Tai Er’s way of motivating employees

Coordinated in Guangzhou, today is Friday. Like many company employees with a little over 30,000 yuan (3000.0), it is a very enjoyable day. There will be a holiday tomorrow, so the weekend time will soon be used by my girlfriend. Arrangements have been made.

We came to XX Square in the evening. Because it was a holiday, there were more people shopping than usual. Although there were many people, we found that there were not many consumers. Because of the epidemic, it used to be very popular. There is no queue at the door now, so we quickly locked in a restaurant. Diners must fill in the Suikang Code at the door, as well as perform alcohol disinfection and temperature checks. Dining tables must be spaced apart, that is, each table must be separated by one table. You can imagine how serious the fear caused by the epidemic is to people. Although it is almost under control now, I really want to say: wear a mask when going out, clean your mobile phone diligently, don’t rub your eyes, wash your hands when you go home and spray some disinfectant. There is really no such thing in Guangzhou It is so dangerous as imagined, but it is also due to the strict supervision of the local people's government and the people.

It didn’t take long for the dishes to arrive, and the efficiency was still good. This is a chain restaurant industry. From the first purchase 5 years ago to the countless purchases now, this time is the most indifferent I have ever seen (it may also be a problem of consumption in some areas). I have to say that Taier’s business model is worth learning from. The enthusiasm of employees has not changed because of Despite the setback of the epidemic, enthusiasm is still high. Every employee does not pay attention to the dining attitude of the diners from time to time. Instead, here you can feel that every employee is like an operator who is always paying attention to controlling consumer satisfaction. Out of professionalism Smell, as if the interests of the company and the interests of employees have been highly unified and condensed into a form of work attitude. When the epidemic hit, companies quickly evaded risks and quickly controlled profits by using takeout services for a month to avoid losses caused by the epidemic.

As we all know, the industries most affected by the epidemic include film (generally wiped out) exhibitions, transportation industry, petroleum, tourism, foreign trade, entertainment venues, financial investment, sports, team building, agriculture and catering industry etc. All industries (except for a few) have interrelated fluctuations, so all industries are laying off employees and reducing wages.

According to statistics, 75% of companies are currently in a state of instability. Although many employees can understand the difficulties of the company, they will also generate negative emotions. When the company makes money, they work overtime. They all receive a fixed salary, or some companies will get an extra 300 to 500 yuan for performance appraisal, but the root cause has not been solved. Why do employees spend so much energy and work overtime for an extra 300 yuan a month? Just for one more meal out? So it often reduces employee motivation.

As employees, they are also under a lot of pressure in life, because they have to provide housing and cars. Younger employees sometimes have difficulty meeting their daily living expenses, and some of them have to cut off their rent and rent. The other part is consumed by three meals a day, as well as cosmetics, skin care products, clothes and some are left for family members every month when going out.

All living beings are suffering, and no one can stay out of it. People often say that employees are a vulnerable group. In fact, in the face of the epidemic, sometimes it is your boss who hides in the corner and holds his head and cries bitterly. I have met many bosses of small and medium-sized enterprises who work overtime unconditionally on weekdays and work normally on weekends. Or go out to socialize, even time with family members is extremely precious. When the epidemic came, some of the funds on the books could not support the operation of the company for three months. Because of the fixed rent and fixed salary of employees, a large profit of the company was cut off for one month. This is a very sad thing. Nowadays, many companies The company adopts mandatory reduction, which leads to the incomprehension of many employees. Anyone who has been in contact with the market knows that industries with huge profits have gradually disappeared from people's vision. The era of barbaric growth has passed. The profits in the external market environment are constantly compressing, and profits are getting smaller and smaller. Employees with fixed salaries can only see No matter how much you earn per unit price, you won’t give yourself a salary increase if you earn so much. In fact, although employees in small and medium-sized enterprises who receive fixed salaries are stable, their fixed salaries will definitely not increase significantly, and they will not receive too much. It will also lead to lazy people, who increasingly lose their own value.

Why do you say this? I have summarized four points (not all but 70%)

1. Employees who receive a fixed salary will get the same amount no matter how much they work or how little they do.

2. Employees who receive fixed salaries will not work hard, and doing well and doing well will have little impact.

3. Employees who receive a fixed salary are afraid of doing things and their level of responsibility. It is better to do less than to do more.

Four employees with fixed salaries once thought that this position was worth so much, but they never considered what value they could create for the company. They just knew that they had to do this, so they would greatly reduce employees’ creativity. force.

Is there any way to mobilize the enthusiasm of employees, motivate employees and cultivate talents? Yes, everything is based on human nature, not just on one's own empty words: "Little

What is the purpose of employees going to work? It is nothing more than to pursue material and value. Through their own abilities, they can survive in such a big city and live as happily as Little Red Book or Douyin. As an operator, it is impossible to blindly raise salaries for employees. The prerequisite for employee salary increases must be to create value for the company or bring income. Be sure to consider this. This is critical. It not only gives employees the opportunity to increase their salaries independently, but also does not increase the operating costs and burdens of the company.

Then how do we measure the value of employees? If we do not measure it, then fixed salary will definitely become a business cost rather than capital.

The following four points can be used to design adaptive pay and performance for top management:

1. Flexible pay: strong sexual incentives

2. Pay for performance Integration: Employee income and personal value are highly integrated

3. Shared interests: *** bear responsibility, *** fight the epidemic, *** win.

4. Result-oriented and value-added: Salaries are value-based and value-based, and salary increases do not increase costs. Keep giving employees raises!

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