[Dealer'S Outpatient] Do Not Understand The Award And Penalty Management Will Become A Mess

Quite a lot

In fact, the essence of the system is not complicated, its core is only two things: first, tell you what you can do.

Second, tell you what you can't do.

In order to ensure the effectiveness of the system, awards and punishes become a necessary means.

Therefore, a manager must be a master who is good at using prizes and punishes. On the contrary, if a leader who does not make good use of rewards and punishes, the team will be in a mess.

In practical work, there are the following ways of using rewards and punishments: first, heavy rewards and heavy penalties.

Two, heavy rewards and light penalties.

Three, no rewards.

Four, light rewards are not punished.

Five, light award and light punishment.

Six, no rewards or punishments.

Seven, rewards and punishments are equivalent.

Eight, heavy penalties and light prizes.

Nine, no penalty is awarded.

Let's take a look at it. What kind of method do you perform now? What's the effect? Which way do you think is more effective?

In order to answer the above questions, we must first clarify the purpose and purpose of the award and punishment: the role of awards and punishment is to encourage and warn, and its significance lies in rewarding one person, encouraging a group of people, punishing one person, and educating a group of people.

The purpose of award and punishment is not only to those who are punished but also to those who are not punished, so that some people can see their future fate from another person who has already been awarded a prize or punishment.

Knowing the purpose and purpose of the award and punishment, we will analyze the way of cash delivery again. In the dealer group, there are the following situations: first, cash in time.

Two, delay in cash.

Three, forget to cash in.

Four, timely reward and delay penalty.

Five, timely punishment and delaying awards.

Which of these ways is reasonable?

In fact, as we all know, "Shang Guixin and fines" are a basic principle in the process of executing rewards and punishments.

That is to say, every reward is worth saying, and every punishment must be done.

Only by rewarding and punting clearly and timely cashing can we achieve the desired effect and play a positive role.

Otherwise, it will be counterproductive.

To use a proverb is to say, "rewarding praise is not the next day, and retaliate for the rest of the night", because although rewards and punishes are carried out within the scope of visible, audible and touching, they can be pmitted in places that can not be seen, heard or touched, and can exert tremendous influence.

Leaders always want employees to comply with regulations and be proactive, but have we ever thought about the conditions under which people will comply with regulations and take the initiative? Scientific practice has found that people's actions come from motivation, motivation is the driving force of behavior, and people only take the initiative to do things that are beneficial to themselves.

That is to say, if you want to finish your work well through others, you have to make him feel that he is not working for you, but doing something that is of great interest to him after completion.

"There is always a brave reward," and "money can make a ghost". All these things tell us the relationship between human motivation and behavior. Behavior is motivated. If he wants to do it, management will become simple and easy.

Conclusion: for

About the author: Liu Hanlong, a strategic management consultant of many famous enterprises in shoes and clothing industry, and a marketing expert in the clothing industry, are known as "