摘要
探讨了年终奖失效在操作层面、员工期望、领导支持度及考核情况等方面的具体原因,提出坚持公平、降低员工心理预期,做好层级之间利益沟通、提高针对性等年终奖激励效用的最佳解决办法。
The reasons of the failure of year-end bonus are discussed on four aspects： the operation, the expectation of staff, the support of leadership, and the situation of evaluation. The best solutions that enhance the utility of excitation of year-end bonus are proposed, such as, insisting fairness, reducing the psychological expectation of staff, completing the benefit communication between different levels, and enhancing the pertinence, etc.
关键词
年终奖激励
激励效用
心理预期
year-end bonus
utility of excitation
psychological expectation
