Encountered on the subway this morning so one act:
A hand of young little elder brother is helping pole up to shutting an eye to rest, next the mobile phone is noisy, little elder brother is knitting brows to ask, be about to evict this afternoon come?
It seems should be to again work came, chatted to be less than a minute, the mood of little elder brother says more excited more, immediately howls aloud: Go he able person should do more work, by what Xxx need not work overtime, I he did not sleep two days.
Say to be hanged directly, it is anger, depressed completely on the face, be about to cry without the tear, let a person some feel distressed.
See this one act, I am right young while close watch of little elder brother sympathizes with also feeling is quite much: Divide the work not all, it is a kind of particularly common phenomenon on duty field.
Sit in an office likewise, same post, same level, somebody is so busy that somebody have not enough time even saliva to drink, the toilet takes trot on, somebody however all the day free from restraint, do the issue is very finitely.
Bury desk when you, it is a pile of material is given when coming; When you busy terribly defeated, croak when complaining, often meet immediately afterwards a word: Able person should do more work.
Because your capability is strong,not be so coequal salary falls, you should be done more! However, your capability is strong, those who do is much, contributive value is high, answer relatively, you can take more, because you were an enterprise to create taller benefit!
And the system of firewood fulfil performance of instantly China medium and small businesses encourages able person should do more work, ignore a person however nature: Hasten benefit!
In instantly: Everything is not the performance assessment of the purpose with raises, will fail eventually!
Ren Zhengfei: ?
Ren Zhengfei is not a person foolish money is much, encourage however struggle. An effective, sound incentive system, let can person can pay off, is not theoretic much work!
You should give of the company is outstanding achievement and contribution, what company safeguard gives you is income and drive, this ability is the fairest trade.
The germ of enterprise happening problem is carrying a layer on the head forever.Just a little employee dawdle, it is character issue, and a flock of employee dawdle, it is the leadership gave an issue certainly.
Just a little first-class staff leaves his post, the likelihood is the problem of individual development direction.
And a batch of first-class staff leave in succession, it is boss, culture, mechanism gave an issue certainly.
The problem wants forever " from the top down " means seeks source, and not first from next employee seeks source.
Very actual, stuff will to the enterprise work, it is to make money and come for the most part. But the mode of firewood fulfil performance that a lot of medium and small businesses execute base salary of fixed firewood respond with a poem to increase deduct a percentage mostly, incentive sex is insufficient, this brings about traditional firewood to propose a toast the mechanism can let outstanding talent leave, the person of dawdle stays:
1, flexibility is little. Fixed share is higher, incentive strength is smaller.
2, cannot measure. The working result that cannot quantify employee is contributed with value, income and value do not match.
3, incentive value is low. Because flexibility is little, can quantify little, incentive sex is not worth necessarily, person effect waste is relatively serious.
4, it is company fixed costs constitutionally. No matter operation result how, contributive discretion, must cash in time every months.
The core of PPV mode: How to let 3 people work, take 4 the individual's salary.
The result of project of content of the working duty employee, job, job, job way that changes with standardization, regularization, value undertakes quantifying computation, direct the income link up with with employee, form more pay for more work interest to allocate a mechanism, wait to provide incentive energy more than traditional performance pay.
PPV mode, can let employee accomplish expert in one thing and good at many, become compound model talent, do more businesses at the same time, gain more income, for example:
1) the member that follow sheet, dog pull current Cheng, finish delivery. Be worth salary with per unit area yield; 2) the member that investigate, survey market, provide complete market information. Salary of market research production value; 3) statistician, besides oneself outstanding achievement, assist statistic and analysis. Salary of statistical production value; 4) customer service member, make telephone call of pay a return visit, collect client feedback. Salary of customer service production value; 5) analyst, collect exterior with in-house product information, offer data to analyse a data. Analyse production value salary; 6) according to company station configuration reachs individual capacity, still can hold the position of the job such as administration, logistics, network, art design, gain all sorts of production value income.When had not produced outstanding achievement, work more, grow through holding much duty concurrently to let his personally, also heighten the person effect of the enterprise.
After running PPV mode, what kind of result is there?
How 1. increases wage for employee no longer and worry about, will add salary instead to add value drop and production value item however. 2. Employee income discretion, sign up for no longer complain company mechanism inequity, wake instead however oneself contribute value (below coequal standard, somebody is paid much, income is high) . 3. The working item that adds temporarily, need not fear nobody are done again and search exterior resource, improve efficiency so while, created the opportunity that promotes salary to employee. Firewood of KSF of article drive sex, PPV proposes a toast mode fact holds content and case, click language minor details " understanding is more " development study! Recommend: Total performance of KSF firewood fulfilKSF: Implementation interest hasten is the same as, thinking is unified.
Let employee have safe feeling and income safeguard on one hand, firewood fulfil increases ceaselessly; Help boss drive employee on the other hand, tarry is outstanding talent, low cost tall redound.
A word: Let employee raises, let an enterprise increase profit!
KSF mode is simple for, increase in employee income namely and a balance is found to nod between company profit growth, gave employee the chance of infinite raises already, unapt the cost burden that adds a company, can saying is those who realized employee and enterprise is double win.
Below KSF mode, his firewood fulfil allocates: Fixed firewood proposes a toast (20% ) + broadband firewood proposes a toast (80% ) , the partial firewood that broadband firewood proposes a toast proposes a toast, be allocated 6-8 among index, each index set is nodded evenly (balance dot choosing to be in the data average that goes one year, or the consensus that boss and employee reach is nodded) , wanted to reach equilibrium point only, employee can take fulfil of this part firewood.
If use pattern of KSF firewood fulfil, he can have 6-8 the channel that increases wage, on original equilibrium point:
Every increase gross profit profit 10000 yuan, reward 31 yuan, every reduce 10000 yuan, send 25 yuan less; Total production value every are much 3000 yuan, reward 5.3 yuan, every are little 3000, send 4 yuan less; Discard as useless rate, every fall 0.05% , award 2.5, every rise 0.05% , send 2 yuan less; Seasonable delivery is led, every rise 0.05% , reward 2 yuan, every are little 0.05% , send 2 yuan less; Personnel prediction of a person's luck in a given year is led, do not have prediction of a person's luck in a given year, reward 50 yuan, every prediction of a person's luck in a given year 1 person, little hair 250;And after executing KSF, we can see the change of the following respects apparently:
- Employee begins to cost is in charge of the thinking that accuse, wasteful phenomenon reduces a client to complain apparently rate drop, the rate that return sheet increases company interior to learn the opportunity that share to become much, effect of more harmonious person raises group atmosphere, enterprise everybody unwillings to lag behind, staff initiative promotes considerably
