随着我国经济水平的逐步提升，民营企业已成为国民经济的重要构成部分，M公司作为代表性的民营类企业，在经济市场中的发展优势逐步凸显，但是随着互联网知识经济时代的到来，M公司所遇到的发展压力与市场竞争也呈现出白热化的趋势。所以，应该采取何种方式来激励M公司的工作人员，提升员工工作积极性，从而推动M公司的可持续发展，已是当下公司经营者关注的战略性问题。

基于此，本文从M公司员工激励机制的角度切入，针对这一课题展开深入研究。首先，本文对国内外的相关理论成果展开梳理，并对民营企业、激励机制的相关概念进行阐述，分析需要理论、过程理论、强化理论，并以此作为本研究的理论基础。其次，从实际发展情况出发，以M公司作为研究案例，从薪酬激励措施、考核激励措施、培训激励措施、晋升激励制度、企业文化激励五个方面深入分析该企业现阶段的员工激励机制现状，并且通过对M公司的问卷调查所得数据，发现目前该公司员工激励机制存在以物质激励为主、激励制度流于形式、人才管理理念与模式落后、企业文化激励性弱、薪酬与绩效关联性不强等五个方面的问题，再针对目前的现状与问题所在分析其产生的原因。最后，从完善经济利益激励机制、构建发展激励机制、建设企业文化激励机制、建立员工参与激励机制、改善绩效考核激励机制等方面，针对性地提出民营企业的员工激励机制的优化策略，以保障民营企业的长效健康发展。

本研究能够在一定程度上丰富我国有关民营企业激励机制研究的相关成果，并提升民营企业管理者对激励机制的重视度，为相关民营企业的发展提供一定的参考与借鉴，进而促进我国民营企业激励管理的可持续发展。

With the gradual improvement of China's economic level, private enterprises have become an important part of the national economy, but with the advent of the era of Internet knowledge economy, the development pressure and market competition of private enterprises are also showing a white hot trend. Therefore, what kind of ways should be adopted to motivate the staff of private enterprises, enhance the enthusiasm of employees, so as to improve the competitive advantage of enterprises, has become a hot topic of concern of experts and company managers.

Based on this, the author from the perspective of private enterprise incentive mechanism, in-depth study on this topic. First of all, this paper combs the relevant theoretical achievements at home and abroad, expounds the related concepts of private enterprises and incentive mechanism, and analyzes the need theory, process theory and reinforcement theory, which are the theoretical basis of this study. Secondly, starting from the actual development situation, the author takes M company as the research case, analyzes the current situation of the employee incentive mechanism of the enterprise from five aspects of salary incentive measures, assessment incentive measures, training incentive measures, promotion incentive system, and corporate culture incentive In the five aspects of material incentive, incentive system is mere formality, talent management concept and mode is backward, corporate culture incentive is weak, salary and performance correlation is not strong, and then analyzes the causes of the current situation and problems. Finally, from the aspects of improving economic interest incentive mechanism, building development incentive mechanism, building enterprise culture incentive mechanism, establishing employee participation incentive mechanism and improving performance appraisal incentive mechanism, this paper puts forward optimization strategies of employee incentive mechanism in private enterprises, so as to ensure the long-term and healthy development of private enterprises.

The author hopes that through this study, to a certain extent, it can enrich the relevant research results of the incentive mechanism of private enterprises in China, and enhance the attention of managers of private enterprises to the incentive mechanism, so as to provide certain reference and reference for the development of relevant private enterprises, and then promote the sustainable development of incentive management of private enterprises in China.