This paper analyzes the construction of employee incentive mechanism in detail from three aspects: employee incentive principle, incentive means and incentive application, which broadens the thinking for the operation practice of employee incentive. Key words: establishing an incentive mechanism In a competitive society, employees, as the most active and positive productivity factor, have become a decisive factor in invigorating the economy and improving the efficiency of human resources. Then, fully mobilizing the enthusiasm of employees and tapping their potential has become the knowledge of many experts, scholars, operators and leaders. This paper focuses on the principle, means and application of motivation. First, the principle of motivating employees 1, the principle of fairness. Incentive refers to all employees, not individual employees, so fairness is the key factor for the whole incentive to achieve its goal. When it comes to the vital interests of employees, we must treat them equally. If there is artificial injustice, it will have a strong negative impact on the unjust, and it is difficult to fully realize the incentive purpose. 2. The principle of self-worth. "People eat to live, but live not to eat." This famous saying tells us that people work not only to obtain material benefits, but also to realize their own value and create social wealth. On the one hand, this is especially obvious among people with high educational level. They often have lofty ideals and lofty ambitions. Once they can learn and use their own expertise, they will have a kind of confidence and strength of "I was born useful". Any kind of incentive, if designed for employees' own value, can only be short-lived or even ineffective. 3. The principle of combining rewards and punishments. Reward is to encourage from the positive direction, and punishment is to stimulate from the negative direction. They are two indispensable aspects of encouragement. In practical work, only by rewarding the superior and punishing the inferior, rewarding the diligent and punishing the lazy, can we reward the advanced and spur the backward, and can we really mobilize the enthusiasm of employees and form a competitive situation in which everyone is the first to compete. Second, the means to motivate employees 1, material incentives. Taking adjusting the quantity and quality of material distribution as an incentive means belongs to material incentive. In view of the fact that the nature of the world is made of matter, nothing spiritual can absolutely replace material things. Therefore, when all kinds of talents have made great contributions to human progress and social development with their creative labor, and achieved obvious economic and social benefits, we can take out an appropriate part of the wealth created by employees in the incentive work and reward those employees who have made outstanding contributions to socialist modernization, so as to ensure that the "expenditure" and "dedication" of employees exceed the material and spiritual wealth of ordinary people and get certain compensation. Material incentives, usually including bonuses, prizes, benefit wages, income commission, share awards, technology stocks and generous material benefits (such as housing), are "positive incentives"; For a few people with poor performance, by reducing material distribution, such as withholding bonuses and prizes, reducing wages and other material benefits, it can also play a role of "perfusion", which belongs to "negative stimulation". Through reasonable stimulation and timely adjustment of the two stimuli, employees' enthusiasm can be fully mobilized and they can do their best to spur them. It is worth noting that material incentives are not omnipotent and should be combined with spiritual incentives. In addition, the infusion of material incentives should be fair and appropriate, and most employees should not be dissatisfied or even resisted because of local "positive incentives", thus affecting the improvement of overall efficiency. 2. Spiritual encouragement. Adjusting the quantity and quality of spiritual transmission, as an incentive means, is spiritual motivation. Spiritual encouragement is an effective means to "have no money". In the process of employee development, we should attach great importance to the spirit's command and control of behavior. In the process of work, not all people are carrying out "material transfer", but many times they are carrying out "spiritual transfer". Under certain circumstances, spiritual power can not only make up for the lack of material power, but also become a decisive force that works for a long time. Therefore, we should advocate the timely use of spiritual and material incentives in the work of motivating employees to form a harmonious motive force. There are various forms of spiritual encouragement, such as: strengthening political and ideological work, constantly improving employees' political consciousness, ideological and moral quality, and enhancing their professionalism and sense of responsibility; Give necessary spiritual rewards to those who have made outstanding contributions: award honorary titles, report advanced deeds, and call on employees to learn; Create a harmonious environment of understanding, caring and caring for employees, and understand their hardships, difficulties and doubts; Even "passing" a touching word, a meaningful gesture and an approving smile at a critical moment can receive the miraculous effect of encouragement. What needs to be cautious is that although spiritual encouragement is very important, it is by no means omnipotent and cannot absolutely replace material encouragement. When the material treatment of excellent employees is not higher than that of ordinary employees, or even lower than that of ordinary employees, it is not only unfair to give spiritual incentives to excellent employees but also a great contempt and irony for their contributions. In this regard, historical lessons are worth remembering. 3. Value incentives. Taking the realization of employees' own interests, specialties and ideals as an incentive means belongs to value incentive and is an internal need and demand of employees. Psychologist Maslow believes that human needs are divided into five levels: physiological needs, safety needs, friendly needs, respect needs and self-realization needs. After experiencing the needs of physiology, safety and friendship, excellent employees have higher-level advantages, namely, the need for respect and the need for self-realization. Value incentives can better meet their needs, so that they can be more fully motivated, exert great enthusiasm and perform better. The embodiment of value incentive should be based on scientific post setting, reasonable arrangement, taking into account temperament, arranging the right employees in the right posts and clarifying their responsibilities, entrusting them with heavy responsibilities, promoting their development, making employees feel a sense of accomplishment and belonging in their work, and developing and perfecting their humanity. It should be pointed out that an employee who pursues his own value needs, under normal circumstances, it is difficult for him to make achievements in a mechanical, repetitive and unchallenged job; What he needs is a complicated and challenging job. Third, the use of incentives Any kind of incentives has its different uses, each with its own emphasis, complementing each other and promoting each other. In practical application, it should be used flexibly according to different objects and different situations. Specifically, we should grasp the following aspects. 1, incentive. In the use of incentives, we should be flexible, ingenious, diverse and reasonable. According to different object situations and different value orientations, one or more incentive means should be selected pertinently and used separately or comprehensively to pursue the most ideal incentive effect. 2. Encourage opportunities. In the choice of incentive opportunity, we should choose the appropriate incentive opportunity according to the needs of different employers, in line with the idea that the incentive object should always maintain enough forward momentum and not be ahead of or behind. Flexible opportunities should be selected according to various objective conditions, which can be the final incentive after completing the task, or the mid-term or early incentive at any stage in the employment process. 3. Incentive form. In the choice of incentive forms, positive and negative incentives are used alternately in line with the principle of rewarding diligence and punishing laziness. For those outstanding employees who have made positive contributions to socialist modernization, necessary rewards should be given in time. At the same time, a few bad black sheep should be severely punished. If we don't punish the black sheep, it's hard to develop a healthy atmosphere and improve the talent environment of excellent employees. 4. The degree of motivation. In the choice of incentive degree, we should follow the principle of fairness, rationality and mutual promotion, and properly grasp the size of incentive amount, that is, the level of reward or punishment standard. It is one of the important factors of incentive means and is closely related to the incentive effect. Whether we can properly grasp the degree of motivation directly affects the exertion of motivation. Over-motivation and under-motivation can not only play a real role in motivation, but sometimes even have a negative effect, leading to serious contusion of work enthusiasm. 5. Incentive direction. In the choice of incentive direction, we should thoroughly investigate and study employees' interests, specialties and ideals, and implement incentives according to employees' own value needs. According to psychologist Maslow's hierarchy of needs theory, people's needs are not static, it has a process from low to high, but this process is not a discontinuous and step-by-step jump, but a continuous and wave-like evolution. Different levels of demand can coexist at the same time, but in different periods, the motives of various needs are different, and there is always a dominant demand that plays the most dominant role. In short, in the use of incentives, we should make good use of various incentives in a timely and appropriate manner; And he is good at discovering the reasonable self-worth needs of employees and changing the incentive means in a targeted manner, thus ensuring the maximization of incentive effect.