Can Raising Salary Improve Your Work Efficiency?

Of the 10 companies surveyed, 6 said that raising wages did not directly help improve work efficiency. Some of them came from state-owned enterprises or jobs which were easier to work. Others point out that the problem is that the pressure is too small, not on the low salary.

Zhu Lianchen thought that the salary increase was to satisfy the requirement that "I did not match the income that I paid at the moment". It would not be "if I were given a raise, I would work harder." Because I think I have worked very hard. " In addition, a company member who began to work as a department manager will see a slight effect on salary increase: "low efficiency, skill and attitude are two reasons. The former can be improved through training, and the latter can not be increased." Salary increase can be a continuous process, and the corresponding salary growth is achieved according to the improvement of ability and contribution, which is not necessarily related to improving work efficiency.

The remaining 4 thought that the pay increase was directly helpful. In fact, only one of the companies who work on the website has really raised their salary. efficiency Experience. She hopes to have a continuous pay increase system, and it will be useful for her to add enough. Koh, who works in the Digital Corporation market, thinks salary increase should be useful, but it also depends on the nature of the work. Salesmen can hardly consider the performance based on the performance of the marketing department. In her concept, salary increase is a fixed practice once a year, and she has met 5% to 10%. It is hard to say that the role of pay increase in improving work efficiency.

Among the 10 companies, half of those who agreed to self requirements and agreed with external incentives. Some people have questioned, "self claim can only deceive new people", "if the company wants to improve efficiency, it will inspire more universality".

Monotonous nine to five life, or endless overtime, makes the company feel a lot of pressure. 5 of the 10 companies showed longing for flexible working hours. They claim that "I have enough rest, I do not think I will complain". They do not like sitting in offices, "moving office or working in a cafe," I envy. Some people are right. Rest time Full of expectation, "do not work overtime, do not travel, take time off, increase the number of days off".

There are 4 people who believe strongly. Reward and punishment system You can improve your work efficiency. Whether it is reasonable, detailed and fair is the main criterion for evaluating whether a reward and punishment system is qualified. They care about whether their efforts will be effective and affirmative. If I do something that I feel is meaningful, let me let go and do it, I will be positive.

A manager of Ling media has provided an example of a company's rewards and punishments: less overtime allows him to add points in KPI performance appraisal. This means that the quantification of work efficiency is directly linked to rewards and punishments, which may enable companies to choose to improve their work efficiency. But this also has risks, because not all standards can reflect the working conditions of all companies in a fair and reasonable way. Vague, opaque and vague evaluation criteria may make the company's hearts conflicting.