Some time ago, the price list of migrant worker services became popular.
Image source network. The 3,000 yuan file can only complete the simple affairs assigned by the leader and get off work on time;
5,000 yuan file can complete some complex work, and find leaders when encountering difficulties;
The 10,000 yuan file can lead complex work, solve problems but do not take the initiative to promote;
20,000 yuan or more, coordinate the work of other low-cost workers.
Many netizens said that they had to worry about the work of 20,000 yuan and take on the task of 3,000 yuan with a salary of 500 yuan.
Salary Diagnosis:
There is a mismatch between the position and the salary
The price list of migrant worker services concisely summarizes the job responsibilities and remuneration packages of employees of different grades, and also reflects some problems in the workplace. Sometimes, we find that employees' motivation and productivity don't always go hand in hand with their compensation package. When employees feel that they are not being properly rewarded for their efforts, or that their compensation packages are unfair, this can negatively impact their motivation, productivity, and career development.
In economics, there is a "wage scale line" that reflects the degree of labor difference within a certain job, and the wage starting line and grade line are set according to the complexity of the work, the degree of responsibility, and the wage grade difference. When employees feel that their wages are fair and in the upper echelons of their peers, they are more willing to put in the effort. And when the fairness line is broken, you may lose motivation to work or consider quitting. So, does a higher salary mean more motivation to work? In reality, this is not the case. Paying employees too much can lead to an over-focus on money, which can distract them from their work and affect their productivity. Therefore, in order to maintain the enthusiasm and efficiency of employees, enterprises need to pay relatively high salaries to employees, and at the same time, pay attention to avoid the negative impact of excessive remuneration on employees' work motivation.
Image source network. Peter Drucker, the father of modern management, proposed that the new challenge facing society today is the productivity of knowledge workers and service workers. According to Maslow's hierarchy of needs, after the lower level needs are relatively satisfied, higher levels of needs arise, and only unmet needs can affect behavior. In other words, incentives can only play a role in incentives if they meet certain needs of the incentive.
Performance incentives are fully implemented
For businesses and employers, taking a hard look at employees' compensation packages and the distribution of responsibilities is a necessary way to ensure that employees' ability and contribution are recognized and rewarded. However, there is still a lot of mismatch between salary and workload (how much work is done) in the current workplace, and the core reason for this is the lack of effective incentive mechanisms. In this case, enterprise performance management can play a good role as a bridge. Performance management is a systematic approach that aims to ensure that employees' performance and outcomes are aligned with the company's strategic goals. Motivate employees to be more motivated by linking their performance to compensation, promotions, rewards, etc.
Goal setting and communication
In the increasingly fierce "996 involution" environment, the view of "how much you give, how much work you do" has become the most direct and labor-saving way for young people to lie down. Employees are more inclined to decide how much work they put into their work based on compensation. Companies can motivate employees to be motivated to work and increase their sense of responsibility and engagement by setting clear work goals and expectations.
Remuneration system and fairness
Generally speaking, employees are concerned about whether the compensation they receive is in line with their job performance. Enterprises can link employees' remuneration with performance evaluation results, objectively evaluate employees' work performance through regular performance feedback, and give corresponding rewards or punishments according to the results, so as to motivate employees to improve work efficiency and quality.
Personal and professional development
Performance management not only focuses on employees' performance and compensation, but also attaches importance to employees' abilities and development potential. By providing training and development opportunities, we help employees improve their work ability and skill level, and promote the personal growth and development of employees. This motivates employees to be more engaged in their work and increases their efficiency and productivity. At the same time, rational performance management also emphasizes teamwork, encourages innovation and provides career development opportunities to create a positive work atmosphere and improve employee job satisfaction and loyalty.
Performance management plays a central role in the operation of modern enterprises, and has a significant impact on the realization of strategic goals, the improvement of employees' enthusiasm and the long-term development of enterprises. However, performance management is not simply about setting goals, implementing plans, and evaluating results, but needs to be closely aligned with the business strategy and actual needs of the enterprise. Jinyuan talentsThe SaaS+HRO service model aims to realize the close integration of the company's main business and performance management, and provide customers with comprehensive and efficient human resources solutions. The service model is based on the trinity of online business, product digitalization and data intelligence to ensure that enterprises gain an advantage in the fierce market competition. While achieving the business goals of the enterprise, we also focus on improving the personal ability and career development of employees, and realize the efficient management of talents within the enterprise organization.
The mechanism and method of salary are a very important part of enterprise management. By formulating a fair and reasonable incentive system, employees can see the prospects and hopes for career development.