Talk About Raising Salary At The End Of The Year. Be Careful Of Your Boss Fooling You.

When CPI rose, the boss said he would wait and give us a raise.

But at the end of the year, when the supervisor was preparing to propose a departmental salary increase plan to the boss, the boss first gave a clear indication to the supervisor about the pay raise, and hoped that the supervisor would encourage the team by means of various non cash incentives.

Although "comprehensive remuneration" has become the most popular phrase in the recent HR's formulation of remuneration policy, enterprises have increased their job satisfaction survey, improved employer brand, strengthened internal training or e-Learing, and paid personal recognition and gratitude to individuals.

But do the staff have children who want to consider the tuition fees of their children, get married, and still have to save money at the expense of housing and unmarried. At least they have to get the money of the wedding ceremony. Can they really boost the morale of these employees by relying on non cash incentives?

Employee Li Jiaxin: it is not a lack of consciousness, but a social reality.

There are grapevine news that this year's salary increase is hopeless, and the psychology is suddenly cool. The two days after the news, everyone's work enthusiasm plummeted. We can not say that we are not very conscious, we can only say that this society is too realistic.

The age of eating big meals and making progress together has long been classed as history textbooks.

The bank mortgage bill is delivered to the house on time, the children's milk powder and the education fund are not to be saved at all, and the duty of filial piety to their parents and seven relatives and eight dependents can not escape. They have been working hard for a year and have been waiting for a raise, waiting for the "No Way".

If you can go to work cheerfully like a nobody, the 80% person is either a bachelor or a family background.

The bosses all like the "horses who work and do not eat grass". Unfortunately, the horses are too stressed now to live without grass.

Experts always stand and speak without pain: "only the employees of the money are not good employees! There is no vision!" so the leaders are like the sword of the Shang Dynasty. When they talk about salary, the opening remarks are the same: "money is not the most important thing." yes, I also want to make career planning, I also want to improve myself, but when my pay and reward are not directly proportional, it has even threatened the quality of life, and can only make career planning stand aside.

If this is a fait accompli, let the boss try to understand my mood as much as possible. Don't let me work overtime with you after work. I also have friends to get along with. Don't drag me to my customers on weekends. I also have parents to accompany me. Don't be so frown for occasional leave.

When the material is not satisfied, what I need is spiritual comfort and more freedom.

Perhaps, I will also tell the new employees with sincerity: because the market is not good, we do not have a good salary and no good welfare, but it is not the worst. At least the boss still hurts us, at least we still have freedom! "

Employee Deng Jiaxin: there is no money left. Please don't put your vacation to death.

Although the executives are very good at their leaders, they encouraged us again and again to encourage "non cash incentives" at regular meetings. But frankly speaking, I still prefer cash incentives. As for what training, tourism, it has no attraction for me.

Do not say that I fell into the eyes of money, even if despised, I still hope to be able to give some money directly.

I don't care much for a tight day.

Sometimes I feel too materialistic, but I can't help it. Who calls me poor? My mother taught me from an early age, "don't look at small money, big money can't make it!"

A few days ago, I was wandering around on BBS. I was impressed by a post. "Five years after graduating from college, no room, no car, no money, no woman, or not to die," is really a pity. But the guy is pessimistic. It seems that I am still thick skinned. I know that picking up a small sum of money does not mean that I want to commit suicide because of the current shortage of life.

Otherwise, it is not given cash, or I have the final say.

If the enterprise decides to give spiritual reward, then what can I do? If I want to choose non cash incentives, I prefer flexible working hours and paid vacation.

Our company is dead at work time, and is late for work at work. I have to pick up a ticket several times a year. It's really killing me! I have graduated for three years, and I never take a holiday except for statutory holidays.

If I can take a vacation this time, I must take my girlfriend home to see my father and mother.

Director Hua Sheng: how to draw "vision cake" for subordinates

I remember that in 2007, CPI went up badly, and the staff in our fringe Department felt more deeply.

The boss said that the pay increase has nothing to do with the CPI increase.

So we made plans and thought, and we vowed that no matter what we could do, we would not be in a difficult position where wages would not rise.

Who wants to calculate tens of thousands of dollars or not?

So the boss said, "everyone needs to be" in a difficult time ". I hope I can use non cash incentives to inspire the team.

At the same time, he also said that this is a match for the top 500 enterprises, and now big companies are using such means.

In the eyes of employees, any incentive is not as good as "real gold and silver"; however, from an enterprise point of view, all problems are solved in cash, the first incentive cost will be infinitely increased. Second although money is useful, not all things can be solved with money.

Therefore, managers need to face such a topic -- how to use non cash incentives and how to draw a "vision cake" for their subordinates.

Preparation before painting: cultivating good working soft environment

Sometimes the most important reason for employees to stay in a company is to abandon a good work environment and team, and to establish a good working soft environment requires managers' planning and efforts.

So my strategy is as follows:

1., we should relax the attendance time appropriately: relax the rest time in ensuring the efficiency and quality of the work tasks, such as overtime work the night before, and arrive late in the morning on the second day.

The company is moving farther and farther, and the road to work is getting more and more blocked. The relaxation of attendance time will be more humane.

2. increase informal communication opportunities with subordinates: ask subordinates to get together after work and commute to work.

Finishing before painting: making departmental goals and improving workflow

Under the crisis, the development strategy of enterprises is bound to change or repair, as a unit of the enterprise.

With more and more projects, more and more workload, and new departmental goals, there is no increase in departmental staff.

Process trimming improves efficiency for the company and reduces the intensity of work for subordinates. This is a good way to win win.

Pie: give a "vision" plan

Whether or not a cake can be happy depends on two prerequisites: first, the supervisor needs to know the career needs and future plans of each subordinate; second, the supervisor should make clear how many cash incentives can be controlled at hand.

According to the poll conducted by the Forum on future worries, the first and second most popular non cash incentives are paid vacation and training opportunities.

When the supervisor understands the needs, he must communicate formally with his subordinates.

As mentioned earlier, the supervisor has created a relatively relaxed working environment and working atmosphere. Under such a premise, it is more likely that your subordinates will be honest with you.

The contents of the talk are: the status quo of the Department, the company's current situation, the current situation of the industry, and the consistent performance of the subordinates. Secondly, we can express the work plan and objectives of the Department under such a form, and discuss with the subordinates to follow such a goal, so what can we gain from our subordinates?

Discussions about the harvest of subordinates can focus on the following aspects: skills or management training, empowerment, business training, paid vacation, flexible working hours and personal career development.

Personal career development is needed for all communication objects, and the first few things vary from person to person.

For example, for female subordinates who have babies, they will be more welcome for flexible working hours; and for more subordinates who want to get more promotion in the short term, more business training is appropriate.

In short, only one way is the best way to master one.

Oral praise is quite important in the way of encouragement.

DDI (American wisdom Consulting Limited) once said in a report on the retention of talents in China that praise or praise is a good incentive.

If employees do something, don't look at the wrong side of him. First, praise him for doing the right thing, so that he can retain many people.

Liu Weishi, managing director of DDI Greater China, believes that professional managers should learn a compliment skill: "you did a great job" and "you played a good paper".

If the supervisor can discover the advantages of employees in time and praise them in a timely manner, it will make employees feel that their work is much more interesting.

My experience is that when the economic benefits are not very good, the pparency of information must be higher.

Direct showdown with employees, tell them the current company's situation, and tell them what decisions the company has made; but also let employees understand that personal needs are not ignored by the company. The bosses of the employees are aware of the fact that they will meet everyone at the right time, but now we need to work together to tide over the difficulties, and so on.

This is a promise and a showdown, allowing hesitant staff to make a decision, whether to go or stay, the company has avoided the problem of people's lax mind.

The person who walks is bound to have no confidence in the future of the company, and it will not be of great use. The people who remain are basically stable and willing to work with the company, and they are also reusable people.

The purpose of the reward is to make the employees work harder, and many things are not bought with money. Therefore, we should put more efforts on these, give employees more security, more confidence and more warmth, so as to truly play the role of non cash incentives.