The Secret Of Clothing Enterprises' "Red Envelope"

How does the year-end award create new ideas, let it become the penetration of corporate culture, link the feelings of enterprises and employees and even their families, and even have a sharp weapon to promote the influence of brands?

In fact, red envelopes are like giving sugar to children. Each time they grab a lot, suddenly they change to two. Re hypothesis Shop When a salesperson sells sugar, he first grabs a large number of them and takes them to the scales. Then he returns to the kickbacks one by one. The guests usually feel uncomfortable. If each time they catch insufficient weight, then add up one by one, the effect will be different.

The year-end bonus has different forms of payment in different units. Apart from the general sense of "red envelopes", some are stock dividends, some are "double salaries", some are Commission, some are not capped on prize money, and some include Tourism Awards, material rewards, etc.

Not only that, year-end awards can also include material and spiritual rewards, benefits or even honorary certificates, mainly for recognition and recognition of their work achievements over the past year, such as welfare products, noodles, oil, fish, fruits, dim sum, small household appliances, etc., all of which can arouse the sense of honor of the staff. Honorary certificates, certificates, good news, plus red flowers, satisfy the inner spiritual needs of the staff, encourage them to better carry forward the spirit of innovation and make greater contributions to the enterprise. The same is true of these things, but different ways of playing will produce different effects.

Bonus bonus

[case]

This is staged at the annual awards presentation of a clothing general agent when it comes to the five strong staff award in 2009. agent According to the "general agency profit model", we have introduced five new youth culture in the enterprise: performance, thinking, influence, thinking and technology. On the basis of this, we evaluated the awards at all levels through performance evaluation, the top five employees, the middle managers and the executive awards. The general agent, speaking at the more than 500 members of the meeting, said to the award-winning employees, "Xiao Li, you are our pride, and the company has decided to reward you RMB 10 thousand yuan."

Xiao Li listened very happily and said, "thank you for the company's affirmation to me. I will do well next year!" then, with a bonus, he bowed to the table and was preparing to go down to the stage. The general agent was very much holding the hand of Xiao Li and said, "Xiao Li, how many times do you go home to see your old mother this year?" "Well, it's really hard for her old man!" well, the company thanks for having such a good mother, giving birth to such a good son, and giving me the address of the home. I decided to give your mother a reward of RMB 5000 yuan. Now let's write it down to her old man, "the agent said. "Thank you, general manager!" I said, "thank you, general manager! Next year, I will do my best to live up to your expectations." holding the money and going to the stage just now, the general agent took a deep hold of Xiao Li's hand and said, "have you been accompanying your wife this year? Have you often taken your children out to play?" Xiao Li puzzled and said, "there is no time. I have not attended the parents' meetings many times. Fortunately, my wife has taken good care of the family." "yes, with the support and understanding of your good wife, I can make you feel at ease and work, and your wife will also reward RMB 5000 yuan." Xiao Li listened and was shocked. He hurried to tell the general agent. The general manager added.

At this time, Xiao Li was so excited that he was moved to say nothing and came back for a long time. He said, "thank you, general manager. You can rest assured that as long as you use me, I have decided to spend the rest of my life with you."

[analysis]

Suppose the general manager gave the bonus of 20 thousand yuan directly to Xiao Li, did he get the result? The general agent used the sub payment to go deep into the softest chord of the employee, and let everyone get the encouragement, but also gave the employee an award-winning experience, which greatly enhanced the emotional link between the staff and the enterprise.

" Red envelopes This is usually determined by the boss. There are no fixed rules. It may be decided by the closeness of the staff and the boss, depending on the impression of the boss on the employees, the qualification, and the great contribution. Usually not public. Private enterprises are common. No matter what way the enterprise pays the year-end bonus, there is a common principle. That is, the payment of year-end awards should not only protect the interests of the enterprise itself, but also consider the psychological expectations of the employees. Only by taking good care of the two, the year-end bonus can play a role of reward and incentive, and lay a good foundation for the next year's development.

Cash reward

[case]

At the end of the year, the general agent of a garment industry allowed the staff to make their own programs, and at the same time, they also adopted the traditional raffle gifts. The last show of the dinner party, everyone stood up. The general agent has selected a special award from 30 outstanding employees, including two special prizes. The prizes are respectively a car with a value of 80 thousand yuan and two 37 Inch LCD TV sets. And the car had already taken pictures. The general manager said at dinner: "this is my agreement with everyone when I was at the end of last year. We work hard together, and the business benefits are good. We will reward the car next year." He said that employees are working hard, and businesses must reward employees with some of their profits. Next year, this award continues and the prizes upgrade. After saying these words, the staff were very moved. I didn't expect the general manager to remember the words he said to the staff during the dinner last year, but also gave the staff a lot of encouragement, so that the staff could not forget it for a long time.

[analysis]

From this case, we can easily find that small secrets have great effects. There are promises, unexpected surprises or touching always make people remember the most profound. When we learn to add rewards to the prize, we can also allocate 42 pounds of emotional culture. For example, at the end of the year is the rush hour of the Spring Festival. If the enterprise buys tickets for the employee to go home for the new year, the reward will be good. Not only is the employee happy, but it is also a free enterprise promotion. You can also send a red envelope to the employee's home in cash or in the form of gifts. It can also be used as a gift to share the happiness of red envelopes. It can not only motivate employees, but also permeate family culture and better retain talents. It's a good choice.

"Multi pay" award

[case]

The year-end bonus of a clothing Brand Company is mainly the "double pay" system. Besides, sales staff also have special rewards according to their performance, and management shares dividends again. The first part of the year-end award of another garment enterprise is "double pay", that is, to pay more than one month's salary. The second part, in addition to organizing a award-winning family tour, will also pay a month's salary as an employee's travel expenses at the end of the year. The third part is the performance bonus, which is mainly issued according to the performance of employees in the past year. Generally, the annual bonus of each employee is about three times the monthly salary, and the performance is particularly prominent, which can achieve ten times the monthly salary. The year-end explosive reward will certainly give employees a long expectation and encouragement in the coming year. It not only enables employees to see the hope of struggle, but also realizes the deep emotional link between enterprises and employees' families.

[analysis]

Double pay, that is, by the end of the year, the company will give employees more than one month's wages. This is a measure of time, and you can get a double salary once you have done it for a full year. But now this method is not commonly used in Hongkong and Singapore. At present, 3 salaries or 4 salaries or more commonly used by foreign companies, as long as employees are still on the job at the end of the year, regardless of personal performance, regardless of the company's performance, and the whole staff enjoy the "general benefits", similar to the welfare nature, indicating the company's thanks to employees for a year's "hard work". The issuing rules are consistent and open, and the specific amount is related to the basic wage level of each person. But some companies are starting to innovate in the double pay system. In terms of double pay, it is measured from three aspects of the company's business indicators, customer indicators and personal indicators. The company's business index is to achieve optimal results with the least cost and get the maximum profit points. Customer indicators are scored by customer satisfaction, and personal indicators are scored by the quality and quantity of work done by individuals. Generally speaking, the company's business indicators account for 10-20% in two salaries, the collective workload accounts for 30-40%, while personal indicators account for 40-50% in two salaries. That is to say, when you personally work hard to complete the work, play the spirit of teamwork, and achieve the company's business objectives, you can finally get double pay. This flexible approach is very popular abroad. It can fully mobilize the enthusiasm of the staff and carry forward the spirit of teamwork.

Subtraction Award

[case]

There was such a clothing agency, launched a "one person work, family salary" system, how to operate it? The company divided wages and bonuses into three, 80% to the employee, 10% to the employee's wife, 10% to the employee's parents (of course, all directly hit the card), the result of the enterprise has created three years without one employee leaving record.

[analysis]

The company pays much attention to the skill of paying wages. The stones of other hills can be used to attack jade. When issuing bonuses, dealers can also dismantle the bonus, not only to the staff, but also to the family members. Enlarging the scope of distribution is actually expanding the alliance front of dealers, allowing employees' families to stand on the side of the enterprises. Moreover, they can also expand the effect of word of mouth, further enhance the influence of brands, and consolidate employees' confidence and loyalty. At the same time, it can bring happy atmosphere to employees and employees' families at the end of this year. Isn't it worth memorable?

Family rewards

[case]

At the end of the year, an enterprise will not award a reward to its employees, but a wife or parent to the employee. It is called "wife bonus" and "parental bonus". The wife's bonus is very important, so that the wives and wives can better support their husbands' work. Parents' bonus is awarded to those singles, not only for parents to reserve their marriage funds, but also for parents to stand together with enterprises. Together, we should supervise employees' growth in enterprises and be loyal to the development of enterprises.

[analysis] {page_break}

Taking the mental award as a form of year-end award is very popular in foreign countries. Enterprises can invite outstanding family members to the enterprises at the end of the year or the eve of the Spring Festival. You can also thank other staff members for their support for outstanding employees. At the same time, you can give a small bonus to your family members. This will not only make the employees feel unlimited, they will also feel the home for the enterprises, but they can also exchange for their employees' encouragement and support for their employees in the future work. This is a good strategy for Chinese employees who value their families. At the same time, enterprises can also add "dedication Award", "parents Pension Fund Award", "children's Wedding Gold Award" and so on.

Parade Awards

[case]

Cleverly used the weekend of the end of the year, at the best time of the gathering of people, he hired several white horse and drum team to make the annual outstanding employees wear red flowers and ride on the big horse, and led by the direct shop manager of Yusu employee, led by the two strong men who held the flag of the "annual award of outstanding employees of the certain brand", and then beat the gongs and drums around the core business circle for a week. After that, they stopped in front of the red T platform 1 meters high in front of the flagship store in the area. The dealer himself helped the staff to dismount, and issued the honorary certificate and the annual performance bonus in the street. A well-known brand dealer did not issue year-end bonus at the end of the year, but rather At the time of the award, the scene of the crowd and the shocking scene made several excellent employees wept. It was not only unforgettable, but also made a deep promotion to the brand.

[analysis]

The form of year-end bonus is a performance bonus based on the results of individual annual performance evaluation and company performance. It is also a performance award. How to create different sensational effects at the time of issuance is worth considering. For example, there are different functions in the award of the combination with the brand show and the award of the order.

In short, the year-end bonus is an art, when the boss should give full consideration to the staff's psychology, empathy, pay attention to the time, place and way of payment, and achieve full integration of principle and flexibility. Only in this way, will the annual bonus be released with ten investment.