According to the survey, 95% of enterprises have problems with their salary system. The enthusiasm of employees is not high, and the turnover rate of excellent employees is high. The contradictions in many enterprises are rooted in salary. Their salary design method is false and unscientific.
When there is a problem with the salary of an enterprise, it will reduce the profit of the enterprise and affect its development. Now we will communicate with you in depth the essential things.
First, the method of slowly increasing the commission is the method of gradually increasing the commission ratio.
Many companies pay commissions like this:
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What should we do? I suggest you: First, the grading should not exceed level 3. For example: 65438+ 10,000 sets a standard,1.5,000 sets a standard, 200,000 sets a standard, and the following is gone. But appropriate rewards are allowed. Second, the proportion of commission at the same time can not be more than double. For example, the commission of more than 200 thousand is 20% 1100,000 yuan sales are also raised by 20%. In this way, the above situation can be improved.
This is worth considering. Why? Because with the development of enterprises, sales will increase from less to more. When the average sales of employees is about 6.5438+0.5 million (commission is about 654.38+0.5%), the company is profitable. Although there is a higher commission standard behind it, most employees cannot reach it. However, in order to seek higher sales, various expenses will also increase. For example, in advertising, customer recommendation, customer after-sales and so on. At the same time, the sales scale and sales volume of the company will be higher and higher, and it may become the standard of 300,000 in a few years (25% commission). This will lead to smaller and smaller profit margins for enterprises.
Finally, there are only two ways for enterprises to go: one is not to make money; Second, pay cuts. It is obviously not feasible to reduce salary, and the only way is to reduce corporate profits. Corporate profits are getting lower and lower, and the salary ratio is getting higher and higher. Until one day, the enterprise stopped making money. Obviously, such enterprises are not strategic and long-term. Therefore, this salary system is not desirable.
Second, the salary of managers is the same, that is, the salary of employees at a level is the same.
Some enterprises stipulate that:
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This situation is very serious. Because different companies, different periods and different development scales, the importance of enterprise departments is different. If a company has just been established, sales are very important; Finance may be very important in the development process; In the end, technology research and development may be important. However, the above situation has led to similar salaries in all departments. This will lead to an imbalance in the proportion of employees in important positions, which will eventually lead to big problems in enterprises.
Third, the manager only gives the team marketing reward method. Many companies only give managers team marketing awards, not personal commissions.
Some enterprises stipulate that:
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Therefore, many salespeople earn much more than managers. Because there are many managers and many departmental restrictions. Not everyone in the team did a good job. As a result, many managers earn less than salespeople. Finally, managers don't want to be managers, but want to be salesmen.
In fact, there is a very important concept: in China's marketing, the role of example is more important than that of management. A good manager can show his methods to others and then create a good team. Enterprises in China haven't reached the point where managers are doing nothing but managing teams. Most enterprises still need the role of role models. A manager won't let him do business, just let him manage the team, and of course his income will be reduced. This also inhibits the promotion motivation of employees. So this method is also problematic. An enterprise, especially private small and medium-sized enterprises, needs "all people are soldiers and all people are marketing".
Fourth, the goal-setting quota commission method is to limit the goals for employees, and there is no commission if the goals are not reached.
Some companies stipulate that if 80% of the target cannot be achieved, there will be no commission. This is obviously problematic. This will make employees very nervous, unable to show their good talents and do a good job, which will directly affect the profits of enterprises. Only when people are safe can they show all perfection. Therefore, an enterprise should not artificially set many restrictions on marketers, but should give employees a sense of security.
To give employees a sense of security, there must be two things: one is the contract. Second, the case.
In view of this situation, there are two suggestions:
(A) In fact, enterprises need to set goals, and only by setting goals can we know the progress of work. However, it should be understood that this is only an incentive method and should not be turned into a negative incentive method. We can set 80% commission as10%; 100% is completed, and more than 80% is extracted by 12%. The excess can be extracted according to 13%.
(2) Sprint method can be used. For example, last year's sales 1 100 million, commission 10%. Next, I can do this: in the new year, if I complete the commission of 10% and exceed 1 000 million yuan to 1 .500 million yuan, I will win a Mercedes; 200 million Audi A8; 250 million villas plus cars plus 65.438+0 million cash ... This not only gives employees a sense of security, but also gives them hope.
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Five, directly fixed to the performance.
There are two kinds of conditions that restrict enterprises.
The first case: the original salary in the enterprise is 3000 yuan. After the reform, it became fixed salary 1500 and performance salary 1500. However, the performance appraisal did not reach 100, which led to the reduction of employees' wages. This is the fundamental reason why enterprise executives reject performance appraisal.
The second situation is that some enterprises directly pay 50% fixed salary plus 50% performance appraisal. As we know, work is divided into business, functional management and technology. Business is about performance, function is about ability, and technology is about ability. The job characteristics are different, and the salary payment method is different. In fact, the basic salary of business is very low, and the performance salary is particularly high. The functional classes are basically the same, the basic salary of technical classes is particularly high, and the performance salary is particularly low.
Six, only the fixed wage method.
Only a fixed salary means that the company has no assessment. This is obviously not possible, and employees will not be motivated. The company needs to be evaluated. But now there is no quantitative standard for all the assessments. Evaluation should first quantify three things:
1, quantify the boss, how big the boss pattern will be.
2. Quantify culture.
3. Quantify organization chart. It depends on how big the enterprise wants to be, how big the team wants to be, and how the authority is allocated. If you want to be big, quantify it first.
Seven, the annual performance pay method.
That is, the enterprise gives all employees a salary increase year by year. For example, an annual increase of 100 yuan. At first, the employee's salary was 800 yuan, and ten years later 1800. As a result, 800 employees and 1800 employees are doing the same job. With the growth of the company's life span, the burden of the enterprise will become bigger and bigger, and finally it will even lose money. There are two solutions.
First, the enterprise is directly divided into five levels: 1, trial operation; 2. Do not evaluate; 3. Assessment; 4. Excellent; 5. Stars. The salary is 800, 1000, 1200, 1400, 1600 respectively. The biggest advantage of this is that the salaries of five employees will be different because of their different abilities. This solves the problem of rising wages.
The second type: divide the annual salary into five years: 200 in the first year; In the second year,100; 50 in the third year, 40 in the fourth year and 20 in the fifth year, not five years later. Gradual decline method. This will also solve this problem.
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Eight, the boss limit salary and forced pressure method.
Some companies directly stipulate that the chairman's salary is 8000 and the general manager's salary is 6800. So that no one can surpass him again. As a result, the overall wages of employees in enterprises are low, and of course, outstanding talents cannot be attracted.
Nine, another way for individuals to give red envelopes is to give red envelopes to individuals alone.
Salary is a calculation method to meet people's psychological needs. When employees work hard, it is not the time to get the money, but the time to get the money. So by the end of the year, others don't know how many red envelopes to give others, that is, they are out of his calculation range and can't play an incentive role in wages. It's best to announce the salary system and let it do its own calculations. Therefore, it is a big problem to secretly give people red envelopes in unpredictable circumstances.
Ten, the red envelope method is given at the end of the year, that is, there is a red envelope at the end of the year.
Suppose that the employees of the company usually earn 2000 yuan, and the salary at the end of the year is 70 thousand yuan. Employees have no judgment on their own salary: 70,000 this year, 1 10,000 next year, and150,000 the year after. This is not motivating.
Hire the best talents in the world, hire short and useless people in the world, and hire short people. As bosses, you should activate the team instead of complaining that there are no talents and employees are incompetent. A good mechanism can make bad people better, and a bad mechanism can make good people worse. The biggest cost of an enterprise is not the untrained staff, but the boss who doesn't understand the system.
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Busy, confused, blind, from busy running around, to confused future, and finally blind life. This is the psychological course of countless entrepreneurs in China. Life is not about death, but about consciousness. When people leave their familiar self and suddenly know what they need and want, get rid of impetuousness and anxiety, and let the lost and blind body be quiet for a while, the wisdom of the mind will consciously find the answer to the mystery and enlightenment!
Why is the salary rising, but the enthusiasm of employees has not improved?
Why do you hear more employees complain about low wages?
Why can't you always meet the expected requirements?
How to activate the team through reasonable salary design, let some people get rich first, and drive the team to challenge the performance limit?
How to design a simple and operable performance evaluation and reward and punishment system suitable for private enterprises?
How to use leverage effect to amplify the output of the same resources by n times needs to redesign the compensation mechanism. To build a money-making system, we must first design a money-sharing mechanism. Employees have three major needs: promotion, getting rich and being a boss. Scientific salary management system and innovation can help more employees realize their dreams. How to design a close-fitting and time-sensitive salary system according to different ranks and departments in the enterprise, so as to continuously improve the value of employees and enterprises and achieve a win-win situation. The salary lever system will share with you:
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2. Five-star wage method
3. Three-stage nine-column method
4. Production compensation method
5. The first high commission method
6. Customer service wage law
7. Team process compensation method
8. Team sprint salary method
9.PK salary method
10. executive compensation method
1 1. Equity incentive method
Everything is done in the high-end president consultation class of "organization system construction consultation meeting". The teaching methods of scheme explanation, case analysis and practical consultation are adopted on the spot. The teacher talks about sex, and there is a senior management consultant next to you to do one-on-one personalized counseling, so that you can come back with questions and solutions!