The Hot Topic In The Workplace Is Not The Amount Of Money, But The System Guarantee.

In the first ten days of August, a heavy news from Baidu Inc shocked the workplace. Baidu CEO Robin Li awarded the highest prize for Baidu, and awarded a prize of $1 million to 10 grass-roots employees. This news is just like detonating a bomb in the increasingly fierce competition for IT industry. Since then, the Alibaba has launched the 3 billion yuan "i-Home" home loan scheme and invested 500 million yuan to set up an education fund to solve the problem of preschool and primary education for its children. Tencent has put forward plans for all employees to set up a 1 billion home interest free loan fund, and Sina, NetEase and other portals have also raised salaries for employees.

At the same time, there are also discussions on major micro-blog platforms. "Reward", " Comments such as "Baidu HR" and "boss have you seen it" are constantly appearing. It has been suggested that this is the "show" and "talent competition" of the IT giants, but it is undeniable that millions of dollars and other measures have been able to make the grass roots employees get tangible benefits.

Today, when executives enjoy tens of millions of salary and slow rise in front-line wages, what kind of social repercussions will Baidu bring about? This reporter recently interviewed some workers, business owners and trade union cadres. The overwhelming majority of respondents said that the award behavior could not be "on the rise" and should form a system.

Front-line workers: eager to meet Baidu style boss

"This kind of thing is too far away from me."

Hearing that the highest award of Baidu has been awarded to millions of employees at the grass-roots level, Xiao Zheng, who is in charge of quality supervision at the top 500 in the world, is indifferent. "This kind of thing is too far away from me." Although it is in a foreign company, but in the eyes of Xiao Zheng, the company's attitude towards life is still relatively conservative and rigid. "Anyway, I entered the company for three years. Although the work is not easy, I have to travel almost every week, but I have never been rewarded, nor have I seen anyone else get the reward, but there is no penalty."

Xiao Zheng said that Baidu could not be seen in its own company in such a big way. If there were such good things, he would be loyal to his life. "The boss is so good to you that there is no reason not to work for him, because it is rewarding and promising." He confessed that he hadn't been stirred up in his heart for a long time. If the unit can also draw up the reward system, it will definitely play twelve points of mental work.

According to Xiao Zheng, because the headquarters of enterprises in Germany, the Shanghai representative office has only 8 employees, plus the quality supervision department, it does not create direct benefits for the company, so few people "care" to reward this matter. "My supervisor said he was going to give us each one a iPhone4. My colleagues and I also enjoyed it for several days. Although it has not yet been realized, it has already felt the sweetness. If it can be specified, it will be more powerful. "

Rewards make employees available. Sense of belonging

"To grass-roots employees? Really false?! " It is said that Baidu has re invested the original capital to motivate the grass-roots employees. "There must be an incentive. Such a sum of money is a great encouragement to our employees, and it is also an affirmation to them. If I were, I would have a brand new definition of self worth. It can be said that it is also a kind of capital.

In addition to shock, small money also associates itself. As a sales assistant, their company stipulates that employees who exceed 30% of the sales target each quarter can earn more than 3000 yuan. That is to say, a maximum of 12 thousand yuan a year can be awarded. But it's hard to get the money, and the little money says that he has only been there once for five years. But in her view, the fundamental reward is not money, even if it is 100, because the boss is rewarded, there will be a sense of honor. "Baidu is so big a company with relatively strong capital. There must be many people who are greedy, but for employees, the meaning of reward is extraordinary, even more valuable than money.

For example, when we finish a project, the boss will give us a big dinner. I think this can also arouse our enthusiasm. As far as business managers are concerned, the key is to convey warmth and make employees feel a sense of belonging.

　　 reward Promote continuous efforts of staff

"The greatest significance of this encouragement is that it reflects the recognition of employees, and the rewards of enterprises can encourage employees to realize their potential." Xu Wenxing, a technical worker in a large state-owned enterprise, thinks, "no matter what job you are in, you need encouragement." He said, "don't underestimate your job. If you have a goal, even if you are a blue collar, you can make" deep blue "through your own efforts and continuous technological innovation.

In his view, the influence of enterprises on rewarding employees is enormous. "No matter what form the enterprise encourages workers, it often causes sharp reactions around the recipients." He takes his unit as an example. "Every year, our units will give awards to employees who have made certain contributions to their posts. Although they don't have much money, they get good results." He believes that "the key to reward employees is not the amount of money, but the recognition of employees."

"The intensity of honor is not measured by money." He said.

Business managers: Grassroots workers are our mainstay.

I hope not only once.

Ceng Yong, deputy general manager of Kose Cosmetics Sales Co., Ltd. said, "if this reward is one-time, without curing as a system, such a high reward is unfair to other employees."

He told reporters that there is no doubt that Baidu launched this practice has its bottom line, because the company is good in efficiency and has the ability to make the money. However, if the operation of enterprises is inevitable, then if the benefits of Baidu fall, can the practice of no curing system continue? We don't know. If the award is aborted only once, it is no doubt unfair to other employees who have not received the award but are eager to be rewarded.

We must not forget the grass-roots workers.

Zhang Hui, chairman of Shanghai axing Lighting Appliance Co., Ltd., said: "the grass-roots workers are the mainstay of enterprise development. Giving them heavy reward is an important means to boost morale and form an enterprise's centripetal force. Regardless of the size of an enterprise, Baidu's approach should be an example for business managers to learn.

"In our company, many people say that I am too partial to front-line workers. But I have always believed that after more than a decade of development, enterprises can form the scale of today. The biggest meritorious service is the front-line workers. We can not forget the workers who contribute to the development of enterprises.

Trade union cadres: improving the enthusiasm of the staff and trade unions

Spiritual touch can not be ignored.

"1 million dollars is a material reward and a spiritual reward for employees." Lu Lizhang, President of the Shanghai Trade Union Chemical Co., Ltd., believes that this practice can be described as "two birds with one stone". It has stimulated all employees of Baidu to continue to be based on their posts, play their fighting capacity and cohesive force, and contribute to the development of enterprises. However, it is also important to note that this incident is a great touch on the spirit of Baidu workers.

"Improving the enthusiasm of our staff and workers, our trade union can make great progress." He revealed that his company attached great importance to various incentive measures for employees, and the Trade Union played a good role in it. "Through collective consultation, we will widely listen to the opinions of staff and workers, and finally decide to increase wages to 2 times a year."

Reward grassroots is the right values.

It is absolutely a good thing that enterprises do not waste profits but encourage employees. Zhou Zhongjie, director of human resources and services of Shanghai Microelectronics Co., Ltd.

He believes that the focus of this matter is not on the $1 million, but on the 10 grass-roots team. "There is another potential implication of this matter, that is, Baidu is very important to tell the grass-roots workers in their enterprises with their own practical actions." He said, "rewarding the employees who have contributed to them also set the right values for the enterprises." He believes that this practice has the value of popularization.

Industry status

Internet giants are beginning to "lose sight of each other".

According to media reports, in the increasingly competitive internet field, apart from the Baidu million dollar prize, many other industry giants have launched a large-scale employee welfare policy, and have launched the "humanity card".

Alibaba: announced a number of employee benefits programs, including 3 billion yuan "iHome".

Home loan scheme, 500 million yuan Education Fund and 40 million yuan disposable price and child education subsidy. According to the plan, from September 1st this year, 3 billion yuan of interest free housing loans will be provided to the Alibaba's formal employees in the mainland of China for two years and the corresponding conditions are met. Employees can apply for the first set of housing (family units), and the maximum loan amount can reach 300 thousand yuan.

Tencent: put forward a plan for all employees to set up a 1 billion interest free loan fund.

Sina and NetEase: 20%-30% raises salaries for employees.