What policy would you recommend to a manager to motivate his subordinates?

Question

Fintech

Suppose there is an established business in the field of advertising, namely in the layout of printed publications, printing.
It is necessary to come up with a motivation policy for a team of layout designers for printing products.
The layout team consists of N people.
Each layout designer must submit the finished product for printing (send to the printing house) weekly by a certain time.
What can you advise? Maybe there are some world practices of staff motivation?
What will be adapted in the presented version?
The point is how to fairly distribute and pay a bonus every month to each of the team members. Interested in a variant with a fixed amount of premium, which is distributed among layout designers. Also interesting is the option when the total amount of the premium is always different (it also depends on something, but I don’t know what), how to distribute it then?

Answer 1

To flog publicly with rods is very motivating!

Answer 2

From everything that I read on motivation, I got the impression that nothing new will be invented in this matter. There are tasks, there are deadlines. If the tasks are completed on time - the performer gets what he is supposed to, if he screwed up - analysis of the reasons and motivational impact (not necessarily monetary). If the performer did more than he should (and someone needed it) - there may be a bonus at the discretion of the manager, it is better to discuss this separately and in advance. Plus, a SUBJECTIVE assessment of the manager regarding the quality of work is required, which can change the salary up or down.
Everything. I just told you the best practices in the field of staff motivation.
zzy: There is a big discussion about the objectivity and subjectivity of managerial evaluation - I am categorically against objective criteria (KPI) here. As an illustration, I can recommend contacting any large call center (bank, provider, opsos) with any problem. Call center operators are traditionally evaluated objectively and they traditionally don't give a shit about customers and their problems.

Answer 3

www.youtube.com/watch?v=0mjtXm0gtdI - The best talk I've ever seen on motivation for creative jobs

Answer 4

The best motivator is clear responsibilities and salary. When it is clear what to do and what you will get for it, the matter is argued. In general, action is required from the leader in this matter. From his point of view, more significant things for the company as a whole are more visible, for the accomplishment of which an employee can be awarded a diploma or a bonus. Yes, at least a letter of thanks from top management.
In addition, no one has canceled the "find a solution - get a bonus" method, unless of course you influence the budget of employees. And if not, as a leader, you can defend some beautiful goodies for them (voluntary medical insurance, government communications, retroactive exit after hours, updating the workplace)

Answer 5

There is nothing for managers to give work that is not intended for them. The answer of an accountant who was not reached by information through databases due to managers without education during training. And also because of the managers who are recruited from correction classes and made "lyceums" - from people of an antisocial position who "attach addictions" by replacing words and, most importantly, make training manuals. Who will make methodical manuals and instructions? They are incomplete, very incomplete. Read demotivators to demotivators.

Answer 6

I advise you to read the following article about employee motivation: https://livehow.ru/10-sovetov/10-sovetov-po-podhod... . Money has not been the main criterion for a long time, there are a number of other aspects.