????最近，有幾位財富中文網的讀者提出如下問題：

????“現在經濟形勢不好，我們很難滿足員工漲薪的要求。怎么用其他辦法來激勵他們，避免他們離職呢？”

????對領導層來說，這是個需要考慮的好問題。其實更好的問法是：“在公司里，除了錢以外，還有什么能夠真正地激勵員工？”

????考慮是否給員工調薪時，出色的工作表現是需要被肯定的。有時候，為了維系企業的生存，老板必須得勒緊腰帶，用其他辦法來肯定員工的優秀業績。大家都喜歡錢，但事實上，很少有人工作純粹是為了賺錢。我曾經在一份自己很喜歡的工作上干了4年，拿的報酬相對較低，只是因為很享受這份工作。這份工作的性質、津貼及工作環境都讓我覺得干下去很值，那時我也是公認的頂級員工。換言之，當時“內在”獎勵和激勵因素很強，所以我并不怎么在意“外在”激勵因素。大家有可能對這兩個詞不太熟悉，故以下略作闡釋：

????內在意味著“事物本身”。換言之，內在動機發自內心，而非身外。比如價值觀、與老板和同事的密切關系、工作環境、對工作的喜愛及它在一些重要方面帶來的滿足感。薪水確實不屬于內在動機因素。我們只是從個人層面出發，感覺工作和工作環境令人滿意。

????外在意味著“來自身外”。外在動機可能包括薪水、獎金、公眾認可、工作福利，以及其他來自公司的獎勵。

????要留住優秀員工，需要很好地平衡內在和外在的激勵因素。以下這五種方法可增強激勵因素，或可在經濟形勢不佳時挽留員工。不過它們中沒有哪個是一定靈驗的，但你需要體現你對優秀員工的真誠欣賞，“做點什么，總比什么都不做更好一些。”

????1. 表揚。認可某個員工的突出貢獻可以有很多辦法。比如：

????? 請他們吃午飯，讓他們知道你多么看重他們的表現，并衷心感謝他們的忠誠。

????? 公開表彰某人的業績，詳細介紹他們的工作，對出色完成的工作表示感激。

????? 給那些“對企業和組織做出突出貢獻”的人頒發“榮譽證書”。最好是在年會或戶外拓展時頒發，這樣獲獎者會在同儕面前露臉。

????2. 即時獎金。如果沒法擢升理應升職的員工，至少應該按升職后年薪的20%給他們發獎金。讓他們本人清楚，你是希望能發得更多的，這是在業務形勢轉好之前你最大的誠意了。也許還應該附送一個印有他們姓名的小禮物，體現你的感激之情。很多人都會對這類即時獎金表示感激。這樣一來，他們也不至于過于失望。

????3. 動機氛圍。審視一下公司的工作環境，盡量讓它變得令人愉悅。各種裝飾物，更好的工作空間和辦公桌，裝備齊全、免費提供咖啡和茶的茶水間，更長的工間休息，早晨茶水間的甜點，更大的員工休息區……有很多辦法花錢不多，又能大大改善工作環境，還能讓那些每天要在辦公室呆上8-10小時的員工心懷感激。如果吃不準該怎么做，那就問問員工，要改善工作氛圍，他們需要些什么，然后在預算內盡力滿足他們的要求。讓大家清楚，在生意變好之前，你這么做是為了‘認可大家的突出貢獻’。

????4. 慶功會。如果沒法讓每個夠格的員工都升職，那就請他們參加聚會或戶外拓展，為他們的出色工作開個小小的慶功會。帶大家離開公司，玩上一兩天，做些有趣有益的團隊建設練習，讓大家吃好，當著大家的面真誠表彰他們（也許可以發個榮譽證書），告訴他們，大家這么辛勤工作又忠心耿耿，你是多么感激。請大家幫你達成業務目標，這樣下一次就能更實實在在地犒勞大家了。搞一些集體頭腦風暴，旨在提高業績，把創意付諸實踐，對提出創意的團隊表示認可。請攝影師抓拍重大瞬間，為所有人提供高品質照片，在每張照片上都簽上你和其他高管“深表感激”這類話。

????Several Fortune China readers have recently asked the following question:

????“With a tough economy it is difficult to meet our employes’ expectation of salary increases. How can we motivate them in other ways to keep them from leaving the company?”

????This is an excellent question for leaders to consider. An even better question is “What really motivates people in an organization, besides money?”

????Good work deserves recognition when it comes time for salary reviews. And, there are times when, to keep the business afloat, leaders have to tighten their belts and find other ways to recognize strong performance. All of us like money, and, the truth is, few of us work for money alone. I once worked for 4 years in a job I loved, for relatively low pay, because it was so enjoyable. The nature of the work itself, the perks and the working environment made it worthwhile for me to stay in the job, and I was recognized as a top performer. In other words, the “Intrinsic” rewards and motivators were so high that I didn’t care too much about the “Extrinsic” motivators. Here is what these words mean, in case they are new to you:

????Intrinsic means “in the thing itself.” In other words, an intrinsic motivation comes from inside, not from outside. Examples could include values, rapport with boss and colleagues, working environment, we like the kind of work and it satisfies us in important ways. Salary is not really a factor in intrinsic motivation. We simply find the job and the working environment satisfying at a personal level.

????Extrinsic means “from outside.” Extrinsic motivations might include salary, bonuses, public recognition, job benefits, and other rewards that come from the organization.

????Retaining strong performers requires a good balance of both intrinsic and extrinsic motivational factors. Here are five ways to pump up motivational factors that may help with retention during tough times. None are guaranteed, however, there is always “something greater than zero” that you can do to show your sincere appreciation of good work.

????1. Recognition.Recognizing a person’s strong contributions can take many forms. Examples include:

????? Taking someone to lunch and letting them know how much you value their performance and thanking them for their loyalty.

????? Publicly recognizing someone’s performance with details of what they did and expressing gratitude for a job well done.

????? Certificates of Recognition for ‘extraordinary contributions to the business and the organization.” These are best presented at annual events or company retreats where the recipient will feel pride in the presence of their peers.

????2. Spot Bonuses.If you can’t afford to give deserving people a raise, at least give them 20% of the amount they would have received annually if they had received a raise. Let them know, personally, that you wish it could be more, and that until business is better, this is the best you can do. Perhaps add a personal gift with their name on it as another token of your gratitude. Many people will appreciate the gesture of a spot bonus and it takes some of the sting out of their disappointment.

????3. Motivational Climate.Take a look around at the work environment and do whatever you can to make it a more pleasant place. Redecoration, better work spaces and desks, a fully equipped pantry with free coffee and tea, longer breaks, pastries in the pantry in the morning, expanded employee lounges….there are many ways to upgrade a working environment that are not expensive and will be appreciated by those who spend 8-10 hours a day working there. If you aren’t sure what to do…ask your employees what they would like in terms of a better working climate, and, within your budget, do your best to accommodate their requests. Make it clear that you are doing this ‘in recognition of your strong contributions’ until the business improves.

????4. Celebrations.If you can’t afford to give every deserving employee a raise, invite them to a party or a retreat to simply celebrate their good work. Take them off-site for a day or two of fun, do some team-building exercises that are fun and motivating, feed them well, publicly recognize people with sincere praise (and perhaps Certificates of Recognition) and tell them how much you appreciate their hard work and loyalty. Ask them to help you achieve your business goals so that next time you can reward them in more tangible ways. Conduct group brainstorms on ways to increase business results and put the ideas into motion, recognizing the team for their ideas. Have a photographer capture key moments and provide high quality prints to all participants, personally signed “with gratitude” by yourself and other senior leaders.