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ANTI-CRISIS MOTIVATION MANAGEMENT IN THE CONTEXT OF THE COVID-19 PANDEMIC CHALLENGES

With the spread of COVID-19 on a global scale, countries need a qualitatively new approach to managing economic processes to prevent crises that could be caused by pandemics and quarantine restrictions. The practice has shown that the COVID-19 pandemic has had a devastating impact on national economies in general and has led to a crisis in many enterprises, especially in the segment of small and medium-sized businesses. Quarantine restrictions introduced to prevent the spread of COVID-19 have actualized remote employment, which requires a reboot of the personnel management system in general and its motivation system in particular.
The article contains the authors’ vision of reformatting the approaches, mechanisms and management tools to motivate personnel under quarantine restrictions. The article presents the argumentation of the introduction of remote employment and flexible regimes of work schedules in the context of increasing the level of motivation during the pandemic. The article emphasizes the importance of modernization of the personnel motivation management system in the conditions of remote work. The authors emphasize that the motivation policy management is a leading determinant of optimization of personnel management in the economic downturn. Emphasis is placed on the fact that the system of tangible and intangible motivation should be adapted to the current needs of remote personnel. It turns out that the individualization of motivation management is one of the priorities of crisis management. The scientific and applied scenarios of the organization of remote work facilitating motivation of the personnel in the period of quarantine restrictions are offered. According to the results of international research, the current trends of personnel management in the global environment are outlined, and the analysis of new reward systems in Ukraine is given. The priority directions of personnel management as dominant components in the system of motivation are singled out. A chain of preconditions for the motivation crisis in the conditions of the COVID-19 pandemic spread has been developed. The proposals on modernization of tangible and intangible incentives for personnel in the conditions of coronacrisis are generalized. The principles for improving the system of tangible incentives are highlighted. The rules for introducing the system of motivation under crisis in the context of fast adaptation of the personnel to remote work conditions are presented. The tools of psychological support and the need to maintain team spirit and social cohesion are emphasized.