every employee who wants to be a team leader to break down the "leadership dream" into small goals, and some employees will gradually realize that "I am not suitable to be a leader", thus turning their attention to the promotion of the level.