How Do Employees Complain About Too Little Pay?

For employees' complaints, leaders and managers should first have an open attitude to understand what factors are behind the employees' complaints and understand the reasons for them.

Sometimes employees complain that wages are not high, and they are not complaining about the internal wage balance. They may complain about the internal balance. They feel that they can still get the wages. But why do they take more, he feels that the two people do almost the same thing. When the employees complain about the low wages, they may not be able to match the workload he has assumed. If the company gives him a low wage and lets him do the high-end job, he will think that wages are not matched with the workload. Some employees complain that the wages are not high, and the wages are not high, not that the wage level is not high, but that his personal consumption is too high, which is related to his way of life and attitude.

Therefore, first, managers should first understand the reasons behind employees' complaints and their thoughts.

Second, all managers need to understand what the logic behind the company's policy and salary system is and what the company's positioning is.

Some companies tell employees that we are not a company that attracts people with high salaries, but we have good training system, good people to take you, and good development opportunities for you.

Third, employees complain that wages are not high, and sometimes they are short term. They should guide employees to look at the long term, because each company's pay level and salary setting vary at different stages.

For example, the percentage of pay rises to a certain level is greater, or the composition of remuneration is more.

To guide employees to look ahead, what is your current position, what your contribution is, and what relevant rewards you may get in the future, effective guidance is very important.

So we must understand the situation, communication strategy, correct guidance, and do these three aspects.

For the company,

The most important thing is to achieve two balances: internal fairness and external competitiveness.

If you want to be competitive, you need to know what industry you are in, where your talents come from, where you will go, and what the salary situation of the industry professionals is.

Second, every company.

Different, you must determine the salary according to the market situation.

When positioning, it should be determined according to the company's financial status, competitiveness level, the company's development stage and other related elements.

Salary positioning is very related to its development stage, for example, the company has just started, and may not be high in the short-term cash income. It can set up long-term incentives such as equity, and guide people to develop with you.

With the development of enterprises to a relatively mature and stable stage, you can not increase the annual salary very fast, but you can consider increasing some benefits.

Internal equity means that there is an internal salary scale framework. What people and jobs need to get a high standard? You have to go through business analysis and job evaluation.

The wages of some companies are not high in the market, but their employees are still relatively stable or highly satisfied. Among them, it is very important to establish corresponding incentives according to the needs of employees.

What kind of company is know own company, what level, age and type of employees are they, what kind of things do they like?

As long as the incentives are matched with their needs, they can achieve the goal of retaining talents.

Research shows that

Creating career development passages is sometimes easier to stay than wages. If the company has a faster and better development, employees will accept a relatively low wage situation in the short term. Second, culture, especially after 80 or 90, will like a certain culture, such as loose, elastic, family like working environment, or find many good friends in colleagues. The superiors will give you a more relaxed environment or a mild attitude towards you, and encourage and develop you primarily.

Third, there will also be some companies that invest in staff training, pay attention to the development of employee's ability, development is sometimes the promotion of position, sometimes is the development of ability. If there are many mechanisms inside the company, so that employees can develop various skills, they can have incentives for employees.