The Frustration Of Being "Raised"

Over the past few years, Chiang manager of the executive branch of a Jinjiang textile company (S company) has been quite disturbed. Although the company had just raised its wages at the end of last month, Chiang's manager still kept a close watch on the movements of front-line staff, for fear of employee turnover.

S company is a large scale enterprise in the industry. There are many small and medium-sized weaving enterprises around the company. At the beginning of last month, a number of small and medium-sized weaving enterprises suddenly raised their wages sharply. For S companies, it was like "a ray of thunder on the ground".

"It can be said that the company's wage increase is completely driven by the situation and is not within the company's budget." Manager Jiang reluctantly regrets.

Wage increase

Chiang Kai Shek said that today's recruitment situation is internal and external. This year, Jiangsu, Zhejiang and other places Weaving Companies have been raising wages, attracting many industrial workers in the textile industry. So far, the company's front-line staff still have 10%~15% gap. Unexpectedly, "foreign aggression" has not yet been solved, and "internal worries" have also come.

According to Chiang Kai Shek's recollection, in the beginning of March this year, the frontline staff of S company suddenly came to Chiang's office to ask for a raise, otherwise he would have to change jobs. In principle, the company has raised wages for many employees before the Spring Festival holiday, and the company has no precedent for raising wages after one month. Why did so many employees suddenly ask for a pay rise? After careful questioning, Chiang Kai Shek couldn't help increasing pressure.

Originally, the small and medium-sized enterprises around the S company have been unsatisfactory since the beginning of spring. Recruitment The rush hour is about to end, and a few small and medium-sized enterprises are simply biting their teeth: raising salaries. "If only the fine-tuning is not tight, the key is to raise substantially, which is a headache for us." Chiang Kai Shek said that the original S company's remuneration in the industry still has an advantage, usually slightly higher than peers, but this small and medium-sized enterprises in order to recruit people, have substantially raised the remuneration, almost every type of work has been raised by 500~600 yuan. Such a big temptation, no wonder people float.

The small and medium-sized enterprises' "not playing the cards on a regular basis" forced the S company to summon all managers to convene an emergency meeting. At the meeting, the boss of S told all managers that they must be unified and told all employees that the company would also increase wages and stabilize all employees first. As for the increase, it requires the Ministry of administration to investigate and confirm it.

Because S companies pay their salaries last month at the end of each month, a manager will say that the company will also raise wages. All employees are full of expectations for the coming of the end of March. As a result, Chiang Kai Shek has experienced the most torn March of all time. "The salary level of the small and medium-sized enterprises is much lower than that of the companies after the big salary adjustment. If their level is raised, the cost of the company will rise a lot at the same time. If it is only a slight increase, can it retain employees?"

As a result, the number of wages raised has become the focus of attention of S company in March.

Only wait and see

After many surveys and discussions, S's salary adjustment plan was finally finalized. Manager Jiang Introduction, after careful consideration, S still feels that it can not compete with so many small and medium-sized enterprises in vicious competition. If they raise their wages to the same level as that of small and medium-sized enterprises, SMEs will inevitably rise again, which will eventually disrupt the entire market order. But for the front-line employees, wages are always the most important, so no rise can not be done.

"Therefore, we will eventually increase the price to 10%~15%, although there is still a certain gap between the number of SMEs and the current level, but at least we have an explanation for employees, so that they know that the company is still very concerned about their needs." Chiang Kai Shek said that although the wage increase was not high in small and medium enterprises, the company also raised the welfare level of employees, such as providing free night snack for employees and raising the level of food subsidies for employees. Through some intimate welfare measures, employees feel the company's concern for them.

When the end of March arrived, many front-line employees could not wait to come to the executive branch of S to receive wages. "To be honest, when employees look at pay slips, I almost hold my breath." Chiang said that it was not exaggerated to use the word "hold breath" because he was in a state of anxiety and was not aware of whether the employees were satisfied with their pay level and whether they could keep them.

Moreover, according to Chiang Kai Shek, the company has not released the specific pay up ratio in the company, but it is reflected in the staff's salary slips, so that employees can compare themselves. "Because employees do not know whether they are satisfied or not, they will be compared after disclosure. Moreover, the company is still watching, if the staff is still fluctuating after the up regulation, it may rise again, so we can only use this relatively secretive way to test.

Today, executives from the S administration and production departments are conducting interviews and interviews with employees to find out the reactions of employees after raising salaries. "Now we can only wait and see. If we can stabilize our employees, of course, the best is, if the strength is not enough, then we can only raise wages again. But when it rises and rises, when will it be the end? "Chiang said helplessly.

"Weave a net"

In fact, the question reflected by Chiang Kai Shek has recently been found in many industries in Jinjiang.

Although February is the peak period of recruitment, but in 3 and April is the peak period of employee turnover. Because after more than a month of wait-and-see and comparison, workers at this time have generally compared the salary and welfare of enterprises which are really high, and will start to flow to enterprises that they think are good. In addition, many enterprises launched the "employee return factory subsidy" during the Spring Festival, such as the doubling or increase of wages in February and March, and how much money will be returned to the factory in time and so on. Generally, it will be fulfilled in 3 and April. After many "smart" employees get subsidies, they will often choose to leave this enterprise and go to better enterprises. There is another case, just as S has encountered, many enterprises that are not good enough in terms of salary and welfare conditions are unable to recruit people's pressure. At this time, the last dose of "strong drugs" will be put in place, and the wage will be greatly raised. This short-term effect will often lead to the flow of personnel in the industry. {page_break}

Reporters encountered such an example in the interview process. A shoe company in Cheddar opened well in February because of the factory subsidy, and a workshop director in the same industry came to the company. But in March, the director of the workshop received the subsidy, and because he could not get along with the rest of the company's supervisor, he took a whole line of workers and went to other enterprises. Now is not the peak period of recruitment, there are fewer people on the market, so the shoe industry has lost so many people at once. Where can we find it again? But under such circumstances, the company can only offer a "strong recruit", announcing all the old employees of the company: if we can introduce a worker to the company, we will reward 1000 yuan (of which 700 yuan reward the introducer, and 300 yuan reward the new employee).

After the release of the news, we can naturally attract many new employees, but the neighboring businesses can not help but be as nervous as Chiang Kai Shek.

In view of the phenomenon of large staff turnover in 3 and April, some enterprises have accumulated a set of ways to retain staff. Yuan Fei, director of human resources of flying Ke (China) Co., Ltd. introduced this year. In fact, the return subsidy made by flying company this year is very high. According to the time of returning to plant, the factory subsidy for 1000~2000 yuan has been issued. However, in the past two months, there was no movement of the company.

"Because our subsidy for factory return is fulfilled in 10 months, and 1/10 of the monthly subsidy is granted, so that it is not easy for employees to get away with subsidies." Yuan Yifa said.

Zhang Yueqi, human resources director of Shu Hua (China) Limited, also said that the return rate of employees of Shu Hua reached more than 93% this year. The company will inevitably become the target of surrounding enterprises, but the stability rate of its front-line employees is still very high.

"Because we weave a net, firmly cling to the staff with this" net ". Zhang Yueqi introduced that this "net" means that enterprises are ensuring that wages will not be much lower than that of the same industry, but they have also constructed a complete set of welfare protection system to protect employees' welfare from all dimensions.

"I very much agree that S has not simply worked with SMEs for wage levels, but is making adjustments in welfare." Zhang Yueqi said that today's employees are very smart, know how to calculate their own accounts, wage levels will not be far from the industry, but the strength of welfare protection is different. The difference between scale enterprises and small and medium-sized enterprises is that apart from their wages, they are more capable of making great investments in soft and hard conditions, so as to build a caring and meticulous welfare guarantee system for their employees. For example, Shuhua company invested 5 million to set up the Shu Hua employee charitable fund, which is used for assisting students, helping the poor and helping doctors. For example, the old employees in Shuhua 5 had a one-time reward of 5000 yuan, 10 old employees rewarded 10 thousand yuan, 20 thousand yuan in 15 years, 40 thousand yuan in 20 years, etc.

"Let employees feel secure in their work, which is the key to truly retaining their employees." Zhang Yueqi said.