The purpose and types of incentives for employees of the company. How does rewarding employees affect labor discipline

If you ask employees what motivates them the most, most of them will probably answer - "money". This is understandable, we know for ourselves. But it's not that simple, and modern man money alone is no longer enough as an assessment of his talents and abilities. Managers, in turn, also experience discomfort in this situation: it seems that the salary is paid properly, as it should be, but on the other hand, I want to make it so that without money, and a person’s wings suddenly grow behind his back. How to encourage employees without money, and are there ways to do it right away, and for all occasions?

Although, we will not consider all cases in this article, but we will take our life at work from the 1st to the 30th of each month. Now imagine that month after month, year after year, we go to work only because it is necessary. Even those people who know how to motivate themselves on their own experience various periods of ups and downs in their professional activity. What to say about those for whom the recognition of his merits and results, or support at the right time, is a physiological need? Well, someone can’t charge on their own, you definitely need an external battery))

Non-material motivation

Non-material motivation acts as such a recharge, it is it that involves encouraging, rewarding and stimulating employees in a non-monetary form of reward. Essentially, this motivation serves a dual purpose: it attracts so many people and stimulates them to improve the quality and productivity of work, and provides a very important thing - recognition, which is becoming increasingly important.

To be quite frank, at the time Soviet power, this form of motivation played almost a key role. Then, the years of perestroika, and a complete failure, it seemed that passing flags, cups, vouchers to a sanatorium, etc., went into the irrevocable past. But today we try to take the best that works effectively and is the engine of successful human performance. Why not?

I assume that many of the readers, one way or another, apply various ways mutual motivation in order to work in a team was interesting. I will write what methods I know about, and in the comments you can describe your experience.

personal communication

I once read a book about the founder of Amway, Rich de Vos, and was delighted to learn about how he manages the employees of his company. After he entered the building of his company, in the office, at his workplace, he could appear in about an hour. All this time he was walking, and on the way to his office, he greeted his employees, stopped, asked how they were doing, if everything was fine with them. He knew many of them by name, and not only them, but also their relatives. People remember that he helped them more than once in difficult life situations when help was needed for members of their families. It is remembered that he helped one employee to deliver his sick wife to the hospital by helicopter.

This is very good way- personal communication. Try it, talk to your people, gentlemen leaders. Or at least ask how they are doing? Be involved not only managers, but also employees who are often callous to their superiors. I know it's not for nothing. But the feeling of comfort in the soul cannot be bought for any money, it can only be acquired through regular personal communication, gradually building a strong spiritual connection with each other at the level of common thinking.

Look for the good and praise

It is very easy to see mistakes, shortcomings, blunders ... They just climb into the eyes. But take it, and try to find only the good. What did this person, who somehow lost his activity, and his mood is not what he needed, did the right thing today? Difficult task. Did you find it? Now take and praise. Do not delay praise, but praise immediately. in plain language, and not face to face, but so that others can hear. You can even shake his hand, pat on the shoulder. Explain how important this is to the company and ask him to keep up the good work.

Don't believe it works? Check it out for yourself and then let me know. And we will continue to learn how to encourage employees without money.

Work is the center of profit. So, in the case of successful work, a large profit is beneficial to all participants in the process. To make work interesting, you need to maintain a spark of enthusiasm and inspiration, and try to make it an inexhaustible source of energy. There are good ways:

Competitive spirit

Introduce the spirit of competition into your enterprise or production. I think that even with a modest budget, there will be a little money for a piece of drawing paper and a couple of bright markers. Depending on the type of activity that you are engaged in, on this sheet you can fix best performance. In my case, these were sales volumes and the number of contracts concluded. Someone may mark the cakes produced in pieces or kilograms, or the time spent on the production of one part. It is useful to add a pinch of inspiring morning parting words and wishes for a good working day to this card, and consider that the spirit of competition has already taken root in your work team. Such a panel, placed in front of everyone, will be an “irritating” source, motivating to achieve a better result.

Hall of Fame

On it, of course, photos of the best employees should be placed. As a rule, a rare and irregular update becomes a demotivating factor.

Education

At the expense of the company. On the one hand, this can result in financial costs on the part of the company, and on the other hand, you can always work with barter partners and get mutual benefit from cooperation. Since many now understand that only through training can one improve their skills, most employees will treat training as an encouragement that still needs to be earned.

Attributes - Symbols

If your company has many departments, then competitions can be arranged between them. Challenge flag, cup, honorary plaques - will symbolize the victory of the best and encourage others to become the best in next month. Now many companies in social networks have their own pages. Mark the best employees, give an opportunity to learn about them outside your company. Public Achievement the best employee will positively affect the image of your company in social networks. Invite community members to participate in the evaluation of the results and select the best employee.

We will deliver for free!

If you have a company car, then the best employee can be rewarded with free delivery to or from work at the expense of the company. A week, half a month, a month - you can choose these options in accordance with your capabilities.

Work when you want!

Flexible working hours - what could be better? If the employee is recognized as the best according to the results of the work, reward him with the opportunity to work with flexible hours, and let him do the work at his convenient time. You will see how his colleagues' eyes light up. I’ll tell you a secret that you don’t need to be afraid that an employee will stop working. The plan must be carried out this month as well! And the fact that he will come an hour later and leave an hour early is not important, and should not spoil the indicators of the month. Any of us would love this award.

Only the best - for free

Free lunches, free vouchers (tourist and sanatorium), certificates for the purchase of goods and services can also be a way of non-monetary motivation. Barter is what can provide you with this form of rewarding your employees if you are ready to appreciate their contribution to the development of the company.

Additional day off

Employees can be rewarded with a day off, or additional days for vacation. This is a good reward, but it must be applied carefully so as not to damage the overall performance.

Great way, don't you think? And you will agree that you can come up with a lot of variations on this theme. It remains to connect initiative, imagination and creativity, and uniting the people will no longer be as difficult as it seemed before.

The only problem that I see and know is that, as a rule, companies do not have a special position of an entertainer. And all the worries about creating an incentive system fall on the shoulders of the immediate supervisors, who, as a rule, perform the duties of several more employees in one person. And they, the poor ones, can’t break in any way to provide regular incentives for their employees.

It only at first glance seems that everything is not difficult. But in fact, if anyone does not know, then in order to build a beautiful table with your own hands, even with the help of a computer, you need to spend more than one hour of working time. The same applies to other types of non-monetary motivation.

What to choose and what to do?

Therefore, to choose and decide, of course, you, dear leaders. Based on my practical experience, I can say that, understanding the importance and effectiveness of encouraging my employees, I spent a little more time ensuring the functionality of the motivation system than allotted in the working day, but the result was overall cohesion, directed actions of the team to achieve result, and a competitive spirit that has maintained a sporting and healthy competitive spirit for quite some time.

It is no secret that labor discipline contains two hypostases: a stick and a carrot - methods of punishment and encouragement. employee incentives - main part personnel policy of the company. We will tell you how you can thank your employee for a decent job and whether you need to draw up any documents for this.

How to reward an employee

The availability of benefits, bonuses, incentives depends only on how well the employer is doing. But even if you can barely make ends meet, try to reward your employees for their work. Even if not in monetary terms: even public praise can become nice bonus to the salary.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work. Usually an employee is encouraged publicly: at a general meeting, planning meeting or during a corporate party. You can thank an employee for good work both financially, with the help of a bonus or a box of chocolates, and intangibly, expressing gratitude for the work or telling the rest of the team about the person’s contribution to the development of the company. But moral forms of encouragement are practically not used, since they are considered ineffective.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work.

Reward types:

1. Gratitude.
2. Certificate of honor.
3. "Diploma of the best specialist."
4. Prize.
5. Gift or present.

According to Art. 191 of the Labor Code of the Russian Federation, the collective labor agreement also defines other types of incentives for employees. Some employees may also receive a state award.

Features of employee incentives

However, there are some nuances regarding the mechanism for encouraging staff.

First you need to create an order to encourage an employee in the form T-11, where the type of gratitude must be indicated. In order for the order to have legal force, you need to enter the details of the company and employee. Also, the position of the employee, the length of his work in the company, the assessment of production activities, as well as the motive, basis and type of encouragement are entered in the order.

The order must be signed by the director and chief accountant. Based on this document, the accountant draws up a statement in which the amount of monetary compensation is indicated. The employee must be familiarized with the order, he must also sign it. Encouragement of an employee must be entered into his personal file and work book.

The order must be signed by the director and chief accountant.

Proper use of the carrot and stick method, and in our case, just the carrot, will allow you to significantly increase the performance of your staff. Those entrepreneurs who take into account the contribution of each employee to the common cause become successful.

Learn how to reward employees the right way. Our experts shared the secrets of motivating employees. Following the advice, you will learn how to manage the effectiveness of the team without causing discontent. Use the template for the award letter.

From the article you will learn:

★ Regulations on staff bonuses

What is employee incentives

The law provides for the employer's right to single out the merits of the best specialists, and for employees to receive both moral and material rewards. This is stated in Art. 191 of the Labor Code of the Russian Federation.

But the law does not fix clear criteria by which merit is assessed. Because of this, a lot of disputes and conflicts arise in practice. The manager sets the parameters independently, based on the performance of the best specialists, industry standards, and other factors.

Essentially, rewarding employees official recognition results of excellent performance. In order to receive remuneration, an employee is obliged to perform labor functions in accordance with the job description, qualification requirements, and other standards.

Industry legislation also provides for a number of requirements for employees of certain professions. Moral and financial incentive employees is possible if the specialist shows initiative, innovation, ensures the safety of the organization's property, works long and flawlessly.

Note! At the legislative level, it is not forbidden to prescribe several types of incentives for one employee - a bonus and gratitude. At the same time, incentive measures for employees can be applied even in relation to persons who have a disciplinary sanction.

The Importance of Rewards and Disciplinary Actions

Various types of rewards and disciplinary actions help maintain discipline. They have a greater psychological impact on a person than the cry of a boss. If you start using the “carrot and stick” wisely, you will notice that employees are more involved in the work process, they are less late and try to be the best among their colleagues.

Use case " ". Experts of the magazine "HR Director" will give practical advice.

note! If the frequency and reasons for encouraging employees are not controlled by the inspection bodies, problems will arise with dishonest application of punishments if the employee turns to the labor inspectorate. The experts of System Kadry told on disciplinary actions , the order in which they are used. By following the advice, you will avoid difficulties with colleagues and the law.

The universal recognition of the merits of one person launches an educational chain. Always say what the employee did, why you decided to single out his merits. Others must clearly understand what to strive for in order to receive an award or diploma. Clearly state the types of incentives for employees for work in Regulations on bonuses or a collective agreement, indicate the parameters under which remuneration is due.

Regulations on bonuses

Types of employee incentives

The law does not divide the types of incentives for employees into moral and material ones, but in practice this is exactly what happens. As a rule, to celebrate the merits of employees, managers:

• remove penalties ahead of schedule;
• included in the personnel reserve;
• assign titles;
• presented for state awards.

We recommend using not only standard forms of encouragement, but also non-standard . Experts from Sistema Kadra spoke about them in more detail.

Note! Incentives can be both one-time and regular, and the frequency of their payments is reflected in local documents. Most often, one-time bonuses are timed to coincide with specific dates, for example, the day the company was founded, the anniversary of an employee, etc., while periodic bonuses are given for the conscientious work of a specialist in a certain period of time. But do not forget, awards must be appointed deservedly.

Does the CFO only pay bonuses to favorites? ? Experts of the magazine "Director of Personnel" answer.

Cash incentives for employees are not always in the form of bonuses. It can be played by:

1. Additional rest days:
2. Wellness vouchers;
3. Personal allowances;
4. Interest-free loans;
5. Seminars, etc.

It is rational to send individual employees for training at the expense of the organization, to provide them with study leave and give bonuses.

Use the right incentives and disciplinary action. No edition orders, entering information in a personal file or labor is indispensable. But before preparing a document, consider whether merits or faults really need to be noted. Correcting a mistake in the future is difficult, and taking away awards is completely irrational, as this will cause obvious discontent on the part of a person.

An example of filling out an order to encourage an employee

Rule number 2. Don't Forget the Importance of Measures

Think about how much money a particular employee would be happy with. It is inappropriate to give awards that do not meet the expectations and needs of a particular individual. First, you are wasting your money. Secondly, instead of positive result achieve the exact opposite effect. If in this moment the company is not ready for material costs, get by with the presentation of diplomas and public recognition of merit. Experts of the magazine "Director of Personnel" will prompt

Example

Rule number 3. Use comprehensive measures to encourage employees

A monetary award is quickly forgotten if it is not supported by a letter or a letter. Express your recognition, mark merit. Personally give the employee a written encouragement, and do not entrust this matter to the secretary, otherwise it will lose its significance.

Personal card (fragment). Employee award

Rule number 4. Define the timing of the promotion

The team must know when to expect a bonus. For example, if the plan is exceeded this month, cash bonuses should be in the next. Set reasonable deadlines. Prize after six months motivates less than at the end of the reporting period.

Rule number 5. Celebrate not only strong employees

Employee incentives should be balanced. It is impossible to note the merits of only the strongest specialists of the department. Set several criteria by which you will evaluate the work of employees. If you see that a weak worker is working hard, but falls short of a colleague in terms of the norm, note his successes. In the future, he will work much more actively, he will have a strong incentive to be a leader.

The experts of "System Kadra" will prompt, how to develop reward metrics

Rule number 6. Reward employees in a festive atmosphere

If the material incentives for employees do not always need to be advertised, the presentation of certificates and letters of thanks should be held in public. When it is not possible to organize a corporate party, gather all employees and present diplomas to the best specialists. For many people, gratitude is the most important thing.

Develop an effective and understandable employee incentive system that is tied to specific indicators. Avoid awarding cash prizes or diplomas for dubious merits, otherwise the organization will incur unreasonable material costs, and the intensity of work will not increase.

The system of rewarding and punishing employees is an indispensable aspect of managing the work of an enterprise of any direction. Stimulation is considered an aspect of the development of the company, largely determines the productivity of the work process, sets the atmosphere in the shops and offices. HR professionals talk about general rules principles of rewarding employees. Using them, you can effectively stimulate the staff and make each employed as interested as possible in their work.

general information

Encouragement of employees of the Ministry of Internal Affairs, Department of Internal Affairs, employees of commercial companies, small private firms and large industrial complexes is a policy tool used to incentivize workflow. The merits of personnel who excel in something are officially recognized, this fact is recorded in internal documentation, and the person receives some bonus. Perhaps moral or material encouragement, some award - they can issue a prize or present a diploma, assign some honorary title, status, give an official paper confirming work achievements.

As a rule, the immediate supervisor sends to the address of higher officials a petition to reward an employee who has fulfilled all the standards of the work process or who has shown the best results. The promotion has as its main goal to make the company's workflow more efficient. Internal documentation adopted within the enterprise should clearly and in detail describe the incentive options, applicable methods. It is important that this is in accordance with current legislation. As a basis for compiling an internal document, you can use the list given in the Labor Code of our country (Article 191). Forming an exhaustive list of incentive options for a certain enterprise, one should study the different wordings of collective agreements, evaluate the nuances of the work schedule and explore other regulatory documentation.

Everything is official

Following the patterns adopted within the enterprise, the incentives for employees are issued by orders, which are signed by chief executive firms. These orders can assign only such incentive options that are noted in the regulations that subjugate the nuances of the company's work. If some order contains measures that are not included in this list, it is not possible to put it into practice, it is not possible to execute it. Sometimes the official encouragement is issued not by an order, but by an order, also signed by the main manager.

The manner in which, through what measures, the employees of the Department of Internal Affairs, the Ministry of Internal Affairs, public and private organizations, enterprises and institutions will be encouraged is an aspect of the responsibility of the employer. Exactly entity introduces a system of incentives, and also puts it into practice, executes it in a certain way, which is considered to be the most beneficial for the institution. The employee does not have the right to demand the application of incentives or rewards to him.

If a conflict arises related to employee incentive measures, it is not a labor dispute. The employer is not responsible for the implementation of such measures. Incentives are just an additional right.

How it works?

The employee incentive system at the enterprise is being implemented to stimulate the work of the staff. Maximum efficiency can be achieved if you remember the generally accepted rules. In particular, the most effective is the systematic application of incentives in such a way that each employed person understands that participation in this program is available to him. Each employee of the company should have a clear understanding of the results of his work, as well as the conditions under which incentives will be applied to him. As the practice of personnel management shows, the best results are brought not by individual measures, but by a well-coordinated complex.

It is reasonable to apply only such types of employee incentives that are significant for employees. You should choose measures that have prestige, as well as popular within a particular firm. In order for the implemented system to show the desired result, the priorities of the personnel should be taken into account. These data should be taken into account at the stage of formation of an incentive personnel policy.

Everything has its place

When issuing orders to encourage employees, formulating the features of the internal system and the nuances of its application, special attention should be paid to the most progressive methods and methods. The most reasonable and fair option is to use the following: the better the results, the greater the reward for them. It is important to adopt a system of measures understandable to employees and apply them transparently. For any method, the return should be in the short term or based on the average term, that is, the encouragement is paid for 1-4 weeks from the moment the person achieves success.

If you try to apply systematic incentives for employees of internal affairs bodies, commercial enterprises, government agencies, planning for long time periods, such measures are unlikely to show the desired result: they simply will not attract people. In order for the reward system to be effective, it is necessary not only to remember the reasonable waiting times and calculations of people, but also the desire of everyone to be awarded in front of the whole team. Encouragements should be open, and incentives should be announced to the team, so that everyone knows about the success of a colleague. This gives rise to prestige and status, which is an additional moral reward.

Efficiency

In order to encourage measures for employees of the internal affairs department, a trade or construction enterprise, public institution were the most effective, it is reasonable to remember about general principles formation of a stimulating system. It must clearly comply with the laws, be open and fair, also built according to the rule of reasonable proportion.

How about more details?

The legitimacy of incentives for employees (police, trading company, shop, library and any other institution) is based on the idea of ​​applying legal incentives. They become such if they are registered in internal documentation, measured quantitatively, qualitatively, and this is officially recorded. For each measure, it is necessary to immediately stipulate the terms and methods of application.

Publicity means the possibility of access to information about the incentive system for each employed person. Every person should be aware of colleagues who have been subjected to such measures. Glasnost by some specialists in personnel policy called openness. Both terms are equivalent in this application.

Fairness - the principle of applying measures to encourage employees of internal affairs bodies, commercial enterprises, budgetary institutions, assuming objectivity in accounting and analyzing the contribution of each employee. At the same time, they take into account what was the final result of the application of efforts by different employees, and isolate how overall result depends on each participant.

Important Aspects

Fair incentives for police officers, schools, shops, and any other places involve an independent individual assessment human work. Only in this way it is possible to reveal how great the contribution from the side of a single person is, what is the return.

Incentive measures should be not only material, but also moral, while being used in such a ratio that one can talk about the rationality of incentives. Each of the methods of encouragement has its own nuances, it is important and significant, it cannot be neglected. The greater the incentive applied, the greater the responsibility of the worker; in this aspect, there is Feedback.

Basis for the application of the reward system

The foundation of incentives is the results of the work process. A person can exemplarily cope with the duties assigned to him, be highly disciplined, fulfill all indicators in accordance with the plan and exceed it. The basis for the application of measures to encourage employees, for example, may be some proposal related to the introduction of innovations or the rationalization of the work process. True, it is important to assess how the implementation of the proposed really makes the work more efficient and better. It is important to analyze how the proposed approach will affect the organization of the workflow, production aspect, content and other business processes.

An employee can count on promotion, for example, working in a company long time, as well as regularly undergoing advanced training procedures, which affects the results of his work. It is reasonable to apply incentive programs to those who propose and implement projects that make it possible to make the service, the company's products better and more attractive to the client than the products of competitors.

General and special

Of the above reasons for encouraging employees, the first two can be called the most significant, general, while others are considered special and are implemented only at some enterprises. Stimulation in accordance with special grounds is possible only if the general ones are observed. So, no matter how good the employee is, no matter what projects he promotes, no matter how long he works in the company, if he does not observe discipline, no incentives can be applied to him.

To encourage a person, it is necessary that his merits be noticed by management. The employer can pay attention to them, but there is another option: the team or some employees can write a petition, paying attention to the success and merits of their colleague. The authorities receive the petition and decide on the application of the incentive, evaluating some special merit.

Varieties

Employee incentives can be implemented through a variety of measures. Any incentive can be attributed to the group of moral, associated with material goods or human rights. Each of the methods works well in certain conditions. Before putting thoughtful measures into practice, it is reasonable to predict what will give the best result, and what will be regarded by the staff as nothing more than a formality.

The simplest and most applicable type of employee incentives is financial. You can give an employee a bonus or give him a gift. Sometimes the most unusual and impressive incentives are applied. So, a rather atypical option is to give the most efficient employee a comfortable and modern chair at the end of the reporting period.

Legal encouragement is associated with discipline. So, if a person shows excellent performance, you can offer him a schedule that is more convenient for him personally - for example, start later than the others or work remotely, take an extra day off.

Moral encouragement of employees is a variety of options for honoring. You can issue diplomas, announce, for example, the best employee of the month, put his photo on the honor roll, and so on.

The full list of applied incentives is determined by the characteristics of a particular workplace. In the police department, you can issue a nominal weapon or assign a new one ahead of time rank, while in commercial enterprises material awards are more common.

Officiality: everything is fixed

For an incentive to be formally applied, the person's award must be documented. Internal regulations adopted at the enterprise should describe in detail how and in what order, in what order, incentive measures are applied. Thematic information is fixed in a collective agreement, regulations and rules adopted within the company. The documentation indicates what incentive methods are possible, under what conditions they are applied, what are the priorities for appointment, as well as the grounds for applying one or another incentive to an employee. When the decision to apply the promotion is made, a thematic order is formed. The basis for it can be a prepared presentation or appeal, a report memo by the immediate superior of the distinguished employee.

All documentation is sent to the chief executive officer of the company. In the accompanying papers, it is necessary to indicate in detail why the idea arose, why the use of the incentive is justified. It is necessary to list all the achievements of a person, to evaluate his activity in the framework of the work process. Such documentation is compiled for each employee individually. The applicant must indicate what kind of encouragement it is reasonable to apply in this case, in what form to implement it, what status to assign to a distinguished member of the team.

Design nuances

The submission of encouragement falls into the category of memos.

The sequence of registration of the process is determined by the bureaucratic nuances inherent in the enterprise, as well as the type of incentive chosen. In particular, if we are talking about a bonus or a gift, you must first obtain permission from the chief accountant, only then send the proposal for consideration to the director. Some companies require approval by the HR department, which checks information about the employee - this helps to eliminate erroneous rewards.

In fact, the design of the promotion is the responsibility of the employee of the personnel department. The representative of this service is the person on whose shoulders the task of transferring the note to the head of the enterprise is entrusted. Based on the results of coordination with a person higher in the internal hierarchy, the date of promotion is selected, the nuances of the procedure are discussed.

Good work is a good reward

If a person works in good faith, he can be rewarded for this by following the recommendations of Article 191 of the current legislation in the aspect of labor relations. It can be seen from the sections of this law that every person who works conscientiously, taking into account all the tasks assigned to him, subjectively has the right to receive some kind of encouragement once. True, you need to remember: the laws indicate the right of the employer, but not the obligation, therefore, in each individual case, everything remains at the discretion of the management. Only the employer decides whether to apply the incentive, and how to do it. If it was decided to apply a one-time incentive, the awarding actions should be coordinated with the trade union organization - this is required by the provisions of the article published under the 132nd number specified in the code of labor laws.

Strict adherence to official procedures makes it possible to exclude subjective decisions, and employees are rewarded reasonably, timely, and fairly. Perhaps a simple award or in combination with special measures. The basis for promotion due to the conscientious fulfillment of the obligations assigned to a person may be labor success or special merits associated with the work process.

What do the laws say?

The current legislation indicates: the payment for the work of an employee consists of two main articles - the main and motivational. The first is a reward set for the tasks performed, the second is a bonus. Basic payments must be paid without fail, strictly within the agreed time frame, if the employee fulfills the labor standards specified in the agreement concluded with him. Additional incentives are aimed at stimulating a person to achieve great success, to exceed the standards. The use of incentives can significantly increase the final amount that a person receives - it all depends on how significant the merits are.

It is reasonable to debug the work in such a way that the remuneration received by the staff corresponds to the achievements of individuals. Bonuses and allowances can effectively stimulate people, especially if they are used regularly. As a rule, bonuses are paid monthly. In a collective agreement, you can prescribe the payment of remuneration in the event of a holiday, a significant event in the history of the enterprise or the personal life of an employee. Justified bonuses will be only if the person really makes an important contribution to the work of the company. Data about various awards different types are allowed to be recorded in the work book. For this purpose, a specialized section is included in the document. Bonuses paid regularly are not supposed to be paid here.

Official Aspects

The nuances of the appointment of incentives are mentioned in the constitution in force in our country, as well as in codes, federal legislation and government decrees, presidential decrees. In addition, the government, represented by federal authorities, also adopts legal acts containing certain legal regulatory incentives for personnel. By far the largest volume useful information can be taken from Article 191 of the Labor Code, but other sources should not be neglected.

Internal documentation of a commercial institution, prescribing incentive rules, must be agreed with representatives of the trade union, employees of the company. If the act is drawn up and adopted without taking into account the opinions of the staff, employees can apply to the court to appeal it.

If bonuses are paid regularly, a special provision dedicated exclusively to incentives should be adopted, it is in it that the official procedure for the procedure, the documentation accompanying the process, as well as the rules for choosing the form and amount of encouragement, should be adopted.

Labor discipline implies not only a stick, but also a carrot. Moreover, sometimes these “carrots” are quite tempting for workers, and their attractiveness can be a significant incentive to improve not only discipline, but also labor productivity. However, as is often the case, the road is paved with good intentions you know where. How to competently organize the promotion of labor, so as not to cause conflicts and litigation with employees in the team, read the article.

Types of employee motivation

In the Labor Code of the Russian Federation, only one article is assigned to the norms of labor stimulation. In part 1 of Art. 191 of the Labor Code of the Russian Federation states that the employer can encourage employees who conscientiously perform labor obligations, in the following way:

- express gratitude

- to give out an award;

- reward with a valuable gift;

- to award an honorary diploma;

- to submit to the title of "Best in the profession."

This list is open. In other words, the employer has the right to establish other types of employee incentives for work. But for this they must be determined by a collective agreement or internal labor regulations, as well as charters and regulations on discipline. In addition, for special labor services to society and the state, employees can even be presented for state awards (part 2 of article 191 of the Labor Code of the Russian Federation).

Please note: if the local regulatory act defines a clear procedure for applying the incentive, indicating the indicators for which it is assigned, then the employer is obliged to reward the employee. For example, if the Regulations on the promotion of employees of the organization indicate that for the implementation of the production plan ahead of schedule the employee is thanked, the employer must do this. At the same time, we should not forget that other mandatory conditions must also be met for this.

For example, employers in internal documents often indicate that "... an employee who has a valid disciplinary sanction cannot be presented for promotion." This means that even if the required condition for which gratitude is declared is met, an employee who has an outstanding disciplinary sanction cannot be encouraged in this way.

Note.Labor legislation does not contain a ban on encouraging an employee who has a disciplinary sanction. Whether or not to include such a clause in a local regulation is at the discretion of the employer.

Gratitude, diploma, award, valuable gift... As you can see, an employer can reward an employee not only financially, but also morally. Moreover, the legislation does not restrict him in this right. Speaking of encouragement, the first thing that comes to mind is the award. Indeed, most often the management resorts to the material gratitude of the employee for his productive work and conscientious observance of discipline. Awards can be either one-time or recurring. One-time payments should be timed to coincide with some event or fact, for example, the anniversary of an employee or a round date of continuous work in this organization, or rely on the achievement of certain indicators in work. Regular bonuses can be monthly, quarterly, annual or based on the results of a specific work or project. Their size can be either fixed or calculated as a percentage of the salary or, say, the amount of work performed.

The employer can arrange competitions among employees and their children, put those who have distinguished themselves on the honor roll, present commemorative insignia, provide vouchers to sanatoriums or resorts, send employees for training, or choose any other of the many possible ways that seems appropriate to him, based, of course, , out of financial capacity.

Note.It is also important to keep in mind that management can decide to reward an employee without specific indicators, upon reaching which he will be rewarded.

No less important is the fact that the incentive is applied by the employer independently, i.e. he does not need to coordinate the motivation of employees with anyone - the trade union or other organizations. Moreover, the administration can apply to the employee not only one of the types of incentives established in the company, but several at the same time, as a rule, different - material and non-material nature. For example, a manager who exceeded the sales plan at the end of the year can not only express gratitude in the presence of the entire team with the presentation thank you letter but also pay a premium.

Adopt a local regulation

How to properly fix the norms and regulations on stimulating employees of the company? As noted above, the procedure for encouraging employees should be spelled out in detail in the collective agreement, agreement, local regulatory act (including the internal labor regulations). If we are talking about LNA, then this can be done:

- in a separate document devoted only to incentives, for example, in the Regulations on employee incentives (material incentives, incentives, etc.), which will regulate the issues of material and non-material incentives;

- in several local regulations, for example, highlight a section in the Regulation on remuneration for bonuses or adopt a separate Regulation on bonus payments to employees, as well as approve the Regulation on non-material incentives for employees.

Note.It must be borne in mind that the Regulation on bonuses (or the Regulation on remuneration) can be part of the collective agreement, as an application, in which case it will not be a local normative act, and therefore, the procedure for adopting it will be the same as at the collective agreement.

Here, employers should pay attention to two points. The first is as follows. In accordance with Part 1 of Art. 129 of the Labor Code of the Russian Federation, any incentive payments (surcharges, allowances, bonuses, etc.) are part of wages. According to Part 1 of Art. 135 of the Labor Code of the Russian Federation, wages are established employment contract in accordance with the current remuneration systems of the given employer. In addition, any local regulations containing wage rates must be approved taking into account the opinion of the representative body of workers (part 4 of article 135 of the Labor Code of the Russian Federation). But the administration can approve the Provision on encouragement independently, without coordination with the trade union. Moreover, as a measure of encouragement, it may indicate the awarding of a valuable gift or any other material incentive, unless, of course, there is not a word about the award in it. If bonuses are mentioned in the text, then consideration of the opinion of the representative body of workers is necessary.

Note.Previously, the labor legislation had a clear gradation of bonuses included in the remuneration system (periodically paid) and incentives. The first were fixed in Art. 144 of the Labor Code of the Russian Federation (before amending federal law dated 30.06.2006 N 90-FZ "On amendments to Labor Code of the Russian Federation, the recognition of certain normative legal acts of the USSR as invalid on the territory of the Russian Federation and invalidated certain legislative acts (provisions of legislative acts) of the Russian Federation). They were of a stimulating nature, that is, they were paid so that the employee was motivated for successful work. The second was fixed in Art. 191 of the Labor Code of the Russian Federation. They were of an encouraging nature and were issued one-time, and not in order to stimulate further productive work, but simply as gratitude. Now these concepts are confused. In the new edition, incentive payments have become a kind of stimulus.

The second is that, as we noted above, in accordance with Art. 191 of the Labor Code of the Russian Federation, other types of incentives not specified in the Labor Code of the Russian Federation may be determined by a collective agreement or internal labor regulations, as well as charters and regulations on discipline. Accordingly, you must establish them in the documents mentioned above, and specify the rules in local regulations.

Regardless of where the employer decides to prescribe the rules for encouraging employees, it is advisable to regulate in detail the conditions, procedure, criteria and other important issues. Consider which sections and subsections such a document should contain and how to formulate individual provisions.

General provisions

Firstly, in the local regulatory act regulating motivation in the organization, one should provide for general provisions(goals, objectives, principles), grounds for appointment, as well as types of incentive measures. It is clear that incentives should be applied fairly and publicly, for personal merits and achievements, which should be written about.

If we are talking about the types of incentives, then in the Regulations on the encouragement of employees, they need to be listed. An example can be seen in Example 1.

Example 1. Excerpt from the Regulations on the encouragement of employees of Uyutnaya Hut LLC

1. Types of promotion

2.1. The following types of non-material incentives are used in the Organization:

- declaration of gratitude;

- awarding an honorary diploma;

— entry on the Board of Honor (in accordance with clause 2.4 of the Internal Labor Regulations of Uyutnaya Hut LLC).

2.2. The following types of material incentives are used in the Organization:

- issuance of a one-time bonus;

- rewarding with a valuable gift.

Order of submission for promotion

Secondly, it is advisable to describe the procedure for presenting an employee for promotion in a local regulatory act. In particular, it should be indicated whether there is a submission procedure; who represents the employee for promotion; what information should be contained in the relevant document; who decides on the application of incentive measures; in what time the submission is considered; what is the frequency of presentation of incentives in relation to the employee.

In particular, the regulation on bonuses can include the norm, which is presented in Example 2.

Example 2

1. The procedure for presenting an Employee of the Organization for promotion

3.1. The submission on the promotion of the established form (Appendix N 1) is made by the head of the structural unit of the Organization no more than one month and no less than three weeks before the end of the next quarter.

3.2. The submission reflects the desired type of promotion and the reasons for its award. If the incentive is of a material nature, it must be endorsed by the chief accountant of the Organization. If the incentive is intangible, it must be endorsed by the head of the Organization's Human Resources Department.

3.3. In case of refusal to approve the submission, the chief accountant of the Organization or the head of the personnel department of the Organization must draw up a reasoned opinion in which to explain the disagreement with the submission, which is attached to the submission and transferred to the General Director.

3.4. The persons specified in paragraphs 3.2-3.3 must curl the submission or draw up a reasoned opinion within two working days after receiving the submission.

3.5. After the submission is approved, it is submitted to the General Director for consideration no more than one month and no less than 5 working days before the end of the next quarter.

3.6. The decision to reward an Employee who is the head of a structural unit of the Organization is made by the General Director of the Organization independently.

3.7. The General Director of the Organization has the right to decide on the promotion of any Employee of the Organization on his own, without a recommendation about the promotion from the head of the structural unit of the Organization.

3.8. It is allowed to present each Employee for promotion no more than four times a year, i.e. once a quarter.

3.9. An employee who has an outstanding and outstanding disciplinary sanction cannot be presented for promotion.

Specification

Thirdly, separate sections should be formulated for different types of incentives, which indicate for what specific achievements and successes the employee is encouraged, what is the procedure for assigning incentives, for example, declaring gratitude or presenting a certificate of honor, and also what is the procedure for making relevant entries in the work book and, if necessary, in the internal documents of the organization.

Example 3 can be used as a sample, where the rules for non-material incentives are given - entering on the Honor Board, and Example 4, where the procedure for material incentives is prescribed - rewarding with a valuable gift.

Example 3

1. Enrollment on the Board of Honor

6.1. Entry on the Board of Honor occurs in cases where the employee:

- is a leader in production, repeatedly (at least six times in three years) noted with gratitude for overfulfillment of plans and their early implementation;

- is a recognized innovator, innovator or inventor, repeatedly (at least four times in six years) awarded with certificates of honor of the Organization.

6.2. Enrollment on the Board of Honor is carried out by order of the Organization and is announced at a general meeting of employees of the Organization (a structural unit of the Organization), and is also marked by the publication of information in the news of the electronic corporate newspaper located at: www.uyutnaya-higina.org/doskapocheta.

6.3. The actual entry of the photo of the distinguished Employee on the Board of Honor takes place within a week after the announcement.

6.4. The organization takes full responsibility for the cost of photographing the Employee.

6.5. The Board of Honor is located on the first floor in the lobby of the central building belonging to the Organization at the address: Novosibirsk, st. Parkhomenko, house 47, entrance 2, and also located in in electronic format on the corporate website of the Organization at: www.uyutnaya-higina.org/doskapocheta.

6.6. An entry in the work book and personal file of the employee is made indicating the date and number of the order for entry on the Board of Honor.

Example 4

1. Awarding a valuable gift

8.1. Awarding a valuable gift is carried out for:

— overfulfillment of planned targets by at least 50%;

- exemplary performance official duties during 10 years of work in the Organization, subject to active participation in public life Organizations;

— successful and repeated (more than five times in four years) implementation of the Organization's projects.

8.2. A valuable gift is awarded by order of the Organization, the gift is presented at a general meeting of employees of the Organization.

8.3. Valuable gifts are:

— Appliances(electric kettle, microwave oven, vacuum cleaner);

– a tourist voucher (to a sanatorium in Russia, abroad);

- grocery basket (a set of products).

8.4. The final choice of a valuable gift is carried out by the General Director of the Organization on the proposal of the head of the structural unit of the Organization.

8.5. Income tax expense individuals from the value of the gift over 4000 rubles, the Organization fully assumes.

8.6. An entry about the award in the work book and personal file of the employee is made indicating the date and number of the order for entry on the Board of Honor.

If the employer plans to encourage the employee with bonuses, then in order to avoid disputes, bonus indicators should be clearly stated in the local regulatory act. The wording should be clear and not ambiguous (Example 5).

Example 5

2.1. Bonuses for employees of well drilling crews are made for fulfilling bonus indicators and meeting deadlines for well testing for the current month.

2.2. The amount of the bonus is determined as a percentage of the employee's salary:

2.3. The amount of the bonus at the end of the month is determined based on the summation of three bonus indicators (P1 + P2 + P3). The total amount of the bonus cannot exceed 40% of the salary.

2.4. The right to the award does not arise:

2.4.1. in case of emergencies that occurred at the facility of the brigade and through its fault. The guilt of the brigade and its members must be proven by an internal investigation;

2.4.2. in the event of an outstanding disciplinary sanction or bringing the employee to disciplinary liability in the current month;

2.4.3. in case of violation by the employee of the Company's safety regulations, production technology, negligent attitude to the Company's equipment and materials.

2.5. Within 5 working days after the end of the month, the foreman submits a memorandum containing information on compliance with the bonus indicators for teams, with supporting documents or copies thereof (certificate-report, time sheet, work schedule).

2.6. The decision on the payment and size of the bonus is made by the General Director of the Company.

2.7. The bonus is accrued for the time actually worked according to the time sheet as a percentage of the monthly tariff rate (official salary) accrued for this period, taking into account all the additional payments and allowances existing in the Company: for combining professions; for the expansion of service areas; for the leadership of the brigade; for work at night; for harmful working conditions; for dividing the working day into parts; for the performance of duties of temporarily absent employees.

Final provisions

The final provisions can be devoted to the issues of sources of financing of material incentives for employees. For example, the fact that material incentives are carried out only at the end of the quarter in case of successful financial indicators (Example 6).

Example 6

3.1. The decision on the payment and size of the bonus is made by the General Director based on the financial capacity of the Company, based on the data of accounting and statistical reporting, management and operational accounting. Information about financial condition of the company is compiled by the financial director of the company in agreement with the chief accountant of the company and the executive director of the company.

Let us also pay attention to the fact that it will be convenient for the employer, as annexes to the local normative act, to approve sketches of gratitude, a certificate of honor, a photograph and the necessary information for the honor roll, as well as indicate the wording of the titles “Best in Profession”, for example, “Excellence in Labor”, "Best senior friend", etc.

We issue an encouragement

The procedure for encouraging an employee is quite simple, especially if the employer has described it in detail in a local regulatory act. As we have already noted, first the head of the structural unit where the distinguished employee works needs to get an idea of ​​\u200b\u200bthe promotion. You can name the document whatever you like. This may be a petition, and a certificate, and a memorandum. It is drawn up in any form, but it should indicate all necessary information about why the employee deserves a reward (the basis for the presentation, which allows you to justify the appropriateness of the reward), as well as the desired type of reward. In some cases, the administration requires the submission of documentary justification for the effectiveness of labor, then documents confirming the achievements of employees should be attached to the submission (see Example 5).

In form, the submission looks like a memo. By the way, its sample can also be provided for in a local regulatory act - as one of the applications. How to issue a document, see Example 7.

Example 7: Incentive View

Construction and installation department to CEO

A.K. Dedankov

Performance

Mushkov Z.O.

Please prepare by 12/20/2012

10.12.2012 N 15 announcement order

Novosibirsk city of gratitude and payment of the debate

in the amount of 3000 (Three thousand) rubles

About the acknowledgmentKrivosheeva I.A.

painter-plastererKrivosheeva I.A. Dedankov 11.12.2012

Krivosheeva Irina Alexandrovna, painter-plasterer of the construction and installation department, has been working at Cozy Hut LLC for more than ten years, since April 22, 2002. During all this time, Krivosheeva I.A. proved to be a disciplined and conscientious worker. No disciplinary action was taken. In the third quarter of 2012, she overfulfilled the work plan at her site, which made it possible to increase the volume of work performed in the department as a whole by 5%.

In accordance with clause 4.1 and clause 7.1 of the Regulations on the promotion of employees of Uyutnaya Hut LLC, I propose to announce Krivosheeva I.A. gratitude and to issue a prize in the amount of 3000 rubles.

Head of Department Gorshechnikov N.P. Gorshechnikov

Approval visas:

Chief Accountant Ushakovskaya S.K. Ushakovskaya 10.12.2012

Head of the personnel department Mushkov Z.O. Mushkov 11.12.2012

After approval of the submission by the management of the organization, it is necessary to draw up an order (instruction) on encouragement, using unified forms N T-11 (in the case of encouraging one employee) or T-11a (in the case of encouraging a group of employees), approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment” (hereinafter - Resolution of the Goskomstat of Russia N 1).

An order (instruction) is issued taking into account the type of incentive (s). If we are talking about a bonus, then you need to indicate its size, in other cases, even if the encouragement was in the form of a gift, its value is not indicated.

In accordance with Part 4 of Art. 66 of the Labor Code of the Russian Federation, information about awards for success in work is entered in the work book. Paragraphs 24 and 25 of the Rules for the maintenance and storage of work books, the production of work book forms and the provision of employers with them, approved by Decree of the Government of the Russian Federation of 04.16.2003 N 225, specify this rule.

So, information about the award (encouragement) for labor merits is entered in the work book:

- about the award state awards, including on the assignment of state honorary titles, on the basis of relevant decrees and other decisions;

- on awarding certificates of honor, conferring titles and awarding badges, badges, diplomas, certificates of honor, produced by employers;

- on other types of incentives provided for by the legislation of the Russian Federation, as well as collective agreements, internal labor regulations, charters and regulations on discipline.

But records of bonuses provided for by the wage system or paid on a regular basis are not entered into work books. And this means that if the employer pays a performance-based bonus monthly, quarterly or annually (what we talked about earlier), then there is no need to record it in the document (see Example 5).

As you can see, in the section "Information about awards" an entry is made about any type of encouragement (gift, gratitude, diploma, etc.). It is filled in by analogy with the main section "Information about work". First, enter the name of the organization. Then - the serial number, which must start from the first (if there were no entries in the section) or continue numbering (if the entries in the section were made by another employer). After that, records are made of all the rewards of the employee during his work in the company. A sample of filling out the section of the work book "Information about awards" is presented in Example 8.

Example 8. A sample of filling out a work book about encouraging an employee

Information about awards

Each entry made in the work book must be duplicated in the employee's personal card, which the employer maintains in the unified form N T-2 (Decree of the State Statistics Committee of Russia N 1).

In conclusion, let's say a few words about litigation related to incentives. The main array of conflicts arises from the deprivation of cash bonuses. There is logic in this. Often, bonuses are a large amount of wages, if not the main one. Therefore, it is so important to remember to clearly fix all the necessary provisions so that in the event of a dispute, the employee does not claim incentive payments. If the employer did everything right, then the employee will not be able to challenge his actions. If he had no excuse for non-payment, the court will not only oblige the employer to pay a bonus in full size, but also award compensation for non-pecuniary damage (see, for example, the decision of the Mamontovsky District Court of the Altai Territory dated February 14, 2011 in case No. 2-69 / 2011, the decision of the Novodvinsky City Court of the Arkhangelsk Region of August 05, 2011 in case No. 2-448 / 2011 ).