• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    What Kind Of Salary Incentive Is Effective?

    2011/5/11 15:36:00 42

    Salary Incentive Effectiveness

    Why do many business leaders do not care about teams?

    Achievements

    ?

    Why is the salary system not motivated by employees?

    Why is there not a close relationship between the business peers?

    Why do leaders exclude excellent business colleagues?

    Why do business leaders shield poor business colleagues?

    There is only one reason:

    Pay

    The problem is encouraging.


    Let's start with

    business

    Colleagues talk about it.

    There are several important principles for business associates, whether they are salesmen, business executives, business managers, business directors, general managers and vice presidents.


    One is the principle of low and high.


    That is, the basic remuneration is low and the performance commission is high.


    Basic remuneration is his basic treatment.

    Performance royalty is the reward of performance that he can bring to the company.


    Many people say that when the basic pay is low, I can not recruit people, and it is very difficult to recruit people.

    It's not very difficult, but it's easy to filter out the people you don't want; it's not that you can't recruit people, but that people you don't want don't come directly. Is it time saving and energy saving?


    If you recruit people with low basic pay, it's very difficult.

    I'll give you an important suggestion: the most moderate level.

    Suppose that the basic remuneration of business personnel in this area and the industry is 1000 yuan, the highest is 2000 yuan, and you give up to 1500 yuan.


    Then the performance commission must be high.

    The salary system determines the focus and behavior of employees, that is to say, the basic remuneration can be low in the industry in this area, and at most should not exceed the middle level; the performance commission can be high in the local area, at least not below the middle level.

    This allows the focus and behavior of the team to focus on performance rather than basic reward.


    The two is ladder type lifting.


    Let's assume that in your company, business associates vary in proportion to their performance.

    For example, if a salesperson makes a performance commission of 100 thousand yuan for 5%, 200 thousand yuan or a little better.

    200 thousand yuan, we can give him 7%, 300 thousand yuan can give him 9%, when the above 300 thousand yuan plus 1%.

    Suppose that when he achieves 280 thousand yuan, he will want to do 300 thousand yuan. When he achieves 295 thousand yuan, and the difference is 5000 yuan to reach 300 thousand yuan, he will not develop customers at the end of the month till the end of the performance. He may take out his own $5000 and add up to the performance of $300 thousand. He sold the product early next Monday.

    He thought to himself, this is my hard-earned money, and I must sell it.


    So the more the higher the principle is, the more you give your performance, the higher the commission I give you; the less it is, the lower it is.

    You make 100 thousand yuan is 5%, 50 thousand yuan is 3%, 20 thousand yuan is 2%, 10 thousand yuan is 1%.

    You make a zero performance commission 0%, even if the zero performance is not 0% of the Commission, it is a 100% Commission.

    He is still a zero.


    Even if the Commission is too high, no achievement is equal to zero.


    Some people say that he was less productive, and you reduced the royalty ratio. Did he quit?

    If he makes a $30 thousand, 20 thousand yuan, he will not do it. If he goes on like this, he wants to do it. We will not let him do it.


    Three is the upper and lower interest bundles.


    In your company, how do you conduct performance appraisal for these people?

    Why business leaders do not care about team performance?

    Because the bonus of the business leader is not directly related to the performance of the team.


    It is assumed that the bonus of business leaders is commended by the "total Commission" of the business team, and the power generated by it is very huge.

    This is the key and secret to enable your business manager, business director and general manager to be dynamic, full of achievements and great combat effectiveness.


    If your company's business manager has 30 salesmen, a well done salesperson may receive 10 thousand yuan, 20 thousand yuan or even 30 thousand yuan this month. The general business has won three thousand five thousand yuan and seven thousand or eight thousand yuan; the poor ones have received 2000 yuan, 1000 yuan and 500 yuan; the worst possible ones are zero.

    Together, the 30 salesmen would probably get a commission of 300 thousand yuan, if 10%, then the business manager can get 30 thousand yuan and 15% can get 45 thousand yuan.

    So the business manager will try his best to help the salesman get his performance and get a commission.


    If a company wants to make money, it must select a good business manager. If a business manager wants to make money, he must choose his colleagues.

    From bottom to top, from top to bottom, their interests are on the same line, and they will have a heart.

    What is a good system, that is, let the good man stay firmly, find the value and happiness of being a good person, have the power to keep on doing good deeds, let the bad guys rush out and feel left behind without value, but a kind of pain, let it give up voluntarily.


     
    • Related reading

    Confusion And Experience Of Labor And Capital Conflicts

    Personnel and labour
    |
    2011/5/10 13:09:00
    60

    China's Labor Costs Increased By &Nbsp; Western European Textile And Garment Buyers Were In Trouble.

    Personnel and labour
    |
    2011/5/9 9:01:00
    21

    Mari: It Is Necessary For Workers To Improve Their Working Ability And Professional Level.

    Personnel and labour
    |
    2011/5/4 8:54:00
    40

    Ministry Of Human Resources And Social Affairs: Seasonal Relief For Garment Industry Is Gradually Relieving.

    Personnel and labour
    |
    2011/4/26 10:04:00
    30

    Contract Disputes Caused By Labor Contracts

    Personnel and labour
    |
    2011/4/22 13:26:00
    32
    Read the next article

    Li Group: Protect The Environment &Nbsp; Protect Life Closely.

    The China International Clothing and Accessories Fair has come to a successful conclusion. Guangzhou lipai textile and Garment Co., Ltd., with its brand name and benefit faction, is showing itself at the fair.

    主站蜘蛛池模板: 小唐璜情史在线播放| 欧美激情第1页| 天堂а√在线最新版在线| 亚洲欧美日韩专区| 深爱五月激情网| 日韩aa在线观看| 又爽又黄又无遮挡的视频| eeuss影院免费直达入口| 正在播放乱人伦| 国产成人精品一区二三区在线观看 | 大学生高清一级毛片免费| 亚洲天堂电影在线观看| 麻豆AV一区二区三区久久| 成人午夜福利视频镇东影视| 亲密爱人免费完整在线观看| 男女同房猛烈无遮挡动态图| 日本一卡2卡3卡4卡无卡免费 | 粗大白浊受孕h鞠婧祎小说| 国内精品久久久久伊人av| 乌克兰大白屁股| 老司机免费午夜精品视频| 在线播放亚洲精品| 乳揉みま痴汉电车动漫中文字幕| 翁与小莹浴室欢爱51章| 国产鲁鲁视频在线观看| 久久精品国产亚洲AV水果派| 精品无码成人片一区二区98| 国产精选91热在线观看| 久久久噜噜噜久久中文字幕色伊伊| 精品久久人人妻人人做精品 | 亚洲欧美综合国产精品一区| 黄瓜视频在线观看| 妖精动漫在线观看| 亚洲中文字幕伊人久久无码| 翁房中春意浓王易婉艳| 国内精品国产成人国产三级| 久久精品国产久精国产| 精品一区二区三区无码免费直播| 国产精品亚洲а∨天堂2021| 中文字幕亚洲精品无码| 欧美日韩精品久久久免费观看|