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Glossario dei termini della gestione delle risorse umane e dei benefici per i dipendenti

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Intrinsic rewards

Intrinsic rewards are typically internal, meaning they come from within the employee and are related to effort and ability. These types of rewards provide a sense of accomplishment which increases employee motivation.‍

Intrinsic rewards are more about self-fulfilling or self-satisfying needs because they are internal and don't depend on external factors for their fulfillment. For example, a worker may be motivated by the challenge of a particular job assignment or task or the opportunity for self-development, such as climbing the career ladder.

What are intrinsic rewards?

Intrinsic rewards are internal factors that motivate employees to want to complete specific tasks and projects. These rewards are imparted by the psychological nature of our abilities, feelings, and actions. They include such things as personal satisfaction, pride, and self-esteem.

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Why are intrinsic rewards important?

Intrinsic motivation is self-motivation: Doing things because you want to, not because you have to. It's about enjoying your work and finding fulfillment, even if no one else knows about it.

Employees who have intrinsic motivation are more likely to be engaged and productive. Here are some reasons why:

They are happier and less stressed, which means they can focus on their task better.
They are more likely to think outside the box because they aren't focused on meeting specific goals or earning a paycheck.
They take greater ownership of their work and strive for excellence in everything they do.
They care about doing a good job — even if no one else looks over their shoulder!

When should intrinsic rewards be used in the workplace?

When you want to motivate employees to go above and beyond.
When a task has no clear goal or when the goal is vague and unclear.
When you want to ensure long-term happiness and success at work.
When you want a group of people to work together on a project, which requires creative work.

How does intrinsic reward work?

Intrinsic rewards are internal, personal, and self-rewarding. This type of reward is independent of outside forces or social obligations.

The way intrinsic motivation works is pretty simple. Instead of motivating yourself to achieve an external reward, you focus on the internal rewards of a task. This type of motivation tends to work with long-term projects that offer little results. Intrinsic rewards are usually associated with happiness, mental stimulation, and fun.

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What are the different types of intrinsic rewards?

Intrinsic rewards can be divided into two types:

Autonomy refers to the feeling that you control your actions and how you spend your time. People feel autonomous when they can use their skills and abilities to achieve important goals. This includes having control over their schedule, working in an environment that supports their values, and setting goals for themselves.
Purpose refers to having a meaningful reason for doing something, such as helping people or contributing to society. It's essential for people to feel like what they do matters and contributes positively to others' lives — otherwise known as self-efficacy or self-esteem.

What are the advantages of intrinsic rewards?

The advantages of intrinsic rewards include:

Long-term motivation
Stronger brand loyalty
Quick and easy to implement
Increase productivity and performance
Increased employee retention and reduce turnover

Sondaggi sul polso dei dipendenti:

Si tratta di brevi sondaggi che possono essere inviati frequentemente per verificare rapidamente cosa pensano i vostri dipendenti di un argomento. Il sondaggio comprende un numero ridotto di domande (non più di 10) per ottenere rapidamente le informazioni. Possono essere somministrati a intervalli regolari (mensili/settimanali/trimestrali).

Incontri individuali:

Organizzare riunioni periodiche di un'ora per una chiacchierata informale con ogni membro del team è un modo eccellente per farsi un'idea reale di ciò che sta accadendo. Poiché si tratta di una conversazione sicura e privata, aiuta a ottenere maggiori dettagli su un problema.

eNPS:

L'eNPS (employee Net Promoter score) è uno dei metodi più semplici ma efficaci per valutare l'opinione dei dipendenti sulla vostra azienda. Include una domanda intrigante che misura la fedeltà. Un esempio di domande eNPS è il seguente: Quanto è probabile che raccomandi la nostra azienda ad altri? I dipendenti rispondono al sondaggio eNPS su una scala da 1 a 10, dove 10 indica che è "altamente probabile" che raccomandino l'azienda e 1 indica che è "altamente improbabile" che la raccomandino.

In base alle risposte, i dipendenti possono essere classificati in tre diverse categorie:

Promotori
Dipendenti che hanno risposto positivamente o sono d'accordo.
Detrattori
Dipendenti che hanno reagito negativamente o in disaccordo.
Passivi
I dipendenti che sono rimasti neutrali nelle loro risposte.

What are the disadvantages of intrinsic rewards?

The disadvantages of intrinsic rewards include:

It's hard to measure their value
They take a long time to develop
They are not guaranteed to be consistent
The more you have, the less effective they become
You can't pay people to do something they don't want to do
They can lead to a lack of motivation if they are not seen as fair or socially-valued by others

What are examples of intrinsic rewards?

The following are examples of intrinsic rewards:

The pride of accomplishment
Learning and self-improvement
Recognition for doing a good job
Involvement in a creative process or project
Being recognized by your peers for something you did

What is the difference between intrinsic and extrinsic rewards?

Intrinsic rewards:

Intrinsic rewards are internal motivators
They come from doing something you love or find interesting
Doing something because you want to do it

Extrinsic rewards:

Extrinsic rewards are external motivators
They come from doing something that’s expected of you or gets a reward in some way
Doing something because you'll get something in return if you do it well

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