Why profit sharing is the best corporate culture

Whenever employees really care about interests, such as the cost of everyone’s life, buying a car and a house, getting married and having children, education funds, supporting parents, there is nothing in life that does not require money, and employees come to The purpose of joining your team is to make money to support your family, so company bosses must be aware of employees' strong desire for benefits.

If a company wants to go long term, it must inject ideas into the team and introduce culture, thereby forming the company's unique corporate culture. Many people believe that an excellent incentive mechanism should include future plans, risks* ** burdens, etc. In fact, the truly excellent incentive mechanism is the sharing of benefits.

Only by giving full play to the value potential of employees can an enterprise become stronger, and the real point is the sharing of interests. Therefore, under the general trend of corporate infrastructure, sharing of interests is the most important thing for an enterprise. A good culture is also the most important culture.

For a small company with no more than 10 people, how can we improve benefit sharing into corporate culture? Obviously this doesn’t need to be publicized on the company website or made public, because you have a small number of team members, you can abandon this kind of grandiose behavior and instead inform the crowd.

The advantage of a small company with fewer employees is that you can abandon the complicated institutional model of a large company to communicate emotionally with the company. This requires you to ensure that every employee can share the results of the company's development, which means What does it mean that you need to use practical actions to tell them in the poet group that you can share every achievement of the company? First, create a benefit-sharing slogan that every employee can see in the office before starting a day's work, and This creates a sense of belonging to the company. Secondly, the company boss can share the results of each project in morning meetings or regular meetings, and then tell each member the benefits they should receive. Many large companies start with a team of just a few people. This is how it developed. For example, Xiaomi adopts a sharing system, Haier proposes a value-sharing plan, and Huawei implements a sharing system. In short, the profit sharing mechanism of enterprises is changing.

As a small team, whether you let employees participate in shares or become partners, you should be willing to share your achievements and dreams with employees. Doing so can further align the company's interests with those of employees. Stimulate employees' inner sense of responsibility, mobilize their initiative and creativity, and retain useful talents for the company, so that every member can fully share the company's interests and bear no risks.

In addition, due to the small number of employees in small companies, every employee must be able to enjoy the benefits. Otherwise, employees who do not receive benefits are likely to change jobs, which will also have a negative impact on the company. Even if these employees who have not received benefits stay, they may start gang fights in the company, seriously affecting the cohesion and development of the company's team.

If a small company wants to make profit sharing a corporate culture, it must treat its employees as partners or partners rather than as employees.

Wal-Mart, one of the top 500 U.S. retail giants, has a successful experience that may help some small company bosses share interests with their colleagues and treat them as partners, and in turn they will Treat you as their partner, and if everyone works together, the benefits of cooperation will be beyond your expectations.

To know how to share interests with employees, the first step is to affirm the value of employees’ labor, allow employees to fully enjoy the company’s development results, and work closely with the company. This is what every boss wants to see. .

Small companies are best suited to create a family atmosphere, treat every employee like a family, and make employees think that the company's development and their own interests are inseparable, so as to form cohesion and centripetal force. Anyway, if the boss thinks that his company is inherently small, he only cares about the company and personal profits, ignores the needs of employees, treats employees like robots when assigning work, only hopes that employees will work harder, but directly ignores employees in the first assignment, this is The company is bound to be lazy and will not last long.

If a company wants to become bigger and stronger, it ultimately depends on its people. No matter how small a company is, a company that has people's hearts and minds can go further. To win people's hearts, the boss must know how to communicate with your employees. Sharing benefits is an important employment principle in today's era, and it is also a motivation strategy for bosses to employees.

This also requires the company boss to establish a comparison. The moderate salary mechanism, performance mechanism and incentive mechanism allow employees to truly participate in the distribution of the company's interests. Of course, in this process, the boss must adhere to the principles of fairness, justice and openness, and link the interests of employees with the overall interests of the company. , in this way, when the company makes money, the employees will also make money. Is there such a way that employees can regard benefit sharing as part of the corporate culture and create higher value for the company?

The ancient Liezi once said, "Those who profit from it will actually get it back." When put in business management, it means that the boss must distribute the benefits and eventually return them. He knows how to share the benefits. Bosses are all smart people. They should deal with them first and let employees participate in the distribution of company interests, but their ultimate goal is still self-interest.