THE ROLE OF NON-MATERIAL INCENTIVES IN INCREASING THE MOTIVATION OF CONSTRUCTION COMPANY PERSONNEL

Abstract

The article identifies the current issues in the construction industry related to the reduction of professional personnel and limited financial resources. The relevance of using non-material incentives as a key element of personnel motivation is considered. The approaches to the implementation of non-material incentives, such as recognition, professional development, safe working conditions, and corporate culture, are analyzed, highlighting their contribution to improving productivity, reducing staff turnover, and enhancing employee satisfaction. It has been proven that non-material incentives are effective in the context of rapid industry development and financial constraints, as they ensure long-term employee motivation. Key methods of non-material motivation for construction workers, which help to improve productivity, job satisfaction, and reduce staff turnover, are discussed. The significance of respecting employees as individuals and considering their unique needs, which positively influences their morale and commitment to the company, is explored. The role of ensuring safe and comfortable working conditions in accordance with occupational safety and industrial security standards, as well as the importance of social and moral support, is analyzed. Particular attention is paid to providing equal opportunities for professional growth through training and skills development, aligning with modern industry requirements. The creation of a competitive environment that motivates employees by linking non-material rewards to their performance outcomes is examined. The question of fostering corporate culture is studied, particularly the introduction of traditions such as celebrating employee achievements to enhance team cohesion. Furthermore, the improvement of working conditions through the adoption of innovative technologies, such as the use of 3D panels, process automation, and safe tools, is reviewed. The study encompasses an analysis of the effectiveness of these methods and their impact on worker motivation under the specific conditions of the construction industry. International experience and scientific approaches that account for individual employee needs based on age, career goals, financial status, and other factors are summarized. Attention is given to the introduction of Key Performance Indicators (KPIs), which are used to measure the success of an organization, team, or individual in achieving set goals, as a tool for assessing employee performance in construction companies. The aspects of adapting motivation systems during wartime, where basic needs such as physical and psychological safety become priorities, are also discussed. The importance of innovative technologies, personalized approaches to employees, and corporate values in creating an effective motivation system is emphasized. The conclusion highlights that a comprehensive approach to non-material stimulation, considering the tactical and strategic needs of construction enterprises, forms the foundation for ensuring high productivity, employee loyalty, and industry competitiveness.