员工激励需要体现公司的文化价值观。无论员工处于哪一层级，在解决了温饱问题之后，都希望被尊重，被认可。而80、90后的员工，哪怕温饱问题还没有解决，也照样希望被尊重被认可。激励需要言行一致，需要知行合一。换位思考一下，员工不是任人呼来喝去的机器，他们有血有肉有灵魂，对管理层的种种做法，他们看在眼里，记在心里。之所以暂时没有离开公司，或许只是没有找到更合适的下家，而不是因为管理层的魅力。

Employee motivation needs to reflect the company's cultural values. No matter what level employees are at, they want to be respected and recognized after solving the problem of food and clothing. Even if the problem of food and clothing has not been solved, the post-80s and post-90s still hope to be respected and recognized. Motivation needs consistency of words and deeds, and unity of knowledge and practice. If you think about it from another perspective, employees are not machines that allow people to shout and shout. They have flesh and blood and soul. They see and keep in mind all kinds of practices of the management. The reason why I didn't leave the company for the time being may be that I didn't find a more suitable subordinate, not because of the charm of the management.

在设计具体的激励方案之前，我们要清楚几个问题：激励员工的目的是什么？员工希望得到怎样的激励？怎样激励才是有用的？

Before designing a specific incentive plan, we should be clear about several questions: what is the purpose of motivating employees? What kind of motivation do employees want? How is motivation useful?

激励员工的目的是什么？归根结底，激励是希望员工更加卖力的工作，能够给公司带来更多的价值。如果每个员工都是在自动自发，拼命工作，那公司还用得着激励么？或许也需要，只是激励的方法需要与时俱进。

What is the purpose of motivating employees? In the final analysis, motivation is to hope that employees can work harder and bring more value to the company. If every employee is working hard and spontaneously, does the company still need motivation? Maybe, but the method of motivation needs to keep pace with the times.

有的公司激励方案精美细致，各种宣传花里胡哨，但是员工却一点兴趣也没有，为什么？员工当然希望有更多的物质激励，谁也不会嫌福利太多，奖金太高，但是不同的公司，不同的阶段，不同层级的员工，其实可以灵活机动的调整激励方案，但关键的是，需要得到员工的认同，把钱花在刀刃上。有的时候，一次真诚的表彰，一张简单的奖状，更能让员工发自内心的感动。

Some companies' incentive plans are exquisite and meticulous, and all kinds of publicity are fancy, but the employees have no interest at all. Why? Of course, employees hope to have more material incentives. No one will think that there are too many benefits and too high bonus. However, employees in different companies, at different stages and at different levels can flexibly adjust the incentive plan. But the key is to get the recognition of employees and spend money on the edge of the knife. Sometimes, a sincere commendation, a simple certificate, more can let the employee from the heart moved.

在不少公司里，很多人都认为员工激励是人力资源部的事情，只要HR设计一些福利，多发一些奖金，激励就算非常到位了。激励员工的对立面就是打击员工，很多时候，员工对正面激励非常在意，对负面打击也同样在意，君不见，人力资源在这边不断推出激励方案，业务领导却在那边不断打击员工，让几个月的辛苦激励，瞬间付诸流水。

In many companies, many people think that employee motivation is a matter of the human resources department. As long as HR designs some benefits and pays more bonus, the motivation will be in place. The opposite of motivating employees is to attack employees. Most of the time, employees are very concerned about positive incentives, and they are also concerned about negative ones. You can't see that human resources continue to launch incentive schemes here, while business leaders continue to attack employees there, which makes the hard work of several months go down in an instant.

激励，是一项需要全体管理层参与的系统工程，每一个管理者都应该认识到激励的重要性。比起高高在上的领导，员工更在意的，是和他朝夕相处的团队，是和他荣辱与共的直线主管。激励，可以随时随地，可以春风化雨，润物无声。

Incentive is a systematic project that requires the participation of all management. Every manager should realize the importance of incentive. Compared with the superior leader, the employee is more concerned about the team he gets along with day and night and the line supervisor who shares weal and woe with him. Incentive, can be anytime, anywhere, can be the spring breeze, moisten things silent.

员工激励，与其说是人力资源管理中的重要一步，不如说是企业经营管理中的关键一环。

Employee motivation is not so much an important step in human resource management as a key link in enterprise management.

无论在工业时代， 还是在互联网时代，企业激励的对象都是我们的员工，都是大写的人。激励是能体现公司价值观和领导力的一门艺术，需要全体管理层相互支持，从大处着眼，从小处着手。

No matter in the industrial age or in the Internet age, the object of enterprise incentive is our employees, all capital people. Motivation is an art that can reflect the company's values and leadership. It needs the mutual support of all the management, focusing on the big and starting from the small.