Can Year-End Awards Keep Job Hopping Employees?

Recently, a news in Weiyuan, Sichuan, resonated with many migrant workers. This is about a boss who sold his house to honor his year-end bonus for his employees.

High cost of employee turnover

Xu Yang local investors

In some of my own businesses, there are special policies for core employees.

For example, for sales.

But I think that money is not all, and more importantly, the human management of employees at ordinary times.

This topic is relatively large, I do not talk about it, but the emotional exchanges between employers and employees, mutual respect, equality principles and other details, is ultimately able to retain employees.

Almost no loss of core staff is related to this.

Another point is employee insurance.

If you buy five risks, the boss will pay a minimum cost of 398 yuan per person, and many bosses will not give it.

But it is precisely the five risks that are important factors for many employees to stay.

Liquidity increases the extra cost to enterprises. I prefer to use this part of the cost.

Cash is more important than commitment.

Guo Yunhe, chairman of Yunhe group, Chongqing

In fact, after the implementation of the labor contract law, business owners and employees are no longer the relationship between employment and employment, but are equal under the principles of law.

I personally believe that cash is more important than commitment.

At the end of the year, employees are happy to finish their work, hoping to return to their loved ones and family members with rewards and gains. If you fail to fulfill your commitments at this time, it will be a great blow to their feelings, which can not be remedied afterwards.

Besides fulfilling my promise, my company needs more care.

In addition to performance bonuses, material and spiritual rewards should be given to employees with significant breakthroughs in management and technology and innovation.

In addition, we also carried out the comprehensive planning and staff arrangement in 2011, and proposed that enterprises should increase efficiency and increase employee income, so that employees would have more confidence in the coming year, so that the development of enterprises and the development of their employees would be synchronized.

Hair loss and headache

President of Chongqing Ying Tian Real Estate Development Co., Ltd.

When it comes to the year-end bonus, I guess many bosses have the same headache as me.

Why is there a headache? There is a problem of enterprise management involved here.

The work of many departments can be quantified, such as the Ministry of investment.

But for the engineering system department, finance, administration and other comprehensive departments, this examination can not be quantified, and how much money should be given, the boss will have a headache.

This year, the company's performance is very good. It is twice as much as last year to send out year-end awards, so that employees can be satisfied and stay behind.

But the problem has also come. Like the real estate industry, the price of many positions is very high, such as engineers, but the market price of administrative posts is low. How can I balance the year-end bonus of these two? The boss sends the year-end bonus, the most afraid is that the staff compare with each other, and there is no air tight wall.

The original bonus is to encourage everyone to deal with it, but it will hurt some employees' enthusiasm.

So this year, we began to formulate quantitative assessment of the comprehensive departments. This work is not easy to push ahead, but for the development of enterprises, we need to constantly improve.

The proportion of liquidity is also changing.

Qiu Yu, chairman of Chongqing Lai Mei pharmaceutical Limited by Share Ltd

For our enterprises, retain two employees.

For basic employees, our personnel department will conduct annual surveys on the salary levels of the same industry in the same industry, and strive to keep the income level of these employees above the average.

The core technical personnel and managers are included in the full staff assessment. This is not just reward cash, but also bad assessment. Enterprises will let you go.

Of course, we should see that the proportion of staff turnover is different in different stages of enterprise development. In the stage of rapid development, because enterprises can provide more space for growth and fewer staff turnover, after a certain platform, the wastage rate begins to increase.