Look for some examples of how companies reward their employees

On the 1st floor, the buddy said that the drop is very good, I add some, when the sales exceed expectations, you can take out 10%-20% to get a collective reward for employees, or you can give individual rewards, and the reward is specific to the performance.

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"Reward and Punishment System for Employees".

Article 1 This system is specially formulated in order to strictly enforce discipline, distinguish rewards and punishments, improve the enthusiasm of employees, and improve work efficiency and economic efficiency.

Article 2 Scope of application: all employees.

Article 3 The principle of spiritual encouragement and ideological education is the main thing for the rewards and punishments of employees, supplemented by economic rewards and punishments.

Article 4 Incentives.

Article 5 The Company shall establish the following reward methods and use them as appropriate:

1. Commendation;

2 Bonus Prizes;

3. Promotion;

Article 6 Employees with the following performances should be given notice and praise:

1. Good moral character and hard work;

2. Safeguard the interests of the company, win honor for the company, and contribute to preventing or saving accidents and economic losses;

3. Always be loyal to their duties, active and responsible, and honest and honest;

4. Have other merits, enough to be a role model for other employees.

Article 7 Employees with the following performances shall be given bonuses.

1. Progressive thinking, civilized and polite, solidarity and mutual assistance, outstanding deeds;

2. Complete the plan indicators and have good economic benefits;

3. Propose rationalization construction to the company and adopt it for the company;

4. Maintain financial and economic discipline, resist unhealthy tendencies, and have outstanding deeds;

5. Save money, save costs, and have outstanding deeds;

6. Good leadership, leading employees to complete various tasks well;

7. Other contributions to the company, which the board of directors or the general manager deem should be rewarded.

Article 8 If the company believes that it meets the promotion conditions, it will be rewarded with promotion.

Article 9 The award procedure is as follows:

1. Employee recommendation, self-recommendation or unit nomination;

2. The Supervision Commission or the Ministry of Supervision shall review and approve in conjunction with the Ministry of Labor and Personnel;

3 Approval by the Board of Directors or the General Manager. Among them, the employees who are appointed by the board of directors will be reviewed by the Supervisory Committee and approved by the board of directors; Employees who are hired by the general manager shall be reviewed and approved by the supervision department and approved by the general manager.

Article 10: Punishment Measures.

Depending on the severity of the circumstances, the following penalties will be given:

1 Warning;

2 demerits;

3 Downgrade;

4. Dismissal;

Article 11 Employees who have the following behaviors shall be given warnings.

1. Chatting, playing, or engaging in non-work-related things during working hours;

2. Those who leave work without permission during working hours, or who are late, leave early, or absent from work without reason;

3. Work errors caused by negligence and minor circumstances;

4. Obstructing the on-site work order or violating the safety and health work rules;

5. Failure to attend the training courses arranged by the company without reason;

6. Failure to obey the command of the supervisor for the first time;

7. The waste of public property is minor;

8. Inspectors or supervisors fail to perform their duties conscientiously;

9. Those who have lost their employee ID cards or employee rules and failed to wear neat work clothes and brand badges as required;

10. Entering and leaving the factory area without complying with the regulations or carrying items into and out of the factory area and refusing to be inquired by guards or management personnel;

11. Destruction of environmental hygiene.

1.Immediate. Don't wait until the end of the year bonus is handed out before you plan to reward your employees.

When employees perform well, they should be rewarded as soon as possible. The longer you wait, the more likely it is that the effect of the reward will be reduced. Xuzhou Talent Network 2

Explicit. Vague compliments such as "You did a great job!" "It means less to the employee, and the supervisor should clearly point out what the employee is doing well, and let them know that the company expects them to repeat the good performance.

Xuzhou Recruitment 3Make employees fully informed. Supervisors must make it clear to all employees in advance what the incentives will be.

What are the criteria for evaluation? For example, don't tell employees, "If the company does well this year, you'll get funding."

Explain what it means to do well, what percentage of the company's revenue goes into employee bonuses, how those numbers are determined, and when employees can get their bonuses. Clearly setting the rules of the game can encourage employees to work hard with goals and steps.

4.Tailored to the needs of individual employees. The rewards offered by the company must be meaningful to the employees, otherwise they will not have much effect.

Each employee can be motivated in different ways, and companies should imitate the practice of buffets and provide multiple rewards for employees to choose from. For example, for working women with elderly mothers and children, giving them an incentive to work from home for one day is more attractive than a large salary increase.

5.In line with the company's usual practice. A gentleman who usually treats his wife badly, even if he gives her a bouquet of flowers on Valentine's Day, the effect will not be great, and he will even be regarded by his wife as just a compensation for his husband's guilt.

In the same way, a company that usually treats employees badly will not suddenly change their employees' perception of the company with the year-end dividend. Xuzhou recruitment information.

Just copy the local regulations.

In addition, the virtual machine group is on the product**, which is super cheap.

1.Personally, I think that management, especially good management, is to stimulate people's goodwill and potential as the original intention, after all, we are not rewarding for the sake of rewarding, punishing for the sake of punishment, so we must know that rewards and punishments are only means and not ends;

2.Based on the above original intentions, my personal suggestion is to focus on rewards and supplemented by punishments, with rewards focusing on setting benchmarks, focusing on stimulating goodwill and potential, and punishment as a last resort to eliminate harm for the people; Second, there are rules to follow and evidence to follow, and they cannot be changed at will because of the likes and dislikes of leaders.

First of all, we all know that "the development of an enterprise needs the support of employees." ”

As a manager of an enterprise, you should know that employees are not only a tool, but also that their initiative, enthusiasm and creativity will play a huge role in the survival and development of the enterprise. In order to gain the support of employees, it is necessary to motivate them. To motivate employees, we must understand each employee's motivation or need to do things.

In the process of employee management, although the positive incentives are much more effective than the negative ones. But don't forget, there are two sides to everything, and the more demanding people are, the more sensitive they are to punishment, so rewards and punishments need to exist at the same time and check and balance each other.

Have you noticed that the word "enterprise" of an enterprise is composed of "people" at the top and "stop" at the bottom. It means that people are the most basic component of an enterprise, and if an enterprise leaves people, it can only stop closing.

The survival of an enterprise is also an employee, and the failure is also an employee. How to "use good people and use the right people" is one of the important issues faced by enterprises.

If you do well enough, you deserve to be rewarded accordingly! You deserve it!

If you don't do a good job or even fail to complete the task on time, of course you will be punished accordingly! Because for a business to survive, it must be profitable! You can't buy and sell at a loss!

A company's reward and punishment mechanism is an important part of the corporate culture, and it is the shaping of employee behavior. Culture is like an invisible hand, it is not a written rule of law, but a mechanism of rewards and punishments that actually occurs, and the two can be very different. Bert Consulting combines years of external research experience in human resource management and consulting practice experience to summarize and refine.

1. "Reward" and "punishment" behavior, what behavior the company rewards is to encourage employees to have more similar behaviors; In the same way, what behavior to punish is to hope to inhibit or even eliminate the occurrence of similar behavior among employees.

Second, the time of "reward" and "punishment", the time of reward and punishment refers to the timeliness of rewards and punishments, that is, whether the behavior of employees is given timely and accurate feedback.

3. The object of "reward" and "punishment", when rewarding or punishing an employee, it is also setting an example in front of other employees.

Fourth, the way of "reward" and "punishment" should be different for different employees and different situations. For example, when a recent college graduate comes to a new position, learning on the job may be the most important thing for him. Therefore, the best motivation for him is to be entrusted with important responsibilities and provide training and development opportunities.

But for a veteran employee who has been working for nearly 20 years, he may think more about his future living security, so financial incentives such as benefits and insurance plans may be more suitable for him. A single reward and punishment method may only make a few people be motivated or punished, while a variety of rewards and punishments can be used comprehensively and purposefully to maximize the correct behavior of employees.

5. The intensity of "reward" and "punishment" should be different for different employees. But there should be a "degree" to this difference, and it should not be too favoritism. One is a new employee, the other is a veteran employee who has worked hard, and the intensity will indeed be different, but there should be a quantitative difference in intensity, not a qualitative difference.