How to motivate employees to work through compensation design?

The design of the new department should implement quantitative assessment, and the quantitative index design is a very important issue, you must design an indicator that can be reached as long as he can work hard, rather than a goal that he can't achieve with all his strength.

I think that if you want to stimulate the enthusiasm of employees, you can create a fair and just working environment for employees, implement a humanized and affectionate management model, enhance the value of employees, and then formulate some reward and punishment systems.

I think this can be used as a reference to Huawei's employee stock ownership method to improve employee motivation and increase employee responsibility through salary design.

I think if you want to stimulate the enthusiasm of employees through salary design, the first thing to do is to be able to give the employee a satisfactory salary, so that he will have better enthusiasm to work, only when his enthusiasm is high, will he do a better job, and the company's development will be better.

I think a company can stimulate the enthusiasm of some employees through some salary rewards, such as employees will get some salary rewards after doing a thing, there will be year-end bonuses during the Chinese New Year, and so on Some rewards related to salary, which is a good thing to stimulate the enthusiasm of employees.

Developing, establishing, and clarifying some very feasible reward systems can stimulate employees' enthusiasm for work and make them work harder.

It's best to raise your salary, or set up some awards, and the rewards are very attractive.

Generally, a good salary design scheme can make employees work harder, such as commissions, year-end bonuses, which can benefit employees, and it is also a win-win situation for the boss, such as how many tasks will be rewarded, which can stimulate the enthusiasm of employees.

Setting up a tiered salary, paying different wages to employees at different levels, and encouraging employees to be promoted and raised, can well stimulate employees' enthusiasm for work.

Incentive pay refers to the part of the salary that changes with the change of the employee's work effort and labor results. Incentive pay is also directly linked to performance, and is sometimes seen as variable pay, including short-term incentive pay and long-term incentive pay.

Incentive wages have a bonus-like nature and can be divided into three forms:

1. Input incentive salary, that is, the salary that changes with the change of employees' work effort.

2. Output incentive wages, that is, wages that change with the change of employees' labor output, in the form of piecework wages, sales commissions, etc.

3. Achievement salary, when employees have made outstanding contributions to the enterprise, they will be paid to employees in the form of increasing basic salary. Achievement pay is a permanent increase in wages, while the other two forms are constantly changing.

The difference between incentive pay and performance pay.

1. Incentive wages affect employees' future behavior by paying wages; Whereas, performance-based pay focuses on recognition of past work, i.e., different times.

2. The incentive salary system is determined before the actual performance is achieved, on the contrary, the performance salary is often not known to the employee in advance.

3. Incentive wages are one-time expenditures and have no permanent impact on labor costs. When performance declines, incentive wages automatically fall as well. Performance-based pay is usually added to the base salary and is a permanent increase.