如何激励那些只把工作当成养家糊口手段的员工？Motivate emploees treating job as a mean to earn bread由刀豆文库小编整理，希望给你工作、学习、生活带来方便，猜你可能喜欢“激励员工原则及手段”。
如何激励那些只把工作当成养家户口手段的员工？How to motivate employees who treat job only as a mean to earn bread and support family?
When we talked about motivation, we will find there is a specific group of employees who has no interest in / no intrinsic motivation to the job itself, to whom job is to gain a salary to survive, and whose priority is taking care of the family.It is a interesting topic for all the leaders and HR profeionals to think about how to motivate this specific group.当我们谈论激励时,我们会发现有一组特定的员工, 他们对工作本身没有兴趣，也就是说没有内在动机去工作,他们把工作当作是获得一个工资维持生存,他们的首要任务是照顾家人。如何激励这个特定的组，是一个有趣的话题，是值得所有领导位置的人和人力资源专业人士去思考的。
We need understand the common sense that People value different things and Everybody has point(s)of interests.For employees who has no interest in job itself, but only to gain salary to survive.Since his/her priority is taking care of the family, you could think about some “life-work balance” program, you can
我们需要理解的是,人们有不同的价值观，因此也有不同的利益点。员工对工作本身没有兴趣,只是为了获得工资生存。他/她的首要任务是照顾家人,对于这类人群，你可以考虑一些“生活-工作平衡”计划来激励他们,你可以
* organize a little cla so that moms and dads could bring their children to attend;organize some activities in the new year party like ask their kids and family members to attend, and on family day, organize some competitions for children, arrange some Taiji cla for their parents.Rent a cla room for those group to gather together when they want to connect the baba group in weekends.组织一些作为妈妈和爸爸的有子女员工可以带他们的孩子参加的活动;例如在新年晚会上组织一些活动请他们的孩子和家庭成员参加,在家庭日,组织一些儿童和家属参与的竞赛，为他们的父母安排一些太极课。在周末租一个房间方便那些想通过宝宝团交流育儿心得的员工。
* sit down with them and ask them questions, something like, I noticed you have been down lately, is there anything happen to you or your family? what can I do to help?Make them feel that they are important to the organization, and you are paying attention to them.You know, be creative about this, and your employees will appreciate your effort.花时间坐下来与他们交流,通过询问，关心他们问题,诸如,我注意到你最近情绪不高，沉闷,家里有什么事情发生吗？你或你的家人都好吗?有什么我可以帮忙的吗?让他们觉 1
得他们是团队重要的一部分,组织和你都在关注他们。你知道如何在这方面更有创造性的,你的员工会感激你的努力。
* Attend to employee's family activities, like attend the wedding ceremony, family members' funerals, support and approve their leaves to go home town to visit their family members.Visit their parents if you know they are in hospital.etc.参加员工的家庭活动,比如参加婚礼仪式、家庭成员的葬礼,支持和批准他们的探亲假，支持他们回家乡去探望他们的家庭成员,如果听说他们的父母生病住院了。等等。
* encourage him/her to think about how developing himself/herself(building new skills and knowledge)could allow him/her to increase him/her earning potential.Even someone in this situation should be thinking about their future career and personal development with the goal of increasing their income.If they aren't, you should find ways to remind them.鼓励他/她去思考如何发展中本人(构建新的技能和知识)可以让他/她来提高他/她未来的收入。对于这类对工作本身没有兴趣,只是为了获得工资生存。他/她的首要任务是照顾家人的人群，他们也需要考虑他们未来的职业和个人发展的目标来增加他们的收入。如果没有的话,你应该找到方法来提醒他们。
* Even if there is little room for climbing the ladder inside your company, you could try to increase productivity by having them thinkfrom the longer-term about their career and earnings and to poe some skills.即使在目前的公司内已经没有多少空间可以用来晋升,你可以尝试提高他们的生产力，让他们思考并学习一些他们认为的对他们的职业和收入有帮助的技能。
* If he/she colleagues are reaping rewards from working with more enthusiasm, you could try to make him/her more aware of that, and ensure he/she understands that he/she will get left behind unle she works with similar gusto.Though overall, you should always maintain a positive angle on the situation.如果他/她的同事正有更多的热情处理工作，并获得相应的奖金认可，你可以尝试使他/她意识到,并确保他/她明白如果他/她还按照他/她自己这样的个人嗜好工作的话，他/她会落下。总的来说,你应该总是保持从一个积极的角度来看待这种情况。
* you could try imagining yourself as a careers adviser and mentor, as their job is to understand potential in people and unlock it.你可以试着想象，把你自己想想成一位职业顾问和导师,因为职业顾问和导师他们的工
作是了解人的潜在能力,并且帮助释放这种潜能。
* let them know there is increasing competition in the job market but also many opportunities for well developed and highly motivated people, so you can show him/her that he/she has a bright future with high earnings potential if she keeps motivated in she job.If he/she doesn't, he/she may be putting his/her family responsibilities in jeopardy.让他们知道,在竞争日益激烈的就业市场，许多好的机会是只眷顾那些为机会精心准备和高度自我激励的人,所以你可以指明，他/她是有一个光明的未来，如果他/她一直能充满激情且投入到工作中。反之，如果他/她不这样做,他/她将可能会把他/她期望的养家糊口的完成家庭责任的目的搞得岌岌可危。
* an annual or twice-yearly performance review would be a good opportunity to discu his/her goals and his/her potential and his/her future plans with your aim of kick starting his/her motivation.Maybe he/she doesn't realize his/her own potential.一个年度一次或每年两次的绩效考核会是一个很好的机会讨论他/她的目标，讨论他/她潜在的能力，讨论他/她的未来计划与你的目标如何匹配，开始激发他/她。也许他/她并没有意识到他/她自己的潜力。
The purpose of motivation is for retention.There are 2 kinds of employee loyalty and devotion.激励的目的还是人才保留。员工的忠诚和奉献精神有2种。
1.The first type is the employee stays with the company and contributes to his/ her best ability, EVEN WHEN there are other better offers(pay package, benefits, work environment, career path)elsewhere.第一种类型的员工，是那些在公司任职时，与公司共同努力，并通过努力表现他/她最好的能力,即使外部有其他能提供更好的(薪酬、福利、工作环境、职业道路)的机会。
2.The second type is the employee stays with the company because the company pays inflated salaries, benefits and welfare that they employee will not be able to find another job paying as much with his/ her current level of skill-sets.第二种类型的员工，虽然在公司任职，是因为该公司支付过高的薪水和员工的福利,他们不可能找到另一份可以支付他们尽可能多的与他/她的当前水平的技能相当的工作。
Hence when we look at employee retention, we have to think about are we retaining the services of our best employees even when they could have gone somewhere else with a better package,or are we retaining people who stays because they couldn't find any other jobs that pays the same？
因此，当我们考虑员工保留时,我们不得不考虑，是留住那些最好的员工,即使他们可能已经在其他地方有更好的机会,还是我们留住那些愿意留在公司,留下来的原因是他们在其他地方，很难找到能支付相同待遇水平的其他工作的员工。
Summarize by Annie Li Jan 13,2013 in Tianjin
