Some netizens asked Lao Liu:
The company wants to recruit a large number of salesmen, and retain the most elite salespeople through the survival of the fittest through the horse racing mechanism. However, in order to avoid employment risks, the company requires HR to sign a performance responsibility letter with employees when they enter the company, to the effect that within three months of entry, sales performance can not enter the top 30% of the company's salesmen, and will not be regularized.
Now the question is, why are many candidates whom we think suitable are reluctant to join the company when they hear that they have to sign a letter of responsibility, and what can we do without horses in the horse racing mechanism?
The security of salary always comes first
Don't scare away job seekers with a shackle spell
The horse racing mechanism recruits salesmen, and the performance responsibility letter is signed when they enter the company, and the feeling of HR licking itself is really beautiful, HR has always stood from the perspective of safeguarding the interests of the boss, and wants to give job seekers a tight spell to complete the recruitment task, isn't this whimsical?
Is the difference between human and human heads like heaven and earth?We feel that this hr thinks too much, and is too intoxicated with this self-contained shackled plan, please keep it in mindThe security of salary always comes firstThis is the foundation, and then the motivation.
Only HR and consulting management agencies that like to swindle and cheat will fool the boss, give up the security of salary, and unrealistically pursue the incentive of salary, and as a result, all plans are on a whim, so entertain yourself and play yourself!
Why is it said that salary security always comes first?If you want the horse to run, you have to let the horse eat first, and the words are not rough. The salesman is the company's pioneer officer and special soldier, you let a salesman who is worried about the daily grain and grass go to fight for the company, you say he will be willing, he can go to work every day without touching the fish is good.
The company wants to recruit a large number of salesmen, and retain the most elite salespeople through the survival of the fittest through the horse racing mechanism. However, in order to avoid employment risks, the company requires HR to sign a performance responsibility letter with employees when they enter the company, to the effect that within three months of entry, sales performance can not enter the top 30% of the company's salesmen, and will not be regularized.
Your company's HR brain wasn't kicked by LV, right?If you want to eliminate 70% of people, are you in a beauty pageant, or are you elective, even Huawei and Nanshan Pizza Hut have not done it, how much guaranteed salary does your company give to salesman candidates?If you don't have a monthly salary of 20k-30k, your daylily will have to be cold sooner or later, remember that salary security always comes first.
If your company's salary security is far inferior to that of peer companies, not to mention that the basic monthly basic salary is not 20k-30k, or even 6-8k, then what should you do?You can design a variable base salary + variable performance for job seekers, but otherwise, don't talk big about eliminating 70% of salespeople in three months, you need to train 70% of qualified salespeople in three months.
In fact, the performance of the salesman is changing every month, for example, the basic monthly salary of the basic salesman has changed from 5k to 4k, 5k and 6k three grades, you can weight or average the performance of the salesman according to a three-month cycle, combined with the market environment and the past law of the company's business development, the salesman is comprehensively evaluated, let's play the elevator game, not to mention the elimination of others.
Why is it said that in the process of implementing the change salary of sales personnel, let's not talk about elimination?Because according to the law of sales, many of the performance is the follow-up outbreak, especially when we do mechanical and electrical equipment and software systems, it is difficult for people to place orders all of a sudden, after all, we are not selling FMCG, people are in love, they place orders and pay, which is a slow process.
What is the secret to incentive salary design?In fact, it is very simple, Lao Liu does not sell it to everyone, and the secret of incentive salary design is profit sharing. A boss who does not dare to share profits with employees, especially salesmen, is incompetent, performance responsibility, within three months of entry, the top 30% of sales performance, not to be regularized, there are many keywords, but there is no mention of profit sharing.
Bosses who refuse to share profits are not only very incompetent, but also cowardly, they do not know how to build a salary incentive system that is closely linked to employee performance and corporate goals through incentive salary design, and can effectively stimulate employee enthusiasm and creativity.
There are two key points in designing an incentive salary:
Clear goal relevance – Align compensation to specific, measurable work goals to ensure employees have a clear understanding of what kind of performance they will be paid for. Set challenging but achievable goals – Set goals that are both challenging and realistic so that employees can feel grown and developed while pursuing higher incomes. As for the case, the current HR does not understand the business and fools around, which can only show that the functional HR is no longer suitable for the development direction of the enterprise, and it is either upgraded or eliminated, and the functional HR should be transformed into a business-oriented HR, that is, HRBP.
HRBP should not only be proficient in its own professional skills, but also be familiar with the company's business model and pain points, innovate basic salary and incentive salary, implement an excess progressive incentive mechanism when necessary, and increase the commission ratio simultaneously with the growth of salespeople's performance.
The key point here is that incentive wages must eventually form a ladder incentive effect, otherwise it will become tasteless. At the same time, HRBP is designed with long-term incentives, such as options and future stocks, so that key talents can share the benefits of the company's growth.
Remarks: Welcome to consult, consultation is paid,