When to change the motivation system

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As a rule, the personnel motivation system requires changes in the following cases:

The business has grown : new divisions have appeared, the number of company employees has increased.
The job descriptions of employees have changed, new KPIs have appeared . For example, if a company is going to launch a new product and has carried out special kenya telegram number database training for specialists in the production and sale of such a product.
Employees do not meet KPIs , there is staff turnover, and people are experiencing burnout.
Market trends have changed , and the motivation system in your company is significantly inferior to similar systems in your competitors.
It is very important to monitor market trends in order to promptly adapt the established procedures in your company to the current agenda.

For example, about ten years ago, some banks began to take a new approach to interacting with clients: they made the service from managers more friendly and less formal, which, as it turned out, caused the disposition and sympathy towards such banks on the part of clients.

Other banks, having noticed this trend, also began to make changes in their work with clients, in particular, by launching a motivation system in which bonuses directly depended on how friendly and welcoming the manager was, and how pleasant an impression he left on the client about the bank.

This example shows that it is often changes in the market and customer demands that influence the need to modernize the personnel incentive system.