Charm Of Year-End Awards: Rewards And Punishments

Enterprises are the most effective for employees.

As an extra bonus, year-end bonus is a kind of salary incentive that can not be issued.

But when this happens

The annual bonus of the real estate industry is second to none.

Especially in 2010, the rapid development of the domestic real estate market and the shortage of talents in the industry make year-end bonus become an essential incentive for housing enterprises.

Although the incentives of different enterprises are different, there is a great difference in the number of bonuses, but the whole real estate industry also shows the same high speed with the industry at the end of the year.

According to the Research Report of the "2010 enterprise year-end award" of a well-known recruitment website, the year-end bonus of the 2010 real estate industry rose by 28.2%, ranking the second in all industries after financial industry.

The management has an image metaphor for encouragement, the story of carrot and donkey, hanging carrot on the front of the donkey's mouth, the donkey walking forward, and the carrot walking along, so the donkey always sees carrot but can't eat it.

Once donkeys eat carrots, the incentive value of radish will not exist.

Like the two magnets, the reason for gravity is because there is a distance between them. Once the distance is gone, the force will disappear.

Motivation is a kind of potential energy, and the so-called potential energy has the potential to have "energy".

So the most important condition is not to give, but to create the potential energy.

It is not what he has been given, but what he can get in the future.

It is expected that the potential energy can be created for the work of the employees, and when the expected implementation is realized, the potential energy caused by this fall will disappear.

Reward is not an end, but the aim is to give employees a reward.

In love, both men and women want to be the other half of the other person. They all look forward to that position, but before marriage, it is uncertain, or is not yet fully realized.

To be the other half of your partner is to motivate both men and women.

After marriage, the potential energy will disappear, which is what people often say, "marriage is the tomb of love".

In terms of salary, the most effective incentive for employees is not to pay employees, but to pay expectations.

But an important factor is expected to be credible. The commitment or expectation of employees to employees should be fulfilled within a certain period of time.

It is necessary to create potential energy and fulfill it.

So the maximum value of the year-end award is the potential energy and the long incentive cycle, but it is like other salary incentives, and once it is issued, the effect will disappear immediately.

Knowledge of year-end awards

The purpose of motivation is to achieve enterprise goals, and rewarding year-end awards are no exception.

Therefore, the most important feature of year-end awards is rewards and penalties, rather than the sharing of big meals.

The same year-end bonus can not play a role of goal orientation for employees with different performance.

Although everyone has a share, if everyone is the same, it will weaken the directivity of its goal.

On the Internet, there is an email about the Alibaba group's year-end awards in 2011, which reads, "as a result of the good performance in 2010, we will issue 2010 bonuses this year.

But the bonus is definitely not a welfare, not everyone, and absolutely not everyone.

We will still strictly enforce the 271 principles. Anyone who has problems with his own bonus will be able to return or donate points to the public welfare fund. "If you want to talk to your leader, you will know why you are less. This is your right."

From the year-end bonus payment system of Alibaba, we can see the obvious difference.

Killing chickens can warn monkeys, and chickens can also inspire monkeys.

The differentiation of incentives can make the remaining employees realize the gap and encourage them.

Enterprise motivation is a comprehensive behavior.

The gap can provide incentives, but the difference is not the whole incentive.

In motivation, it is also important for employees to feel recognized and respected for their interests and cultural ideals.

IBM Japan headquarters had a famous "Tokyo incident", and IBM Tokyo executives decided to secretly reward several outstanding backbone members.

This is also a routine incentive in the US Department of IBM, but a few of the recipients have just left, and some employees who have not been rewarded will resign.

Their reason is that others have been rewarded, but they have not been rewarded to prove that their work is not recognized by the leadership, and continue to "mix" down.

Those people just left, and those who were rewarded came to ask for their resignation.

The reason is that their colleagues lost their jobs because of their being rewarded by their bosses, and their resignation caused the company's work to be passive.

So I am sorry both my colleagues and the company.

Finally, all the executives quickly recovered their bonuses and divided them equally, and finally ended the incident.

People have a variety of needs, and the incentives for employees should also be reflected in many aspects. If we stick to some incentive methods, we should focus on the incentive of contribution, like the story of IBM. We should only consider the incentive effect of the gap, encourage them in their own way, and ignore the cultural interests of the employees. The result will lead to the personnel crisis of the enterprises, which will make the incentives for year-end awards backfire.

Drug resistance of salary incentives

For enterprises, the repeated use of salary incentives, including year-end awards, has also weakened the role of salary incentives at the same time.

When the gap between salary expectation and reality can not play an incentive role, the role of salary incentive will gradually be lost.

At the same time, an incentive way can only guide employees in a certain direction, but after employees have become accustomed to such incentives, incentives can hardly play the role of goal orientation.

For example, the incentive driven by the daily work report will allow employees to turn their attention to the filling skills of report forms instead of creating value for enterprises. Performance oriented incentives will cause employees to exclude the "non specified actions" in the enterprise, resulting in employees' sidelines for non performance work.

Just as every antibiotic can only kill a virus, an incentive way can only motivate employees in a certain way, and will gradually lead employees to become "drug resistant".

Therefore, at the end of the year, the enterprises must pay attention to salary incentives, and must also make an essay on other incentives.

For the real estate practitioners who have already paid a lot of money, maybe job motivation, emotional care and value identification can also keep them warm.