Can Raising Salary Improve Your Work Efficiency?

Generally speaking, no one can see that the pay rise is a bit grim. But even if the salary is increased, it does not mean that the idea of "refueling everyday, I am optimistic about myself" will be more intense.

There is no clear link between pay measures and performance.

Bosses are always having a headache for the efficiency of their employees.

The topic of strike and pay rises suddenly hit the news version, and the pay value became more subtle.

In this 10 person survey of efficiency, it may be different from what is generally believed, half of them feel that raising salary is not effective for improving work efficiency.

Those who are always eyeing the wages and bonuses are not confident in their salary requirements when they think they are inefficient or fairly efficient.

Some of the companies that voted against it added a few annotations.

Zhu Lianchen is the general manager of Golla Asia division of Finland digital accessories company. He is responsible for developing the Chinese mainland market. "Most people will feel that they need to raise their pay because they do not yet meet the standards they deserve.

I wouldn't say that if you give me a raise, I can work harder. "

Or simply argue against it, "an increase in wages may not lead to higher efficiency," said an architect at Ocean real estate. "No pay increase will bring about a reduction in efficiency."

He added, "reason, you know."

The most hopeless research in the world is that there is no clear link between pay measures and performance.

In the Good to Great, the research team of Jim Collins (Jim Collins) reluctantly declared this point.

But there are performance appraisal systems and performance commissions in the world.

A company in the United States stipulates that 65% of the salesperson's salary is royalty and there is no upper limit on the commission they can get.

So a salesman named Charles Twain was frightened every day. When he received relatives to attend his son's baptism ceremony, he still did not forget to call the customer, and he left the shop during a family barbecue dinner to discuss business with his client.

It's simply not wonderful.

In individual efforts, decisions are made.

It is indeed easier to measure workload indicators.

But today's work usually requires teamwork.

The dependence of success on personal effort has been reduced, and the measurement of personal effort, even if possible, has become more complicated.

In this case, pay based on performance often appears unfair and arbitrary, which results in dispel the enthusiasm of the staff rather than motivating them.

During the extraordinary years when Jobs led a group of talents to develop apple Mcintosh, there were also days to measure the amount of work calculated by the number of command lines written weekly.

But one genius has always pursued a more concise and effective command line as one of life goals.

He calculated that he could reduce his command by 2000 lines in a week, so he wrote "-2000" on the worksheet and handed it in.

No one ever asked him to fill out the form again.

Of course, the arrogant behavior is not replicable, because the blood of the chicken is in his blood.

Incentive compensation is a very effective stimulant when performance can be balanced and depends mainly on individual efforts.

But when the subjectivity of the performance measurement is high and the work is done by the team (which is the prevailing situation in the current working environment), the effectiveness of incentive pay will be reduced.

But in any case, how to find an effective way to improve performance for a company or an employee is really a major topic in the workplace.

A small survey of company's working efficiency

01

Can raising salary improve your work efficiency?

Generally speaking, no one can see that the pay rise is a bit grim. But even if the salary is increased, it does not mean that the idea of "refueling everyday, I am optimistic about myself" will be more intense.

In this regard, the company has a more objective view.

Of the 10 companies surveyed, 6 said that raising wages did not directly help improve work efficiency. Some of them came from state-owned enterprises or jobs which were easier to work.

Others point out that the problem is that the pressure is too small, not on the low salary.

Zhu Lianchen thought that the salary increase was to satisfy the requirement that "I did not match the income that I paid at the moment". It would not be "if I were given a raise, I would work harder."

Because I think I have worked very hard. "

In addition, a company member who began to work as a department manager will see a slight effect on salary increase: "low efficiency, skill and attitude are two reasons. The former can be improved through training, and the latter can not be increased."

Salary increase can be a continuous process, and the corresponding salary growth is achieved according to the improvement of ability and contribution, which is not necessarily related to improving work efficiency.

The remaining 4 thought that the pay increase was directly helpful.

In fact, only one company who works on the website has experienced an increase in efficiency after a raise.

She hopes to have a continuous pay increase system, and it will be useful for her to add enough.

Koh believes that he works in the Digital Corporation market.

It should be useful, but it also depends on the nature of the work. Salesmen can be more difficult to consider on the basis of their performance, but for example, the performance of the marketing department.

In her concept, salary increase is a fixed practice once a year, and she has met 5% to 10%. It is hard to say that the role of pay increase in improving work efficiency.

02

What do you think is the way to improve work efficiency?

Among the 10 companies, half of those who agreed to self requirements and agreed with external incentives.

Some people have questioned, "self claim can only deceive new people", "if the company wants to improve efficiency, it will inspire more universality".

Monotonous nine to five life, or endless overtime, makes the company feel a lot of pressure.

5 of the 10 companies showed longing for flexible working hours. They claim that "I have enough rest, I do not think I will complain". They do not like sitting in offices, "moving office or working in a cafe," I envy.

Some people are full of expectation for rest time, "no overtime work, no business trip, on time leave, and increase the number of days off".

There are also 4 people who believe that a clear reward and punishment system can help them improve their work efficiency.

Whether it is reasonable, detailed and fair is the main criterion for evaluating whether a reward and punishment system is qualified.

They care about whether their efforts will be effective and affirmative. If I do something that I feel is meaningful, let me let go and do it, I will be positive.

A manager of Ling media has provided an example of a company's rewards and punishments: less overtime allows him to add points in KPI performance appraisal.

This means that the quantification of work efficiency is directly linked to rewards and punishments, which may enable companies to choose to improve their work efficiency.

But this also has risks, because not all standards can reflect the working conditions of all companies in a fair and reasonable way.

Vague, opaque and vague evaluation criteria may make the company's hearts conflicting.

03

How to evaluate you?

?

Perhaps it is somewhat relevant to the position that I can evaluate my working status. The reason for this is that in the company we interviewed, Zhu Lianchen, general manager of Golla Asia, said very clearly: "my work efficiency is very high and the time is very long."

But the condition he got was what he called "the best welfare". He could go to work at 10 o'clock every day to ensure that he could have a good sleep.

In addition, he will have one or two days a week to control his work in 8 hours and play a cushioning role.

Most companies are rated "medium" or "biased".

It will also be discussed in different cases. For example, pressure and efficiency are directly proportional to pressure, and efficiency is high.

Another reason for saying "general" is that it is beset with too many chores, including sudden and temporary jobs.

The two companies who worked in China Steel Corp and China Mobile Shenzhen branch were almost the same. They would basically finish the matter assigned by the boss before they were asked the next time. "It is no good for themselves to finish without dragging."

In fact, "for 8 hours, I think my efficiency is the middle and lower" company people also know the crux of the problem, but they just can't help it. When they start the computer, there are too many things they want to do, write a micro-blog, last happy (net), Taobao on a tour, see who's signature on the MSN changed, and then go to "Hara".

Time goes by.

So the company, who still loves his job, will spend 8 hours to finish the work.

04

What is your ideal working status?

Company people seem to be very concerned about whether the work can be balanced.

4 of the 10 companies dream of "equal density work instead of high-intensity bombing".

Others want to work efficiently every day, "finish 80% of work before noon, and do 20% in the afternoon".

But it seems unlikely that an engineer at a data center in a bank described his job as looking at the machine.

If the machine does not make mistakes, it will do nothing; software development will be busy until the night.

3 people expect to have "no overtime" days.

But unfortunately, they have said overtime is normal.

China Steel Corp's procurement department has been working overtime from 5 p.m., and one of the respondents said he worked overtime every day.

"I think the ideal state is to work 8 hours a day, 3 of which are very busy, 1 hours are not busy at all, weekends do not work overtime, do not travel, return to work, are basically able to be efficient.

It's important not to work overtime, but it's basically impossible.

Employees in state-owned enterprises are less stressed. A product manager in China Mobile Shenzhen branch describes his expectations with ease and ease of work, and then works smoothly.

As for whether "morning spirit afternoon is sleepy" is not important, "state-owned enterprises do not work nor die".

There are also some objections to the details of communication at work.

The Department Manager of Ling Si media said that he hoped that many things would be communicated as soon as possible in the form of e-mail so as to avoid repeated phone calls.

He did not like the rush of work, especially after six p.m.