Year End Incentive, Pay Or Talk About Feelings?

"Of course, sending money is the most effective incentive, but companies generally do not send money directly." Li Jie, a real estate company employee, told reporters. As the Spring Festival approaches, it is time for enterprises to distribute year-end bonuses or take various measures to motivate employees. Many interviewees said that they had wanted to resign, or had contacted another company, but they still had to bite the bullet for a large amount of money in the year-end bonus.

Some people say that old scalpers are not popular in the workplace, and no honor is worth money. Others said that a set of incentive mechanism designed by the company may have a more far-reaching impact on the development of employees, far better than direct payment. "Money or something else? That's a question." Some people prefer simplicity and directness, while others prefer quiet waters. Through understanding, the reporter found that there was a clear contrast between the two views on year-end incentive, and behind the difference, there was a different understanding of the workplace ecology.

"You can't do without money!" said Miss Sun, "Green Pepper" from Huaqiao University, wrinkling her nose. Although colleges and universities are public institutions, and scholars have always been lofty, Miss Sun, who returned from studying in Britain, is very pragmatic. According to Mr. Sun's point of view, bonuses prove the value of talents. If we can improve the treatment and achieve financial freedom, it will also be more conducive for young scholars to give play to their academic expertise, get rid of the embarrassing situation of looking for projects everywhere and being shackled by the rigid rating system.

"Is' 13 salary 'counted?" One of the four largest accounting firms in the world work Lulu rolled her eyes, expressing her extreme dissatisfaction with the year-end award. "In fact, even in our international foreign enterprises, there is a phenomenon of ranking according to seniority," Lulu told reporters. "Depending on the time of entry, the amount of money paid varies. Maybe the management thinks that this is conducive to cultivating employees' loyalty to the enterprise, but we young people also have a lot of work and greater economic pressure, so our hearts are not very balanced." However, Lulu also said that at the company's annual meeting, we will let new people who are proactive and have high looks perform. "It can also attract the attention of leaders through their own talents, and save the country through curves, which can also be regarded as an incentive way," Lulu said.

Why do you get more people's recognition by sending money? "Apple has a JD card and its own products, but the value is not more than 500 yuan. What's the difference between sending it and not sending it? No one will appreciate it. " Wu Yuchen (not his real name), a former Apple employee who just left, told reporters this way. Compared with the salary of white-collar workers in the first tier cities, "small gifts" of several hundred yuan are neither necessary for employees, nor customized "intimate warmth" for specific preferences. In addition, some company leaders will regard the products piled up in the warehouse or goods at a discount as "year-end bonuses" to employees, which will lead to complaints and backfire.

Organize to make dumplings, wonton, hot pot, KTV and group holidays. Many units will also take this form. In addition to affirming employees' work achievements in one year, they also strengthen team building. In a Grade III Grade A hospital in Dongcheng District of Beijing, young doctors and nurses will invite some patients to hold a special "Forgetting (flourishing) Annual Meeting" to forget all the worries and sorrows this year, the pain of "birth, old age, illness and death" in the hospital in the past year, and the morale and spirit of the coming year, bringing more positive energy to patients. Although it was just an ordinary tea party, everyone spoke in turn and cheered each other up. It was fun in the small lounge.

The hospital will inevitably encounter various doctor-patient conflicts. In the speech of "Forgetting (flourishing) Annual Meeting", doctors and nurses took the initiative to understand the patients' thoughts through mutual understanding and communication, and patients also know the difficulties of doctors. At the time of bidding farewell to the old year and ushering in the new year, we are as close as a family, and we are always happy. In the laughter, our hearts are also closer to each other.

Many employees of public institutions have not reported to reporters in recent years bonus Now and then, they will send some rice and oil. For some female workers, they can't move back without a car. Taxi is more expensive than the things they send. It's better to organize some small group activities to make everyone more happy. Ms. Yin, who worked in a publishing house affiliated to the Federation of Literary and Art Circles, told reporters that when she first started working in the early 1990s, the year-end incentive of the unit was that everyone could go to the canteen to order a dish for free. At that time, everyone in the department took a bowl of rice to get a dish, and everyone gathered together to buy a drink. The distance was closer, and the heart was also warm. "Emotions can't be bought with money," Ms. Yin said.

"Why do most public institutions still keep employees in a stable working state without year-end bonus, '13 salary' or high bonus? This has a lot to do with employees' expectations of their career." Li Weikun, the management of a production oriented Japanese enterprise, told reporters. "A good incentive mechanism should not only let employees see the immediate benefits, but also let them compare the bonus amount to each other, which will worsen the industry climate, and the incentive for all employees is not incentive." Li Weikun believes that incentive must be different from welfare, and incentive mechanism should be personalized and targeted.

In his opinion, all right Incentive policy It should enable employees to know how to work hard or which direction to work towards before joining the company, so that they can enjoy the rewards that incentive policies can bring. "Return on investment" is a concept in the financial field. It also plays a role of enterprise management leverage in the process of human resource management. For a healthy enterprise, the policy of "clear reward and punishment" often plays a crucial role. Encouragement and punishment are just like the two ends of a seesaw. Only by maintaining the same weight can balance be maintained.

Echoing Li Weikun's point of view, although Li Jie of the real estate company prefers to use performance bonus to solve the urgent problem of credit card repayment, he also pointed out that some options and project follow-up plans designed by the company to learn from Vanke are also being tried to promote after layer by layer demonstration under the premise of conforming to national policies. In his opinion, although the company does not like to give employees "fast money", if it can become a "community of interests", this incentive is obviously more conducive to the career development of young professionals. "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.

For more information, please pay attention to the World Clothing, Shoes and Hats Internet Cafe.