Some companies have split their salaries into fixed salary + performance salary. What do you think?

On the surface, it is to motivate employees to work, but in fact, there is only one most fundamental and true purpose, that is, the company will leave a way out for you to reduce your salary in the future! It is difficult to reduce wages from a fixed salary!

If you negotiate a monthly salary of 10,000 yuan, and when the company signs the contract with you, it also states a monthly salary of 10,000 yuan. It will be very difficult for the company to reduce your salary in the future, for example to 9,000 yuan.

Because changing this fixed salary is essentially equivalent to changing the labor contract, and changing the labor contract requires the company and employees to reach consensus, otherwise it cannot be changed. Of course, employees will have objections to reducing employees' wages, and the negotiation process will become extremely difficult. Communication usually takes a long time, which is time-consuming and labor-intensive for the company.

But reducing employees' wages is a management tool that companies often use. Since it is so difficult to reduce fixed wages, companies will of course think about other more useful methods, so performance pay is released! Performance pay can be reduced at will!

Although large companies have strict assessment rules, small companies also have pretentious assessment mechanisms. It seems that performance pay is also very objective. But the truth is not like this. The truth is that the leader wants to lower your performance. It’s very simple!

Xiao Wang’s salary is a fixed salary of 8,000 plus 2,000 for performance. How will the 2,000 for performance be paid? Companies have the power to make rules. For example, if based on performance, a performance salary of 2,000 will be paid if the performance is completed. If you want to reduce Xiao Wang's performance salary, the leader only needs to add some performance goals to Xiao Wang. It is guaranteed that if Xiao Wang cannot achieve it, he will not receive performance salary.

Of course, a more exciting operation is to make performance pay more complicated. For example, in addition to performance, daily performance, process management, etc. must also be assessed. Almost none of the employees can meet all these standards, which is equivalent to a salary reduction for all! During the interview, be sure to understand the salary composition

Companies now deliberately make the salary composition more complicated. The basic composition is fixed + performance + individual bonuses + benefits + subsidies. The reason why it is so complicated is to facilitate various wage reduction operations in the future.

During the interview, be sure to ask clearly about the salary composition. If the proportion of performance-based salary is very high, it is usually difficult for you to fully receive the performance-based salary.

Some people may say that this is a conspiracy theory. Performance pay is set up to encourage enthusiasm. Performance pay can certainly encourage enthusiasm, but there are many ways to encourage enthusiasm. Why doesn’t the company negotiate a good fixed salary? On the basis of a salary of 10,000, let me tell you how much you can achieve, and how much extra money will be given to you as an incentive? Instead of dividing the originally negotiated salary of 10,000 into two parts, 8,000 + 2,000, it is clearly telling you that you will not get 10,000.

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Although there seems to be no difference between 10,000 and 8,002,000, there are a lot of tricks in the amount of salary agreed in the labor contract.

First of all, we know that the salary needs to be agreed upon in the labor contract. At this time, there is a big difference between a salary of 10,000 and a salary of 8,000 + performance. Generally speaking, performance is not a fixed salary and will depend on performance and assessment. Factors such as grades change, so if the company wants to change your salary, it does not need to negotiate with you. If the labor contract states that the salary is 10,000, and the company wants to change the salary, it is a change of the labor contract, and it needs to be negotiated with you. If you don't agree, generally Cannot be changed.

Secondly, most workers now know that companies need to pay compensation when they fire employees without reason, but many workers are not clear about the calculation standards for compensation. Is it calculated based on basic wages? Or contract salary? Many companies will take advantage of this and lower contract wages in an attempt to reduce the base of economic compensation. However, workers must remember that the base of economic compensation is calculated based on the average salary in the previous 12 months.

The last step is the payment of social security and provident fund. Social security and provident fund are paid in proportion to wages. The company can split the salary into 8002000 and pay social security and provident fund according to the base of 8000, thus reducing the salary of employees. cost, but it infringes upon workers’ rights to a certain extent.

This is a common practice used by many companies to avoid taxes reasonably. As long as your monthly salary is similar to what was discussed during the interview, it is actually not a big problem. As long as the company pays wages normally and pays social insurance and provident funds, it will have little impact on the individual, and you may be able to pay less tax.

For example, my former company adopted this salary calculation method. During the interview, we negotiated a salary of 10,000. When I got the salary slip for the first month, I saw that the salary was split into many items. The basic salary was only 2,200. In addition to the basic salary, there is also a performance salary of 5,000, a perfect attendance bonus of 500, an overtime subsidy of 1,000, a phone subsidy of 200, and several others.

Are there any disadvantages to calculating this way? First of all, the company only pays social security based on the minimum wage of 2,200, which means that the company pays less in social security. When you retire, you will lose a lot of money in pension.

In addition, the provident fund is not paid according to the prescribed coefficient, and some companies do not even pay the provident fund. The provident fund is very helpful for buying a house, and the interest rate is much lower than that of commercial loans. If the company does not pay according to the actual salary, It is tantamount to lowering wages in disguise.

If your company’s wages are split, but your social security and provident funds are normal, it means your company is still a conscientious company. In addition, many unscrupulous companies like to make fuss about labor contracts. For example, if your salary is 10,000, they only write 2,200 on the contract. This is a typical tax evasion. It is recommended to report it to the tax bureau.

Let’s forget about using performance pay under the guise of incentives. I've contacted several companies and they've said very well. If you perform well, you can be paid more. In fact, the company is deducting your income reasonably and legally. You can't achieve full performance. The state stipulates that you will have paid leave every year, and your basic salary will be paid, but your performance salary will be deducted and you will not go to work. Is this also called paid leave? Therefore, you'd better ask clearly about any salary that is divided into basic salary and performance. Many of them are pitfalls. Thinking about it again, it’s quite ridiculous. The salary negotiated should be all employees’ income. How come it’s now using employees’ money to reward employees?

Isn’t this talking about my former company!

Half a year ago, I interviewed a UI designer. He asked for a salary of 8,000, and the company agreed. When he actually came to join the job, I found that the labor contract stated a basic salary of 6,400 + performance bonus of 1,600. As for salary, HR explained that the contract was written in this way, and the actual payment was 8,000, so there was no need to worry, so the new employee signed with confidence. Unexpectedly, when his salary was paid next month, he found that it was a little less. He hurriedly asked HR. HR said that your performance rating last month was C, so only 80% of the performance salary was paid. He was so angry that he applied for resignation the next day. .

Later, I got to know each other and found out that this UI designer's performance during the probation period was indeed unsatisfactory. He was not proactive in his work and pushed further, and the quality of his work was not good, so his boss gave him a C rating. grade.

HR said that the salary package in the labor contract used to be written in this way, but performance appraisal was not implemented before and full performance salary was always paid. Now the boss requires it to be done. , that’s why there are performance ratings, and that’s why there are more and less performance-based pay. Generally speaking, what is a simple performance appraisal mechanism?

I have seen several companies adopt this simple performance appraisal mechanism, that is, performance is divided into 4 levels, A/B/C/D. Level A is paid 1.2 times the performance salary, and level B is paid 1.2 times the performance salary. The performance salary is 1 times the performance salary, the performance salary for C grade is 0.8 times, and the performance salary for D grade is 0. Of course, the standards set by different companies for this coefficient may not be the same.

The direct leader and department leader will score, the HR department will review, and the general manager will review and approve. Once the review and approval procedures are completed, the funds can be allocated. This mechanism is simple, easy to use and easy to understand, so many small and medium-sized enterprises use this method to calculate and pay performance wages.

Why does the company do this?

I think there are several reasons:

01. Enhance the incentive effect. If you work more and less and get a fixed salary for both good and bad work, there will be no incentive effect and it will be easy for everyone to get by, which is not conducive to work output and the development of the company. If performance pay is added, everyone will be motivated. Those who want higher performance pay will work hard, and those who don't want to have their wages deducted will at least avoid poor performance and work mistakes, which will have a motivating effect.

02. Reflect the fairness of wages. Increasing performance pay will increase the wages of outstanding personnel and reduce the wages of passive employees. Let hard-working employees get the rewards they deserve, and let employees who don't work well receive the punishments and blows they deserve. This will gradually rectify the office environment, create a good corporate culture, make outstanding people even better, and let cheats and cheats get better. Slippery people are gradually being eliminated. Conclusion

In general, I think it is understandable that some companies split their salaries into a fixed salary + performance salary model. As long as everyone adapts to the fair principle of "pay less for less work".

During the COVID-19 epidemic, classmate Xiao Zhang fully experienced the pain of splitting fixed salary and performance salary. It turns out that performance pay can be more or less, let alone none!

Xiao Zhang works as a sales consultant in a sales company, with a monthly salary of 6,000 yuan, a fixed salary of 2,000 yuan, which is the basic salary, and a performance salary of 4,000 yuan. In normal times, Xiao Zhang's salary is very high, more than 5,000 yuan per month. Among our peers, his salary is very high. Our average salary is only 4,000 yuan. Sometimes I envy him very much.

However, after the epidemic broke out this year, Xiao Zhang truly experienced the pain of performance pay. Affected by the epidemic, Xiao Zhang's company has been closed. There is no other way, so Xiao Zhang can only wait at home. However, when it comes time to pay wages, things are different. In March, Xiao Zhang was only paid a basic salary of 2,000 yuan.

Xiao Zhang didn’t understand, so he went to the boss to argue. The boss said that during the shutdown, we can only pay basic wages, which is the basic salary. The country has also issued regulations. Affected by the epidemic, companies can pay wages to employees in accordance with the contract. Performance is not part of a fixed salary. If you have no job and no performance, where will the performance come from?

After hearing the boss’s explanation, Xiao Zhang was speechless. Everything the boss said makes sense.

Companies prefer to divide wages into fixed wages and performance wages for three reasons:

First, to stimulate employee enthusiasm. Through performance pay, bosses can mobilize employees' enthusiasm and make them more willing to work. Because if you do more and achieve more, you will have more performance capabilities. On the contrary, if you cheat and don't work hard, your performance pay will definitely be low.

The second is to increase employee wages and income. Usually, when companies design performance pay, they ask employees to increase their income. For example, for all fixed salaries, the boss designed the salary to be 4,000 yuan/month. However, after changing to performance pay, the boss will set up a flexible assessment and divide employees into three grades: good, medium, and bad. Good performance will definitely be higher than the fixed salary. If the level is medium, it may be the same as the fixed salary; and if it is low level, the salary will undoubtedly be low. In this way, employees will be encouraged to make progress and develop in a good direction, which will lead to an increase in employees' wages.

The third is to save human resource costs. If all wages are fixed, then no matter how good or bad the employee's work is, the company will pay one month's salary after working for one month. After the implementation of fixed salary and performance pay, if an employee takes leave or does not receive a workload, his salary level will be low, which will allow companies to save costs.

Moreover, employees’ five insurances and one fund are usually paid based on their fixed salary. With low fixed wages, companies bear less expenses and save costs.

To sum up, companies very much like to implement fixed salary plus performance pay, which is good for the company.

Hello, I am a senior human resources manager with extensive experience in salary and performance management. I am happy to answer this professional question about salary and performance for you.

Many companies now adopt a salary structure of "fixed salary + performance salary".

From a business perspective, it can play an motivating role and avoid shortfalls. The risk of paying social security provident funds, and the third is to reduce labor costs under special circumstances.

From an employee's perspective, there are advantages and disadvantages to employees: First, if the performance is performed well, performance bonuses can be obtained, but if the performance is not performed well, performance wages will be affected; second, if the company does not pay employees in full Paying social security and provident funds is a violation of employees' rights; third, be careful that this is a pit dug by the company.

Let me explain one by one in detail below. 1. From an enterprise perspective

(1) The fixed salary + performance salary model can motivate employees to create performance results

Many companies will establish a performance appraisal system and allocate a certain proportion of the total salary to Use it as performance pay, and set performance bonuses based on monthly, quarterly, or annual performance appraisal results.

It can be seen that the performance pay model adopts a "carrot and stick" incentive model to prevent employees from dawdling and encourage employees to pursue additional performance bonuses, thereby continuing to create good performance for the company.

(2) Enterprises can avoid the risk of insufficient payment of social security provident funds

When enterprises sign labor contracts with employees, they will use the fixed salary as the basic salary, so that they do not need to pay the full amount Legally speaking, it avoids the risk of paying social security provident funds to employees based on the full salary base stipulated in the labor law. Therefore, enterprises can reduce the cost of helping employees pay social security and provident funds.

(3) Under special circumstances, companies can flexibly reduce labor costs

Special circumstances usually refer to poor operating performance of the company, or the impact of the customer environment, such as the epidemic in the spring of 2020. Impact, companies can use the company's overall poor performance as an excuse not to pay employees performance wages, thereby reducing the company's labor costs. Although employees may not accept it from a moral perspective, from a legal perspective, it is not illegal for companies to do so. , because the company's salary and performance management system is usually explained, and employees have known and signed the tacit consent during onboarding training. 2. From the perspective of employees

(1) If you do well, you can get additional performance bonuses, if you do not do well, performance wages will be deducted

Among the above examples, Xiao Ming’s example is enough Explain this. For companies with a relatively complete performance appraisal system, employees can receive additional performance bonuses if their performance is good; of course, if their performance is not good, performance pay will be affected.

It is an incentive and a spur for employees. In order to get excess performance bonuses, they can only work hard to complete the performance appraisal indicators.

(2) If the company does not pay the social security provident fund to its employees in full, it is infringing on the rights and interests of employees

If the company only pays a fixed salary base or even a minimum basic salary base (such as the Shenzhen minimum wage base) The salary base is 2200) to pay social security provident funds to employees, which violates the Labor Contract Law, Social Insurance Law and other regulations. This means that the company has paid less social security and provident funds for its employees. This part is actually part of the hidden salary, and the rights and interests of employees have been violated.

Of course, if the company still pays the social security provident fund based on the full salary base, it means that it is a good and responsible company, but in reality there are very few companies that do this.

(3) Be careful that this is a pit dug by the company

The company implements a salary structure of "fixed salary + performance salary" and will set a corresponding fixed-to-float ratio. Some companies have unreasonable fixed-to-floating ratios, which can cause a big pitfall. The larger the variable pay ratio, the greater the impact on the employee's total salary.

Some companies set a fixed salary: performance salary = 6:4, and some companies even set a fixed salary of 5:5 or 4:6. How much you can get in a month largely depends on how much performance you can accomplish.

Therefore, for enterprises to adopt a salary structure model of "fixed salary + performance salary", from the perspective of the enterprise, it can motivate employees and reduce labor costs; from the perspective of employees, they can no longer dawdle, and It may affect your final income.

The above is my answer, I hope it can help you. I'm @花杰说Workplace, a senior human resources manager. I focus on the workplace, focus on growth, and continue to improve. Welcome to like and follow.

When many companies are recruiting, the recruitment information clearly states that the monthly salary is 10,000 yuan. If you don’t ask, it is likely that the salary plus performance bonus is 10,000 yuan, not The salary is 10,000 yuan.

So every time I communicate with HR, I have to ask about the salary structure. Many HRs are surprised why I ask this, and some HRs give me a thumbs-up. I say, don’t hide it from me, what’s going on here? Everything is clear to me.

Some companies are even weirder. The performance bonus is placed in the year-end bonus and is not paid to you until the second year. They are afraid that you will resign in a short period of time. Think about it, it is all your own money. It is too unreasonable. .

This is a normal salary structure. Of course, the prerequisite is whether the treatment you negotiated with the company is consistent with the treatment you finally landed. If there are changes, are you still willing to accept them? This is a two-way choice.

Let me give you an example.

For example, two people work in the same company and work 8 hours a day. The boss can supervise A's daily work in real time, but B's work is very flexible and cannot be monitored at any time. The work of A and B is equally important to the company, and the company's efficiency will be determined by the work of A and B. If both people can work normally during working hours and are not lazy, then A and B will each have 50% of the profit earned by the company.

However, there is a problem. If B is lazy, because the boss cannot monitor B, he does not know whether B is lazy. At this time, if the company earns a profit of 10 yuan and still pays 5 yuan to A and B respectively, then A will suffer a loss and B will take advantage. In another situation, B works extremely hard, works efficiently every day, and spends extra time and energy. Then when the company distributes profits, it still only pays 50% to B, so B will suffer a loss.

At this time, if you were the boss, how would you pay wages to A and B?

The usual approach is to pay a fixed salary to A and residual profits to B.

In other words, if both A and B can complete their normal work tasks and the company's profit is 10 yuan, 20 yuan or 8 yuan, then A can get 5 yuan. Yuan, and B gets the remaining profit after giving it to A. If the overall profit is high, it means that B’s contribution is large, and he will naturally get a higher salary.

The salary structures of A and B are relatively extreme situations. It is now impossible for companies to completely fail to supervise their employees.

Therefore, the "fixed salary + performance salary" currently implemented in enterprises, in which fixed salary is for the measurable part of employees' work, while performance salary is for the work content that is not easy to measure, can only Judge by results.

Therefore, this kind of salary structure can better motivate employees to obtain higher income.

Of course, you can measure it yourself whether the fixed salary and performance salary are consistent with your work situation and content, and whether the difficulty and conditions of obtaining performance salary match your job.

From the perspective of employee treatment, the salary structure is not the most important. What is more important is whether you can get corresponding compensation for your efforts. This is my opinion.

I think: In real life, for example, the originally promised monthly salary of 10,000 yuan turns out to be a fixed salary of 8,000 yuan and a performance salary of 2,000 yuan. To put it bluntly, it means putting your own money in the pool and re-employing it. Redistribution, everyone works hard, works overtime, intrigues, intrigues, but in the end, they still use their own money to give themselves bonuses, take a spoonful from your bowl, grab a spoonful from his bowl, everyone, tell me, is this the case? Let me explain it with the following internet fable: Performance Distribution

Do you still remember the fable "The Lion's Meat" circulated on the internet?

The lion asked the leopard to manage 10 wolves. After the leopard received the meat, he divided the meat into 11 equal parts. He asked for one part and gave the rest to 10 wolves on average. These 10 wolves all felt that it was unfair to do more work but get the same amount of meat, so they started fighting among themselves and then quarreled with the leopard. Although the leopard can defeat one wolf, it cannot defeat 10 wolves. The leopard has no choice but to find the lion and resign. The lion said, look at me. The lion divided the meat into 11 portions of different sizes. He picked the largest portion first, and then said arrogantly to the other wolves: How do you divide the meat?

In order to fight for a bigger piece of meat, 10 wolves attacked each other desperately, completely ignoring that they didn't even get the average amount of meat. The leopard asked the lion with admiration, what is this method?

The lion smiled strangely, have you ever heard of performance pay? ..... ..

After reading this fable, do you want to fall into deep thinking...? I think: it is very similar to the environment where I work. This is a manager. Come up with ways to manage workers.