Y农村商业银行是一家县域经营的农村商业银行。为了进一步深耕细作，为地方经济发展和乡村振兴赋能增效、充实基层网点人力资源，最近几年，Y农村商业银行招录了许多的青年员工，这些素质高、学历高、年纪轻、有活力的青年员工大部分都被分配到基层网点工作。在Y农村商业银行的发展经营过程中，基层网点青年员工正逐渐成为不可或缺的主力军。通过激励提高基层网点青年员工的积极性和创造力更有利于Y农村商业银行长足发展，因此深入调查分析现有激励工作的不足，研究制定优化措施显得尤为重要。

此次研究针对性地选取Y农村商业银行基层网点的青年员工作为研究对象，运用文献分析法等研读分析激励机制相关文献，分析国内外激励研究现状，结合马斯洛需要理论、双因素理论等设计现场访谈和调查问卷搜集数据，从薪酬福利、绩效考核、工作环境、工作成就感、晋升机制等多角度全方位分析了当前Y农村商业银行基层网点青年员工激励现状，再运用激励机制相关理论分析数据，研究Y农村商业银行网点基层员工激励方面存在的问题，探究形成这些问题的根源，再结合基层网点青年员工的特点，从完善绩效评价薪酬分配体系、健全轮岗交流成长晋升体系、完善员工学习教育培训体系、建立员工价值关爱机制四个方面，提出具体可行的激励对策，来帮助Y农村商业银行更好的提升基层网点青年员工激励成效，进而激发员工个人创造力和工作热情，从而推动企业整体向好发展，提升企业人才素质与核心竞争力。

研究后得出，银行需要摒弃传统观念，充分认识激励机制对基层青年员工的重要性，并且应针对性地进行优化，使之更加契合当今市场环境和员工的实际需求。通过合理的激励方式，激发基层网点青年员工的积极性和创造力，进而提升企业的核心竞争力，推动银行业务的长远发展。此外，此次研究结论对其他同类青年员工激励管理也有一定的借鉴意义。

Y Rural Commercial Bank is a county-level rural commercial bank. In order to further cultivate and improve local economic development and rural revitalization, and enrich the human resources of grassroots branches, Y Rural Commercial Bank has recruited many young employees in recent years. Most of these high-quality, educated, young, and energetic young employees have been assigned to work in grassroots branches. In the development and operation process of Y Rural Commercial Bank, young employees at grassroots branches are gradually becoming an indispensable main force. Improving the enthusiasm and creativity of young employees at grassroots branches through incentives is more conducive to the sustainable development of Y Rural Commercial Bank. Therefore, it is particularly important to conduct in-depth investigation and analysis of the shortcomings of existing incentive work and develop optimization measures.

This research specifically selects young employees of Y Rural Commercial Bank's grassroots branches as research objects, uses literature analysis and other methods to study and analyze relevant literature on incentive mechanisms, analyzes the current status of incentive research at home and abroad, and designs on-site interviews and survey questionnaires to collect data based on Maslow's needs theory, two factor theory, etc. From multiple perspectives such as salary and benefits, performance evaluation, work environment, job satisfaction, promotion mechanism, etc., the current incentive status of young employees in Y Rural Commercial Bank's grassroots branches is comprehensively analyzed. Then, using relevant theories of incentive mechanisms to analyze data, the problems in the incentive of grassroots employees in Y Rural Commercial Bank branches are studied, and the root causes of these problems are explored. Combined with the characteristics of young employees in grassroots branches, the performance evaluation salary distribution system is improved, the rotation exchange and growth promotion system is improved Four aspects are proposed to improve the employee learning, education, and training system, establish an employee value care mechanism, and propose specific and feasible incentive measures to help Y Rural Commercial Bank better enhance the incentive effectiveness of young employees in grassroots branches, thereby stimulating employees' personal creativity and work enthusiasm, promoting the overall development of the enterprise, and improving the talent quality and core competitiveness of the enterprise.

After research, it was concluded that banks need to abandon traditional concepts, fully recognize the importance of incentive mechanisms for young grassroots employees, and optimize them in a targeted manner to better meet the current market environment and the actual needs of employees. By using reasonable incentive methods, we can stimulate the enthusiasm and creativity of young employees at grassroots branches, thereby enhancing the core competitiveness of the enterprise and promoting the long-term development of banking business. In addition, the research conclusions of this article also have certain reference significance for the incentive management of other similar young employees.

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