Halfway through the salary adjustment, the boss asked how much he wanted to adjust, how to do it?

1. From the boss's point of view, the first thing to value is ability and how much value can be created. It may not be wise to discuss the salary in the first place, sometimes the boss will ask how much money you are currently getting during the interview, which can be like this: "It doesn't matter what the salary is in the past, the important thing is whether the ability and expertise are needed by your company."

Then quietly change the topic from salary to show outstanding work achievements in the past, their own good comprehensive quality and professional fields that can contribute to the company, and then show what new contributions they can make to the company.

2. When you and the boss already have a considerable understanding of each other, sooner or later you have to talk about the specific salary amount, which is also a critical moment to protect your interests. Before applying for a job, it is best to understand the approximate salary of the company and position you are applying for through various channels, and clarify the psychological bottom line of your salary expectations based on your career development prospects and personal realistic needs. If the boss's bid is lower than the psychological price, set a price at least 10 20 higher than the original salary, if the original money is too little, then it is appropriate to raise it more, but try not to say too specific numbers, because it is easy to cause deadlock.

Even if you feel that your boss's bid is too low, don't show it in words, try to be "gentle and firm", and keep smiling, humorous, and polite on the basis of sticking to principles.

3. Sometimes it is inevitable that there will be a situation where you have to bid first, pay attention not to set the bottom line too low, you can give a salary that is roughly the same as you think, because the boss's negotiation psychology often focuses on the bottom line, so the bottom line can not be set too low. In addition, it is important to maintain flexibility, so to speak: "Based on the level of experience and professionalism, as well as the current average salary level for this position in the talent market, the expected salary is between xx yuan and xx yuan, I wonder if it coincides with the salary standard?"

In this way, the initiative is regained.

4. It takes some skill to negotiate salary, but for some job seekers, the bigger obstacle is not the seasoned negotiator, but the self. Some people have low self-esteem, while others are too arrogant and confident, resulting in themselves suffering losses or failing in their job search. Some job seekers are "embarrassed" to talk about money, or are not good at words, or lack the ability to understand and experience the psychology of others, these problems can not be solved by simply mastering some skills, but need to continue to grow themselves, and they can also turn to psychologists to promote the real maturity of their character.

Under normal circumstances, it can be like this, as long as it is turned up, how much is acceptable? The leader will also consider your actual ability to increase your salary.

Summary. If the employee does not agree to resign, the employer will take certain unfavorable measures against the employee.

What if the boss is transferred, I don't go.

Hello, it's okay for the company's job transfer workers not to go. If the employer unilaterally transfers the position without the consent of the employee, the employee can hold the letter to refuse the transfer. However, if the transfer is with the consent of the worker, the veteran of the labor section cannot refuse to be transferred.

Hello Dear Employer can make you quit.

Hello Dear Employer can make you quit.

If the employee does not agree to resign, then the employer will take certain unfavorable measures against the employee.

If the employee does not agree to resign, the employer will take certain unfavorable measures against the employee.

Hello dear, there is no way to do it except to consult with the supervisor.

After all, it's employees.

1. There are rules to follow:

The company must have a set of rules and regulations or regulations related to job adjustment and salary adjustment, that is, let employees know under what circumstances they can adjust their salary, how much they can adjust, etc., and know and guide employees to handle it according to the regulations if they want to adjust their salary. Even if this regulation is not scientific and perfect for the time being, it is better than "arbitrarily adjusting salaries without regulations".

2. Detailed analysis:

Salary adjustment is not as simple as patting the head, to satisfy all parties, careful investigation and analysis is indispensable, so the necessary manpower inventory, employee ability analysis and performance comparison, key event analysis, etc. are very necessary and useful. Let employees know that salary adjustment is not for everyone, and the annual salary adjustment is not for everyone (except for policy CPI hedging general surveys, seniority salary increases, etc.), salary adjustments must be given priority to those employees who have been promoted, followed by reserve talents who have development potential and training value, and have achieved good performance, and finally those employees with average performance in all aspects, and finally there must be a very small number of people who can be adjusted in this situation.

3. Decide carefully

The salary adjustment is relatively rigid, and once it is adjusted, it is a hard increase in labor costs, and it is often difficult to reduce it. HR and managers think deeply about the problem, and the salary adjustment should be decided carefully.

Before the implementation of the salary adjustment, you need to pay attention to and warn yourself: all salary adjustments without incentive effect are not advisable; There are better alternatives to incentive, and it would be unwise to use salary adjustments to motivate them; Salary increases are not what employees want most, and this kind of salary adjustment is meaningless.

Salary adjustment is a kind of cost growth pressure and burden of the enterprise, unless the scale of enterprise development and efficiency is rising year by year, and to achieve the expected growth target, the annual salary adjustment amount and proportion have a basis, otherwise, it is a source of water; The more grassroots employees, the greater the incentive effect of salary adjustment, and the higher the level, the worse the effect of this simple incentive method; Incentives should be focused, targeted analysis, through two-way communication, clear employees' personal ideas, as far as possible to meet the individual needs of employees, such as a salary does not pay much attention, but more eager for ability training and personal career development of employees, what they need most is not salary adjustment, but ability improvement training or more rotation opportunities. The same is the ability and performance, with salary adjustment to motivate the ability to improve, and with bonuses to motivate performance growth, this mode of operation is more conducive to motivating employees to improve their quality, enhance the core competitiveness of the enterprise, and make the salary adjustment more effective.

Salary adjustment should be done:

1. Clarify the salary adjustment standards and regulations, which are linked to the economic benefits of the enterprise;

2. Disclose the rules of the game, and keep the implementation process and results of salary adjustment confidential;

3. Try to guide employees to obtain salary adjustments through promotion and ability improvement, rather than blindly pursuing high performance;

4. What you motivate is what employees want most, this incentive is the best, and the same is true for salary adjustments.

The boss adjusted your salary very little, and explained to you why this is the case, what is it.

Hello, you can directly submit your request to the register, and do not accept the salary reduction. The two parties agree on the salary in the contract, and the labor contract is legally binding on both parties from the date of signing and shall be performed in accordance with the contract. An employment contract is an agreement between the parties to specify the amount of monthly wages in the labor contract, and as long as the employee fulfills his labor obligations, the company must perform the obligation to pay all wages according to the labor contract.

It is illegal for an employer to change the salary and benefits of Zhou Yuanxiang and the employee to make a written change to the labor contract, and to unilaterally reduce the treatment.