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This approach helps to minimize emotional stress, as would be the case if the evaluation were carried out by the developers of this system themselves. In addition, third-party specialists will objectively point out problematic issues and offer optimal ways to solve them. But it is still better not to change the structure of the personnel motivation system fundamentally, but, if possible, simply modify it, refining some specific gaps taking into account the new recommendations.

Then the costs of the changes made can be reduced to a skype database and still count on a successful outcome. Mistakes in using the personnel motivation system Complete lack of staff motivation You shouldn't expect results relying only on the professionalism of your employees. The heads of some companies believe that a high level of qualification of subordinates is the key to a successful business. However, it is also necessary to take into account the employees' desire to work to the required degree.

If this is extremely low, you should think about introducing a system of motivation and incentives for personnel. Motivate only with money Rarely does an employee go to work with pleasure if his salary is, to put it mildly, low. However, even a good salary is far from a panacea and does not guarantee the employee's sincere interest in performing his duties. We can consider this situation using the example of workers with a stable salary: if they are paid a bonus in addition to the fixed amount as gratitude for the achieved result.