What Kind Of Salary Incentive Is Effective?

Why many? business Leaders do not care about team performance? Why is it made? Pay Does the system have no incentive for 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: salary incentives are having problems.

Let's start with our colleagues. 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. achievement The Commission is on the high side.

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.