First of all, this year's year-end bonus only pays the basic salary, and then the reason for the leadership is that the company's performance is not good this year. Crying and crying.
In today's society, businesses are an important part of the economy and the main workplace for people. In an enterprise, leaders and employees are two different roles, and their work content and treatment are also different. However, there is an unfair and unreasonable phenomenon in some enterprises, that is, high year-end bonuses are given to senior personnel such as leaders and executives, while low bonuses or even no bonuses are given to ordinary employees. This phenomenon reflects the inequality and incoordination within the enterprise, and also affects the working attitude and effect of employees, thereby damaging the development and competitiveness of the enterprise. So, how did this phenomenon come about?What are the consequences for the company and the employees?And how can we change and solve this phenomenon?
In many companies, senior personnel such as leaders and executives can usually enjoy generous year-end bonuses, while ordinary employees can only get meager bonuses or even no bonuses. This phenomenon reflects the unfairness and unreasonableness within the company, and also affects the enthusiasm and loyalty of employees, thereby harming the company's development and competitiveness.
Why is this happening?There are several main reasons:
The company's assessment system is not scientific. The appraisal system of many companies only focuses on the performance and contribution of leaders and executives, while ignoring the efforts and dedication of ordinary employees. They believe that leaders and executives are the decision-makers and leaders of the company, and their work has a direct and important impact on the company's development and profits, so they should be rewarded and motivated more. And ordinary employees are just the executors and participants of the company, and their work does not have much impact on the company's development and profits, so they can only get a small amount of rewards and incentives. This appraisal system, ignoring the company's development and profits, is generated by the joint efforts and collaboration of all employees, rather than by the decision-making and leadership of individual individuals. This kind of appraisal system also ignores the difficulty and pressure of ordinary employees, who often have to face more changes in customers and markets, take more responsibilities and risks, and spend more time and energy, rather than just sitting in the office and doing some planning and instructions like leaders and executives.
The company's distribution system is unfair. The distribution system of many companies only focuses on the power and status of leaders and executives, while ignoring the needs and expectations of ordinary employees. They believe that leaders and executives are the elite and core of the company, and their power and status should be more respected and protected, so they should be more distributed and favored. And ordinary employees, just the foundation and fringe of the company, their needs and expectations should be more limited and sacrificed, so they can only get less distribution and preferences. This distribution system, which ignores the company's profits and revenues, is generated by the co-creation and contribution of all employees, rather than by the power and status of individual individuals. This distribution system also ignores the value and dignity of ordinary employees, who often have to face more difficulties and challenges, bear more injustice and dissatisfaction, and pay more sweat and tears, rather than just enjoying more honor and benefits like leaders and executives.
The company's culture is not healthy. The culture system of many companies only focuses on the will and orders of leaders and executives, and ignores the opinions and suggestions of ordinary employees. They believe that leaders and executives are the wisdom and soul of the company, and their will and orders should be more obeyed and executed, so they should be given more authority and control. And ordinary employees are just tools and materials for the company, and their opinions and suggestions should be more ignored and suppressed, so they can only get less participation and speech. This cultural system, which ignores the company's innovation and progress, is produced by the common thinking and communication of all employees, rather than by the will and orders of individual people. This cultural system also ignores the talents and potential of ordinary employees, who often have to face more changes and opportunities, show more creativity and ability, and pay more to learn and grow, rather than just stick to more conservative and conventional, as leaders and executives do.
What are the consequences of this phenomenon for the company and employees?The main aspects are as follows:
It affects employee motivation and loyalty. When employees see that their efforts and dedication are not rewarded fairly and reasonably, while leaders and executives can enjoy generous and generous treatment, they will feel disappointed and angry, they will lose their trust and enthusiasm for the company, they will reduce their work efficiency and quality, they will reduce their work input and responsibility, they will increase their work complaints and resistance, and they will even choose to leave or change jobs to find better opportunities and environment.
It has affected the development and competitiveness of the company. When the motivation and loyalty of employees are reduced, the company's production and services will be affected, the company's customers and markets will be damaged, the company's brand and reputation will be hit, the company's profits and revenues will be reduced, the company's innovation and progress will be hindered, the company's team and collaboration will be destroyed, the company's risks and crises will be increased, and the company's development and competitiveness will be weakened.
Through the above analysis, we can see that enterprises give high year-end bonuses to senior personnel such as leaders and executives, and give low bonuses to ordinary employees, or even no bonuses, this phenomenon is caused by the unscientific, unfair and unhealthy aspects of the company's assessment system, distribution system and cultural system, etc., this phenomenon has brought negative effects and consequences to enterprises and employees, such as reducing the enthusiasm and loyalty of employees, weakening the development and competitiveness of enterprises. Therefore, we should oppose and change this phenomenon, establish and improve a scientific, fair and healthy enterprise system, realize equality and mutual benefit between leaders and employees, achieve win-win and common prosperity between enterprises and employees, and realize harmony and development between society and economy.