About three years ago, the company recruited a new janitor and moncler outlet store gave him a monthly salary of 1800 yuan.
In the following period of time, the company's efficiency is poor, very likely to go bankrupt, that period of time to see the owner of the company have boiled white head, every day in tears.
In fact, this is not a big deal, after all, for business survival and death are often in the cycle of the cycle, there are some companies can be made into a hundred years old, but the number of hundred years old is ultimately less than the poor.
Under the collective efforts of all of our employees, the company finally got over that hump, and in the period afterward, it performed well and developed.
In such a port, the janitor suddenly said: "How did this company not go bankrupt and close down ah, if it went bankrupt and closed down how good? Now you can give me a little more compensation, I will go to other places to find a job.
Because this old man's mouth is like a bamboo fence, when he wants to say something, he says it, and his emotional intelligence is slightly worse.
The leader of the company did not say anything after hearing this, his face just became ugly, and in the following period of time, he found a reason to dismiss him.
According to the company's boss, even if the company does not have a doorman, it can never take care of such a doorman, a doorman who has been counting on his own business to go bankrupt is not worthy of respect.
First, tell an interesting little story.
Previously, I saw a paragraph on the network, this paragraph tells a very good, take it over to everyone to enjoy.
If your monthly salary is 2,000 dollars, you may not feel the company and your connection.
If your monthly salary is 5000 dollars, this time your work may have a little motivation.
If your salary is $20,000 per month, you will think that even if the company lets me work overtime, I have no complaints.
If your salary is $500,000 per month, this is the time when you think the direction of the company is the direction of my development.
If your monthly salary is 1 million dollars, this time you will think I am willing to fight for the company's all.
Second, the salary is the hard currency, painting a big cake can not solve any problem.
There is no need to keep scolding an employee for drilling into the eye of the money, in fact, the vast majority of people are willing to drill into the eye of the money, as long as that money is real money.
When the company's leadership over and over again to the staff to draw a cake, over and over again to the staff work false propaganda, to the end of the destruction can only be the enterprise.
With this effort, with this ability and capacity, it is better to pay more salary to employees to compensate for the compensation of employees.
As long as the salary is in place, the vast majority of employees are willing to work in this business, right?
So we're back to what we were talking about before: does salary really affect employee loyalty?
This is a sensitive topic, but we can still explore it: Yes, it does.
What do you think, guys?
Other people are not sure, I'm sure, less pay to muddle through dry, anyway, life is hopeless, the company benefit is good with me does not matter, and do not worry, high wages are not the same, to do, and hope that the company's development is getting better and better, and is willing to oblige to go to overtime, at least on this wage
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The old king is the company's technical backbone, salary 4000 yuan, previously, the company's technical backbone, the company's technical backbone, the company's technical backbone, the company's technical backbone, salary 4000 yuan, the company's technical backbone. However, later, the company came to the new employees, some are even master's degree students. Inadvertently, the old king knew the salary of these new people, even higher than the old king's salary. Old Wang became the lower salary among the skilled workers. Old Wang is not willing. The company's leadership reflected a few times, but also did not increase wages.
But, after all, the old king is an old employee, is a technical backbone, experienced. The new employees are highly educated, but lack of experience. Once, the company's equipment failure, a few new employees, always repair bad. And the company's orders and urgent production. Lao Wang was on vacation at this time. The workshop director contacted Lao Wang and asked him to come back for repair. However, the old king just do not go back, the excuse in the field.
The director of the workshop let the old king remote technical guidance for new employees. The old king to vacation as the reason also did not agree. The director was anxious, and argued with Lao Wang, saying that Lao Wang is petty, not loyal to the company.
Lao Wang also fire, counterattacked: "Who says I'm not loyal, I have been working in the company for so many years, for the company has made a lot of achievements. I take these wages, I should do these things. A vacation is a vacation, not talking about work."
In fact, Lao Wang is very loyal to the company, but the unfairness of the salary has led to a great deal of opinion about the company.
The level of wages does not affect the loyalty of employees. It is the fairness of wages that affects employee loyalty. There are several reasons for this.First, unfairness is easy to produce friction. Do not worry about the unevenness. Employees actually do not have much of an opinion on the amount of wages. Wages are set when the contract is signed, there is no argument. But the fairness of the salary will affect the employees. The same conditions, the same work, the wage is not the same, no employee will not accept. Encountering unfair treatment will certainly affect the enthusiasm and loyalty of employees, and then produce friction.
Secondly, unfairness is easy to trigger employees to leave. When employees find unfair treatment, usually back to very annoyed, and then produce a bad impression of the company. If this unfairness is difficult to accept, many employees will choose to leave.
Therefore, what affects employee loyalty is not the level of pay, but the fairness of pay.
There are many other factors that affect employee loyalty.
First, the recognition of corporate culture. For the company's culture, whether employees recognize from the bottom of their hearts, whether they will integrate themselves into this cultural atmosphere, as well as the level of recognition, will affect the loyalty of employees. Employees recognize the corporate culture, the implementation of corporate culture, then, he will be loyal to the company.
Second, the sense of career acquisition. Employees work in the company, to achieve work performance, get the work compensation, whether to get a high sense of professional gain, is also a factor that affects the loyalty. Employees work, feel very satisfied, very sense of achievement, then, he will be highly loyal to the company, will not do anything unfavorable to the company.
Third, the company's recognition. Employees work in the company, can be recognized by the company, can get the trust and support of the leadership, can get the help and relationship with colleagues, we work in a happy atmosphere, like a family, then, his loyalty is certainly higher.
In summary, the level of an employee's salary does not affect his loyalty. It is many factors, including the fairness of the salary, that affect employee loyalty.
High and low wages definitely affect employee loyalty. A high salary is a recognition of an employee's personal ability and a reward for their hard work, as well as an affirmation of their contribution to the organization.
First, a high wage is a recognition of the individual ability of employees.The level of wages represents the strength of the individual employee's ability. In the same market environment, the same industry, similar positions in the wage level is largely the same, in this condition, if anyone's wage level is high, it proves that its personal ability is better than most people, certainly have a good point. For example:
Now employers in the recruitment of college graduates, for 985 and 211 graduates of the students are preferred, and other institutions of the student competitiveness is obviously not enough. Because of the admission scores in the college entrance examination, 985 and 211 colleges and universities are higher than other general institutions, proving that the starting point of these colleges and universities is higher than that of other institutions, and their learning ability is certainly better than that of the general institutions. The first thing you need to do is to get your hands on a new pair of shoes or boots, and then you'll be able to get your hands on a new pair of shoes or boots.
The higher the salary, the better the return on the employee's hard work.In the same position, the hard-working employees should be paid high wages, reflecting the concept of distribution of more work more pay.
In reality, there are many employees in order to complete the work overtime, sacrificed a lot of personal rest time, high wages is a return on their selfless dedication to the organization.
Third, a high salary is an affirmation of the contribution made by the employee to the organization.For the organization to make outstanding contributions to the staff must be given heavy awards, which is not only a kind of affirmation of these employees, but also for others to set an example.
For example, if a company encounters a problem in the production process, if it can't be solved in time, it will affect the delivery date promised to the user, and it may face a huge breach of contract claim. In this case, there are employees to step forward, through individual or team power to solve the problem, let the delivery date, to avoid the loss of the enterprise default, to protect the reputation of the enterprise, such employees should be rewarded.
Employee loyalty, although not entirely dependent on the level of wages to maintain, but the level of wages is an important factor affecting the loyalty of employees. For the ability, selfless dedication, for the organization to make great contributions to the staff must be given high rewards, in order to let these people fully feel the organization's recognition and trust, so as to work harder. Do you agree with me?
High and low wages do affect employee loyalty. Over the past three years, our analysis of data on why talented people change jobs (nearly 2,000 R&D talent) shows that leaving for a higher salary is at the top of the list.
There have even been many extreme cases where the other company only increased the salary for the talent by 2-3K/month. This phenomenon is more common among technical talents aged 27-32.
For this situation, I do a simple analysis.
In response to this situation, I'll make a brief analysis. 1. There is a clear change in professional values: income is the most important value for people in the workplace.
Urbanization into the city is accelerating, the monetization of resource elements is showing obvious, and consumerism is prevalent. These have seriously affected the values of people in the workplace, and income supremacy has become the values of many people.
Freshmen tend to rush to the high-paying positions, some of the Institute of personnel jumped to the well-known enterprises to seek high income is common, Evergrande ten million annual salary to poach economists stirred the country. Relative to the loyalty of the enterprise, more people chose to be loyal to the high income. So they will feel more secure.
2. The real pressure of house, education, medical care, and pension, forced the working class to have to choose a high-income job.Millions of dollars of housing, a million or so of education investment, parents expensive medical expenses, the pressure of the future pension are carried in the workplace on the mountain. And these for people who live by earning a salary, they must think of every way to improve the output per unit of work time.
There is no way, there is no choice, you want to achieve a high quality of life, you must constantly choose quality platforms and positions. The workplace is loyal to those who are excellent platforms that can provide them with constant room for value, room for growth. And higher income is about the value and dignity of the workplace, is an important factor in their consideration of work.
In 2019, two cases of jumping from a research institute to the enterprise, both because of the pressure of the mortgage, as well as the seniority ranking title can not go, the salary can not be promoted to lead to the excellent talent to change jobs.
3. The reality of the enterprise's view of employment, loose labor relations, stings the workplace.From "Lenovo is not home" to Huawei's cleanup of 35+ year old employees, to the collective performance of companies that make layoffs their first choice in a crisis.
Xi'an baseband engineer Guo Gong experienced three layoffs in 2010-15 because of the bad economy, and since then, he has made it his motto to go to whichever company pays the best wages, and he can't trust the company anymore.
The workplace really hurts, what is the guarantee of security in the workplace? How to maintain the security of their own survival. Workplace people have their own answers.
Mu Mu view Theoretically, more money is definitely more loyal, but put into reality, often does not work. To understand what the problem is? Need We need to analyze from three aspects:
1. What is the standard that we define our own high and low wages? --Contrast
2. Are we defining the correct outcome? --Cognitive-behavioral bias
3. Why are you not loyal despite your high salary? --There is always someone who is more idle and better paid than you
Let's analyze them one by one:
I. The standard for defining high and low wages: not the wage itself, but the comparison with the people around you
How do we define high and low wages? The first thing you need to know is how much you're getting paid. In fact, it is not, high and low must be compared. And who than, individuals and colleagues around to compare, the company salary and the same industry to compare. There is a good saying, you can refer to: "your happiness, does not depend on how big your house? What kind of car do you drive? Rather, it depends on how big your neighbor's house is? What kind of car?"
You will not go and compare with Jack Ma, and Bill Gates, but you will certainly go and compare with the colleagues around you. Together into the company's coworkers, after a period of time, no matter how much money he opens the salary, as long as it is not higher than you, you will feel okay. If one day, he told you that his salary is higher than yours, even if your own salary is still good now, you will be unhappy.
Second, the defined results are not necessarily correct: cognitive behavioral bias
In the workplace, there are two typical manifestations of cognitive behavioral bias, let's see familiar?
1, the work achieved, the first consideration is their own internal reasons; work encountered failure, the first consideration is the external environment;
2, often feel that the boss is stupid, the supervisor is dull, the ability of colleagues can not.
Is it accurate? In fact, there is no need to worry too much, because most people are like this, more or less just. That is to say, most people, in defining their own wages, are measured by their own perceptions, and this measurement tool, itself, is biased.
I think my ability is higher than yours, and the company pays me a higher salary than you, OK, I have no problem with that, the company is great. On the contrary, I think my ability is higher than you, the company gives me a lower salary than you, that's not OK, this company is too pitiful, not worth my loyalty. But the truth is, your coworker thinks the same way you do, and he's never had a moment where he thought he'd be less capable than you.
Third, high wages are not loyal to the reason: the sense of satisfaction is deprived, there are always people living better than you
In fact, a lot of units, wages are not low, especially in some state-owned enterprises, institutions. Many people in the outside world seems to be working leisurely, and good treatment. But they are in the system, in fact, and must be happy. The reason is very simple: because here, you can always find more idle than you, make more money.
So, in itself, the high and low wages are no longer important, and the harm of comparison leads to the deprivation of fulfillment. Without fulfillment, there is a gradual loss of passion for work. Dissatisfaction with other people's treatment, but also gradually relocated to the company, after all, those people are so comfortable, or the company is accustomed to, leading to the final loyalty decline.
Summary
To summarize, we need to clearly understand. First of all, the standard that defines a high or low salary is compared, not the amount of the salary itself; then, due to the existence of cognitive behavioral bias, we tend to be in a small circle and feel that our salary is not high, and finally, in the company, you can always find people who are more idle than you are, and who have higher salaries.
This also explains why, through the increase in salary can not improve employee motivation. Because the act of raising salaries only allows us to focus, in the short term, on the comparison with ourselves, I'm getting paid more than before. But soon, we will again shift our attention to the outside world, how he rose higher than me, this company really can not!
Workplace Practitioner's point of view: Higher or lower wages can really affect employee loyalty, but they are by no means the only condition that determines whether an employee is loyal or not.
Facts are the best proof, let's first look at the impact of salary changes on loyalty of our colleague Wang. Then we will analyze in detail the real relationship between salary and loyalty, and discuss how to effectively improve employee loyalty.
What happened around us depicts the ups and downs of wage changes on employee loyaltyXiao Wang, a colleague from my last company, joined the company after graduation in 2012 and is responsible for the development of electronic and electrical systems.
With annual wage increases, plus quarterly and year-end bonuses from the company, his salary was around 100,000 yuan a year after four or five years of work.
Although it can only be regarded as a low salary in the north, in our small third-tier city, it is also regarded as an upper-middle level.
Inadvertently, Wang learned that the recent social recruitment of employees over the salary of their own. Some employees have less years of experience than they do, but their salaries are higher than theirs. The company's policy of "foreign monks are good at reading the scriptures" has been a source of frustration for the company, but there is nothing that can be done to change it. Since then, Wang's work motivation is poor, and his sense of responsibility is also greatly reduced. Every time you communicate with him about a project or check the progress of a problem, you will be accompanied by endless complaints, and you won't be able to see what you're doing.
Later, the company carried out group integration, the restructuring of the stop and go, lasted nearly two years. The company revealed during this period that the principle of restructuring is to increase the salary of young people such as Wang tilted.
Once the news came out, King changed his negative posture, hanging over his head that piece of dark cloud as if a moment of smoke dissipated. The work of the company's policy is no longer spit, that full of passion and fighting spirit of the king is back, full of the face of the future of the good development of the expectation.
But things do not go as planned, just wait until the time of the upcoming salary adjustment, an epidemic swept across the country, to the originally very depressed automotive industry a fatal blow. The automotive industry has been hit by an unprecedented impact on its operations, and the salary adjustment program has been put on hold.
Hope was brutally extinguished, and there was a lot of snow. Because of the sudden drop in orders, the company's cash flow is tight, and in order to reduce expenses, employees are restricted from working overtime. The original can also rely on overtime to improve the income of young colleagues, as if the bottom of the kettle, March salary, after deducting the five insurance and gold to hand only 3000 yuan.
Such a salary amount, even the basic mortgage car loan is not enough, let alone want to have a surplus. The company's goal is to provide the best possible service to its customers, and the company's goal is to provide the best possible service to its customers.
Just last week, Wang asked me about jumping ship. The first thing you need to do is to get your hands on a new car, and you'll be able to do it without any problems. It's no secret that riding a donkey is not a good idea, it's just a matter of timing.
It can be said that Wang's loyalty to the company is like a roller coaster, but the driving force behind every peak and trough is wage adjustment.
The high and low wages have a direct impact on the loyalty of the employees, and there is no wage guarantee that the painting of the cake is just a floating cloudSince the outbreak of the epidemic, some of the weaker anti-risk ability of the enterprise because of the fracture of the capital chain back to the sky, had to declare bankruptcy. Enterprises that barely survived, at the early stage of the resumption of work and production, made drastic layoffs and salary adjustments, with a view to lightening the load and surviving.
01 When you're in a pinch, it's the best time to test the loyalty of your employees
It's inevitable that we'll be surrounded by businesses that are struggling with the impact of the pandemic, and we can't avoid having to cut our own salaries or lose our jobs.
Some people are saddened by the adjustment of their salaries, which makes their lives difficult, and they lose the motivation to work and complain about the company. In the company's struggling moment, and did not show a high fighting spirit, honor and disgrace and **** has long been the pressure of life swallowed clean.
Of course, perhaps not to the point where everyone is in danger. Some colleagues do not show a strong sense of crisis, nor the fear of losing. On the contrary, it may also show a frankness and calmness that is rarely seen in the past.
Don't assume that these people are completely unconcerned about the difficulties at hand, or that they don't care about receiving a meager base salary. Their calmness is not a result of a lack of concern about the crisis, nor is it a result of a belief that the company can get out of this mess.
02 Look at anything, do not be deceived by the superficial illusion
Imagine, if the employees work hard, and finally only get a basic salary, the money may not even be able to afford to feed their families, and even more so do not see the company out of the quagmire of the hope that he would be really loyal and undistracted?
Those who are still buried in the work process, not saying anything, in fact, is not as calm as the surface, and not with the company **** through the difficult times.
The truth of the matter is that everyone, like Wang, just isn't ripe for the picking, or they're not good enough to find a better job and have to ride the donkey. Those employees with better abilities are already polishing their resumes with care, and they're doing it in the dark.
Employee loyalty to the company is the result of multiple conditions of incentives such as money and power, honor and recognitionFor example, if you want to have a high salary, then you must have the appropriate skills. If you worship the right, then you need to bear the responsibility behind the right. If you want to realize your own value, then you need to invest more time and energy.
In fact, people in the workplace are not just chasing high salaries, nor does everyone care only about material rewards, but are constantly making trade-offs between high salaries, rights, honor, and self-realization to achieve a balanced, ****-win situation.
If you want to reap the benefits of employee loyalty, you can't do it without the following.
First of all, we need to give our employees a salary that matches their personal values, after all, salary is the most direct way of reflecting the value of the employee's salary is not directly proportional to his ability to be loyal, not to talk about it. But this does not mean that you have to give several times higher than other employees, to know how to leave space, to maintain the appropriate rate of increase in order to have a lasting incentive.
Secondly, managers need to really understand the needs of the staff, really into the heart of the staff, to get the staff's **** Ming, so that the staff have a sense of leadership recognition.
Finally, the company should actively create a level playing field, to let the company's corporate culture and employees in the values, outlook on life, world view to maintain a high degree of compatibility, in order to create a strong sense of belonging .
丨Conclusion:
Any enterprise, only to meet the basic material needs of employees under the premise of the sincere to help employees to achieve a better him, in order to light up the heart of the employees of that group of loyalty of the fire. In order to let him face the work in a positive state, glowing with a sustained passion, willing to pay for the company, unreservedly devoted to loyalty!
My friend, the level of salary is very capable of influencing the loyalty of the employees, and at some point, it can even determine the loyalty of the employees.Usually there are often 90 partners and I troll, said their bosses every day in the company to the staff cake, talking about corporate culture, talking about the company's dream of listing, talking about the partnership system, the boss is talking about the sky is full of, but the employees are not even buy. This can be explained by Maslow's theory of needs:
According to the needs model, human needs are divided into physiological needs, safety needs, belonging needs, and self-actualization needs. 2020, China basically achieved the goal of a well-off society, so that the company's employees now, have crossed the stage of physiological needs. However, most of the employees have mortgage and car loans, and those who are a little bit older still have to consider their children's upbringing and education, so most of the employees still stay at the level of security needs, and have to consider the family's tea, rice, oil, salt, soy sauce and vinegar. Loyalty, belongs to the fourth stage of the model needs, in our security needs stage, the pursuit of belonging stage, for the enterprise, to be honest, it is very difficult to talk about what loyalty, after all, people are going to eat, I have nothing to eat, you come to talk about my loyalty, talk about the dream, what nonsense? This is also the reason why many bosses are spitting on their employees.
On the contrary, if a company to give enough money, so that employees have a sufficient sense of security, this time there is a real employee loyalty, the staff will believe the boss to follow the boss has been dry. Therefore, Alibaba's values can be recognized by everyone, after all, Alibaba recognized high salary, and Ma Yun has also said "to let employees earn money", you see Alibaba because of the money and choose to leave only how much of the proportion. In the employees already have a sense of security, only after the pursuit of a higher level of respect needs and the pursuit of self-fulfillment.
So, my friend, if you are a business manager, to let employees have loyalty to the enterprise, then first of all, you have to let employees in the enterprise can earn money.Loyalty is not loyal to the human nature of the problem, does not lie in the high and low wages, some people do not have a high salary, as usual, hard work, get a high salary people are not necessarily good work, smooth talk, falsehoods, the table is not the same, to see the wind and make the helm, deceiving the top and the bottom, most of the people get a high salary, with the strength of the people to get a high salary, and even half of the people accounted for less than half. (I mean under normal circumstances).
First, let's tell you a very interesting paragraphWhen you make 2000 dollars a month,
Boss: You stay and work overtime today.
Employee: Boss, I've got a date with a friend tonight.
When you make $5,000 a month
Boss: You stay and work overtime today.
Employee (muttering):Give me so little money to work overtime, the boss is too oppressive.
When you make $10,000 a month
Boss: You stay and work overtime today.
Postman: Don't worry boss, I'll do it all night tonight.
When you make $20,000 a month
Boss: The deadline for this project is coming up soon.
Employee: Boss, I promise to get things organized.
When you're making $50,000 a month
Boss: Something's wrong with the project, am I going in the wrong direction?
Employee:Boss, you are right, it is my negligence.
When you make $500,000 a month
Boss: Why aren't you off work yet?
Employee: Boss, I don't need to get off work.
When you make a million dollars a month
Boss: Why are you still at work?
Employee: Boss, the direction of the company is what I live for!
Ren Zhengfei once said: "What is talent, I see the most typical Huawei people are not talent, money to give more, not talent has become talent."
Second, only talk to you about feelings, never talk about money boss, are hooligans
Influence the loyalty of an employee, there may be a variety of factors, such as the company's values, such as personal fulfillment, in such as the right to the company and so on.
But, in my opinion, the most fundamental is still the issue of wages.
Jack Ma said, employees leave, either give less money, or aggrieved.
And my colleagues around the departure, the reason for leaving 90% of the salary to give less.
Lao Zhang, my former colleague, a very good formulation engineer, whether it is formulation design experience or field experience, in this industry is a certain reputation.
However, last month, he resigned, that night, I dined and drank with him, he told me that, in fact, the company's development prospects can be, but the company's treatment and welfare is really not high, we have been colleagues for so many years, my ability to you should be the most aware of the company to give me a salary in the industry is really not high.
And, in these six months, there are many headhunters looking to hit me, all said, there are many companies want to dig me past the inauguration, I have pushed a few times, but then there is a company's treatment benefits really impressed me, and the other side of the company's development prospects are also very good, more challenging, in the end, I still decided to go to try.
Wages best reflect the value of an employee, when an employee's ability to not get the corresponding compensation, how to talk about loyalty?