Year-End Incentives, Money Or Feelings?

"Money is of course the most effective incentive, but companies generally do not send money directly." Li Jie, a staff member of a real estate company, told reporters. When the Spring Festival draws near, it is time for enterprises to distribute year-end awards or motivate employees by various means. Many respondents said they had wanted to resign or had approached another company, but they had to grind their teeth to the end in order to earn a large sum of money at the end of the year.

Some people say that the old ox is not popular in the workplace, and what honor is not as good as money. It is also said that a set of incentive mechanisms designed by the company may have a far reaching impact on the development of workers, far better than direct money making. "Money or something else? That's a problem." Some people like to be simple and direct. Others like to stay in deep water. Through understanding, the reporter found that in the year-end incentive problem, the two views are quite obvious, and behind the difference, implied a different understanding of the workplace ecology.

"No money can't be done," said sun, a teacher of the green pepper at Huaqiao University. Although colleges and universities are public institutions and scholars have always been high, but sun returned from studying in England is very pragmatic. According to sun's view, bonus has proved the value of talents. If we can improve the treatment and realize financial freedom, it will also help young scholars to play their academic expertise and get rid of the embarrassing situation of looking for projects everywhere and being bound by the rigid rating system.

"13 salary"? One of the world's top four accounting firms. work Lulu turned a blind eye and expressed extreme dissatisfaction with the year-end award. "In fact, even in our internationalized foreign enterprises, there is a phenomenon of asset allocation." Lulu told reporters. "According to different entry time, the money is not the same. Maybe the management thinks this is conducive to training employees' loyalty to the enterprise, but we young people also do a lot of work, and the economic pressure is bigger, so the mind is not very balanced." However, Lulu also said that at the annual meeting of the company, new and active newcomers would be shown. "Through their own talents can also attract the attention of the leadership, curve saving the country, this is also a way of encouragement." Lulu said.

Why do we get more money for recognition? "Apple has a Jingdong card and its own product, but its value is not more than 500 yuan. What difference does it make between hair and hair? No one will appreciate it." Wu Yuchen, a former Apple employee who has just left office, said to reporters. Compared with the salary of white-collar workers in the first tier cities, the "small gift" of hundreds of dollars is neither a necessities for employees nor a "warm and intimate" custom tailored to specific preferences. Other leaders of the company will send the products accumulated in the warehouse or the value of the goods to the employees as "year-end awards", which will lead to complaints and backfires.

Organizing dumplings, wrapping wonton, eating hot pot, singing KTV, group holiday, many units will take this form, in the affirmation of staff one year's work achievements, also strengthened the team building. In a 3A hospital in Dongcheng District, Beijing, young doctors and nurses will invite some patients to open a special annual meeting to forget all the worries and worries this year. They forget the pain of "old age, sickness and death" in a hospital in a year. The morale and spirit of the next year will bring more positive energy to the patients. Although it was just a regular tea party, everyone spoke in turn, and encouraged each other in a small lounge.

It is inevitable that hospitals will encounter various kinds of doctor-patient conflicts. When we forget each other's understanding and communication, doctors and nurses take the initiative to understand the patients' thoughts and thoughts, and the patients know the difficulties of the doctors. At the time of the old days, everyone was in the same family.

The staff of many institutions reported to reporters that they had not been released in recent years. bonus Occasionally, some rice and oil will be sent out. For some female workers, there is no car to move back. The taxi fare is more expensive than the hair. It is better to organize some small group activities to make everyone happier. Ms. Yin, who works in the press of the Federation of Arts and literature, told reporters that in the early 90s of last century, when she first joined the work, the year-end incentive of the unit was that everyone could go to the cafeteria for free to play the same dish. At that time, everyone in the Department took a rice pot and led a dish. "Affection is money that can not be bought." Ms. Yin said.

"Why do most institutions do not have year-end awards?" 13 salary "or high bonus can still keep workers stable? This is very related to employees' expectations of their careers. A production Japanese enterprise management Li Weikun told reporters. "A good incentive mechanism should not only allow employees to see immediate interests, but also compare with the bonus amount, which will worsen the industry atmosphere, and the incentive of the whole staff is not incentive." Li Weikun believes that incentives must be distinguished from welfare, and the incentive mechanism should be individualized and targeted.

In his opinion, good. Incentive policy It should enable employees to know how they should work hard or go in what direction before they join the company, so as to enjoy the rewards that the incentive policy can bring. The rate of return on investment is a concept in the financial field. In the process of human resource management, it also plays an important role in the management of enterprises. A healthy enterprise often plays a crucial role in the policy of "rewards and punishments". Encouragement and punishment are like two ends of a seesaw. Only by keeping the same weight, can the balance be maintained.

Echoing Li Weikun's view, Li Jie, a real estate company, prefers to use performance bonuses to solve the urgent problem of credit card repayment. However, he also points out that some options and projects planned by the company to learn Vanke are also being tried out under the precondition of national policies. In his view, although the company does not like to send "fast money" to employees, but if it can become a "community of interests", this incentive is obviously more conducive to the development of young people's career. "Whether it is money or other forms, if an incentive form can arouse employees' sense of belonging to the industry and the company, then this incentive form is successful." Li Weikun concluded at last.

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