2023 is a year of great challenge. The global economy is slow, and companies are facing tough decisions. This slowdown has multi-faceted impacts on HR and the people we work with. These could range from improving staff morale and employee retention to coping with turbulent changes to managing lay-offs and staff productivity. However, in these difficult times, motivating our employees is more important than ever.
2023年是一个巨大挑战的年份。全球经济增长缓慢，各家企业面临艰难抉择。这一增长放缓对我们的人力资源和合作伙伴产生了多方面的影响。这些影响涵盖了提高员工士气和员工保留率，应对动荡的变革以及管理裁员和员工生产力等方面。然而，在这些困难时刻，激励我们的员工比以往任何时候都更为重要。
Motivated employees are more productive, engaged, and likely to stay with our company.They are also more likely to develop new ideas and solutions to problems. How can companies ensure their employees are motivated, engaged, and productive in such a challenging and uncertain environment? How can they retain their top talent and attract new ones? How can they create a culture of excellence and innovation that drives long-term performance?
受激发的员工能够提高他们的生产力、参与度，并且更有可能留在我们的企业。他们也更有可能提出新的想法和解决问题的方案。在这样一个具有挑战性和不确定性的环境中，企业如何确保员工在工作中保持积极性、参与度和生产力？他们如何留住顶级人才并吸引新的人才？他们如何打造一个推动长期绩效的卓越创新文化？
The answer lies in measuring and improving their organizational motivation levels.
答案就在于衡量和提高组织的激励水平。
What are organizational motivation levels?
何谓组织的激励水平?
Organizational motivation levels are the degree to which employees feel driven, passionate, resilient, and committed to their work and organization. They are not just about individual satisfaction or happiness but about the collective energy and alignment that affect organizational performance.
组织的激励水平是指员工对工作和组织的驱动、热情、坚韧和承诺的程度。它不仅仅关乎个人的满意度或幸福感，而是关乎整个组织的能量和协调，对组织绩效产生影响。
Organizational motivation levels define goal-setting, effective communication and execution, seamless collaboration, and foster a culture of creativity and learning.
组织的激励水平通过领导力、目标设定、协调和创新等四个关键因素来决定。这些因素决定了一个组织能否明确并激励人心的目标，有效沟通和执行这些目标，促进团队和职能之间的协作，并培养一种充满创造力和学习的文化。
Why measure organizational motivation levels
为什么要衡量组织的激励水平?
Measuring organizational motivation levels is the first step to improving them. Companies can use a rigorous and data-driven approach, such as the Motivation Questionnaire (MQ) (http://www.motivation-questionnaire.com/) , to assess their employees’ motivation levels and compare them with benchmarks and best practices.
衡量组织的激励水平是改善水平的第一步。企业可以采用一种严谨和数据驱动的方法，比如使用激励问卷 (MQ) (http://www.motivation-questionnaire.com/)，评估员工的激励水平，并将其与基准和最佳实践进行比较。
The MQ also helps companies identify their employees’ motivational drivers, which are the factors that motivate them to perform at their best. Employees have different motivational drivers depending on their personalities, values, and preferences.
MQ 还可以帮助企业识别员工的激励驱动因素，即激励员工充分发挥其最佳表现的因素。不同的员工根据其个性、价值观和偏好具有不同的激励驱动因素。
Companies can also track their progress by measuring organizational motivation levels and adjusting their actions accordingly. They can also link organizational motivation levels to business outcomes and quantify the impact of their interventions.
通过衡量组织的激励水平，企业还可以随时间跟踪自己的进展并相应调整行动。他们还可以将组织的激励水平与业务结果联系起来，量化其干预措施的影响。
How to improve organizational motivation levels?
如何提高组织的激励水平?
Improving organizational motivation requires a holistic and systematic approach involving senior leaders, managers, and employees at all levels. It also requires a clear vision, a strong commitment, and a sustained effort.
提高组织的激励水平需要一种全面而系统的方法，涉及高级领导者、经理和各个层级的员工。这还需要明确的愿景、坚定的承诺和持续的努力。
Some of the critical steps to improve organizational motivation levels are:
改善组织的激励水平的一些关键步骤包括：
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Set aspirational goals. Define what success looks like for your organization and communicate it clearly and consistently to all stakeholders.
设定雄心勃勃的目标：明确定义对于组织而言成功的标准，并向所有利益相关者明确而一致地传达。
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Assess your current state. Use the MQ or other tools to measure your employees’ motivation levels and compare them with your goals and benchmarks.
评估现状：使用激励问卷或其他工具评估员工的激励水平，并将其与目标和基准进行比较。
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Identify your gaps and priorities. Analyze your MQ results and identify the most critical issues and opportunities for improvement.
确定差距和优先事项：分析MQ问卷的结果，确定最关键的问题和改进机会。
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Design your interventions. Based on your employees’ motivational drivers, select the best practices and actions that will address your gaps and priorities. Engage with employees who are at risk of leaving your company.
设计干预措施：基于员工的激励驱动因素，选择能够解决问题和优先事项的最佳实践和行动。与有可能离职的员工进行沟通。
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Implement your interventions. Mobilize your resources and execute your interventions with rigor and discipline.
实施干预措施：调动资源，以严谨和纪律的方式执行干预措施。
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Monitor your progress. Track your results and impact using the MQ or other metrics and adjust your interventions as needed.
监督进展：使用MQ问卷或其他指标跟踪结果和影响，并根据需要调整干预措施。
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Celebrate your achievements. Recognize and reward your successes and learn from your failures.
庆祝成就：认可和奖励成功，并从失败中汲取教训。
2023 is a challenging year for companies and their employees. We are conducting a nationwide survey on Organization Motivation Index, and we'd like to invite you to participate. Through a 15-minute survey, you shall discover your employees' key motivators. You can compare the results with the country average and identify ways to motivate employees without using material rewards. We are giving free surveys to 15 participating companies. Our consultants shall assist with interpreting the reports and advise you accordingly. Complimentary reports and analysis only for the first 15 companies who sign up. Email info@directions-consulting.comor leave a WeChat message to sign up now!
2023年对于企业和员工来说是一个充满挑战的一年。我们正在全国范围内进行组织激励指数的调查，并邀请您参与。通过一份15分钟的调查问卷，您可以了解员工的主要激励因素。您可以将结果与全国平均水平进行比较，并找到在不使用物质奖励的情况下激励员工的方法。我们将免费提供调查问卷给15家参与的公司。我们的咨询顾问将协助解读报告并提供相应建议。仅限前15家报名的公司免费提供报告和分析。请发送电子邮件至 info@directions-consulting.com或微信留言。立即报名吧!
Click the below links to view some of our past events:
点击下面链接以观看我们过去的活动：
经典回顾
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销售谈判清单
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AI对教练的潜在影响
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如何通过团队教练克服领导力悖论
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向高管销售时你必须做的一件事
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如何发展团队协作，从而带来巨大成果
方相咨询
DIRECTIONS是一家致力于帮助企业通过员工获得更优绩效的专业商务管理咨询公司。 通过“评估、设计、实施和评估”这一个标准咨询流程，我们为众多客户提供了创新而有效的人力资源 & 销售管理解决方案,，从而帮助他们获得了更多价值。
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