If the year end bonus is less, how will employees react?

The year-end bonus is relatively small, and the reaction of employees will certainly not be happy, and most people will feel a little unhappy. If your year-end bonus is less than that of some people who he thinks are inferior to him, he will feel that his efforts have not been seen, and he will be very unhappy and will feel that he has been treated unfairly. If everyone's year-end bonus is very small, then they will definitely feel that the company they are working for is more picky.

Some people may reflect on whether they have done something bad or wrong after receiving a relatively small year-end bonus, and they may be able to reflect on what they have done a little inadequately, or they may feel that they have done well but have not received the corresponding preferential treatmentThen it is very likely that you will consider quitting your job and working for another company.

If the employee is doing well, it is recommended to send more benefits, don't be stingy in this regard, because in fact, when you receive more year-end bonuses and usual benefits, you will feel very comfortable and happy, and feel that this company is very humane. The possibility of asking for a salary increase will be reduced, and the possibility of changing jobs will definitely decrease.

If he is not good at doing things, and even the company wants to dismiss him, he can choose to have a less year-end bonus, he may find his shortcomings, and he may be more serious about doing things. Of course, you can also send a normal year-end bonus, and then talk to an employee who is not doing a good job to express your sympathy for him, but if you don't do it well, it won't work. In general, it is impossible for employees with a small year-end bonus to be happy, and the job-hopping rate will become higher, because they feel that they have not seen their efforts, and even feel that they have no future in this company.

If the year-end bonus is less, employees are likely to feel that their work is not worth it.

Employees may feel that talking is better than nothing, and less is better than nothing.

Of course, it was very upset that the employees could react, although they didn't say it.

Employees are sure to be disappointed and then get paid and leave.

Of course, it is a loveless expression, and I expect the year-end bonus to improve my life.

I would like to go to the boss and ask the reason why I sent it less.

Do you still need to ask? The employee must be unhappy, although it can't be counted on the surface, but it must be uncomfortable in the heart.

Employees will have some unhappy reactions and feel that the year has been wasted.

In an instant, I felt that I was one step closer to detachment and nerves.

The company that doesn't have a year-end bonus has quit, what's the matter, it's not that it has no technology, and I don't want to make money for you. You don't let me make money, but you want me to make money for you, why are all the good things yours.

I feel like I've done poverty alleviation and charity in a year!

What is the year-end bonus, talk about the least you have to have.

What is the year-end bonus, it has not been paid for several months, we still have to go to work, and we don't have a salary.

The company has not gone bankrupt, and it is good to have a salary.

197 yuan year-end bonus, I'm going to die of laughter.

According to the relevant laws and regulations of the state, the year-end bonus is generally an incentive measure taken by the enterprise in accordance with the profits of the enterprise and the personal performance of the employees, if the company and the employee clearly agree on the payment standard of the year-end bonus in the labor contract, the relevant obligations shall be fulfilled in accordance with the agreement of the labor contract, otherwise the employee cannot force the enterprise to pay the year-end bonus. According to Article 3 of the Labor Contract of the People's Republic of China, the conclusion of a labor contract shall follow the principles of legality, fairness, equality, voluntariness, consensus, and good faith. The labor contract concluded in accordance with the law shall be binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

Therefore, if the company clearly stipulates the year-end bonus in the labor contract, it cannot be arbitrarily withheld or underpaid, otherwise it will be in arrears of wages, and the employee can protect his legitimate rights and interests through labor arbitration or reporting to the labor inspection department. At the same time, if the employee leaves the company as a result, he or she can request the employer to pay severance compensation. However, if the company and the employee do not agree on the payment of the year-end bonus in the labor contract, the employee cannot force the company to issue the year-end bonus through labor arbitration or litigation.

<> year-end bonus, as a kind of flexible salary, is not a mandatory requirement. However, the year-end bonus is the most anticipated by the majority of wage earners, so basically all enterprises will pay it, but there is no provision for more or less. The year-end bonus of most enterprises is a month's salary, unless it is a job with a commission, and the year-end bonus is directly linked to performance.

However, the issue of year-end bonus is not a legal requirement and must be issued to employees, in fact, many small and medium-sized enterprises, including private enterprises, do not have the treatment of year-end bonus. So we can understand a problem in this way, that is, no matter how much or how little your year-end bonus is, it is always an extra income for you, so if you look at this problem this way, you will naturally feel that this year-end bonus will not be less.

Under normal circumstances, after the completion of the company's one-year business accounting, then it is indeed a good operating profit, so the usual practice of many enterprises is to give employees year-end bonuses, so as to encourage employees to make greater efforts to create benefits and returns for the enterprise during the second year of work. But in fact, not every noisy Sakura service company can achieve its own profits, so in such a premise, it is normal that since it has no profit points, it will not give you this year-end bonus.

The unit's year-end bonus is less, how should I communicate with the leader?

In my opinion, in the workplace, there are many people who think that the amount of the year-end bonus is not proportional to their hard work this year. At this time, I think it is better to think about my own problems, rather than go to the boss to theorize (of course, it is okay to fight appropriately). If you think that your year-end bonus is less, then he must have a reason, if it is said that you have a single person's year-end bonus is less, that is to say, your other colleagues' year-end bonuses are more, then in this case you can go to the leader to communicate, because it is true that you have a small year-end bonus, but if everyone's year-end bonus is relatively small, then I personally think there is no need to go to the leader.

After all, the year-end bonus depends on how much the boss gives, and he will take as much as he wants, and he is very noisy. So why not take the initiative to increase your income beyond your salary.

Some employees work harder than others and perform well, but the year-end bonus is less than other colleagues, which may be due to problems with their work. Some employees seem to be very busy when they go to work, and after getting off work, they are still recognizing and destroying the real overtime, giving people the feeling that they are the only ones in the company who are serious about going to work. But the leaders of the company are actually very smart, and they know what kind of contribution each employee has made to the company, so the final year-end bonus will also vary from person to person.

Although the performance of the employees is very good, the employees put all their efforts on the work, and there is no way to socialize with Wang Jing and other people. And the relationship with the leader is not particularly close, so if there is a business trip or other additional tasks, the leader will not ask the employee to do it. Over time, other people have more value in the eyes of the leader, so the leader will naturally spend more on other employees and less on this employee when he pays the year-end bonus.

In addition, some colleagues seem to have a very easy job, and they do not work overtime, but their year-end bonuses are very high, which is likely because this part of the workers do irreplaceable work for others. If the company leaves this part of the people, it is very likely that there will be no way to operate normally, so the leader will naturally deviate when issuing the year-end bonus, and at the same time want to keep them in this way. <>

So don't always look at your own attitude when you go to work, and don't compare the so-called performance with other people. It is necessary to see whether the value you create for the company is something that others cannot do, and at the same time, you must also see if you have some special skills in this position. When you go to work, you must find your own position, see if you are the indispensable one, and only make yourself special enough to gain the recognition of others.

Thank you for your question.

You need to clarify when this year-end bonus is generated. It is necessary to verify it first in the employment unit, but there is conclusive evidence to prove that this year-end bonus has not been paid. For example, the salary slip of the month of the year-end bonus and the flow of your personal salary card.

At the same time, ask HR whether there is a specific year-end bonus, and keep a written or recorded record as evidence. If HR says that Yu Qin is stupid, he should be prepared to conduct labor arbitration or file an administrative reconsideration with the tax authorities, on the grounds that he has paid more tax and the part of the tax payable income does not match the income provided by his company. or file a labor lawsuit with the court, and the relevant labor law also stipulates that the employer shall pay the wages of employees in full.

Finally, be sure to think about the above methods once you take them. The first act means that your rights are asserted, but you may be temporarily unemployed.

Personally, I think it's unreasonable, but it's normal in the workplace. Because the amount of income is never linked to the amount of individual labor, but to the value created by the individual. If you work a lot and are tired, it doesn't mean that you have created a lot of value for the company, so you will naturally not be worthy of a high salary.

Even in the same position, hard work does not determine your final income, because personality, way of doing things, and relationship with your boss will all have an impact on this. So when you find that you are more diligent than others and have good performance, but the year-end bonus is not as good as others, don't complain, first find the reason from yourself.

There is such a type of employee in the workplace, who work diligently, do not please their boss and avoid interacting with colleagues, and are repeatedly bullied and used by others and kept in the dark, this kind of person is affectionately called "honest people". Although the honest man Chi Chengshou is serious and responsible in his work, and even his performance is among the best, he has never been recognized by everyone, just because he can only work and don't know how to think.

The workplace is a very complex environment, it is impossible not to observe words and looks, and it is impossible not to engage in interpersonal relationships, and others will think that you are simple and naïve, and if you don't have a bottom line and a defensive heart, it is easy to be used, bullied by others, everyone looks down on the weak, and you naturally have no good impression of honest people. Therefore, it is possible that the year-end bonus is less than that of colleagues because he is too honest, and the boss thinks that there is no problem in sending you less money, because you will not make trouble or resist, so why doesn't he do it?

Of course, there is also a possibility that you have a bad relationship with the boss, and the year-end bonus is often the final say, and he will send more to whoever he wants, and send less to whoever he wants, all up to his own ideas. There are indispensable people in the company, they regard pleasing their bosses as a philosophy of survival, not to mention that you offend Wu Huai's leaders in this atmosphere, even if you work honestly, it has become a "crime", because you are not on par with those who pat on the back. The boss's likes and dislikes are expressed at once, and in the end you will find that the year-end bonus is much less than others.

In this case, it is best to ask the direct supervisor or the personnel of the unit first, as the evaluator and the issuer, they should know best why they did not pay you this fee. Because the mode and specific requirements of each unit are different, here I will analyze it according to some common sense based on personal experience.

Check the distribution conditions to see what you are lacking in.

Thirteen salaries and year-end bonuses are not considered to be the items that must be paid in the salary, and large regular companies will generally formulate corresponding rules and regulations to explain the conditions, methods, and rules for the issuance of bonuses. The small private enterprise distribution is very flexible, whether to send or not, how much may be directly decided by the boss according to the performance of the unit, the performance of employees, etc.

If the unit has corresponding rules and regulations, then you can check the relevant content to see if you fully meet the conditions for issuance. For example, whether your attendance rate is unqualified within the payment period, whether you are a newcomer who joins later than others, and whether other job assessment standards are met.

If you meet the conditions for distribution, and the company does not give you payment, it is indeed a problem with the company, and you can appeal.

If the unit does not have the corresponding rules and regulations, it is purely up to the boss to decide, although it is difficult to trace it back. But it is also recommended that you ask for specific reasons to see what you are missing, so that you can improve your quarrel in the future and avoid "losing" this expense next time.

See if it's mentioned in your employment contract.

Check whether the labor contract signed between you and the company involves the payment of 13 salaries and bonuses, and how to agree. If there is a specific agreement, the company can be required to pay with reference to the content agreed in the contract; If not, the Company is not obligated to pay you.

If you want to apply for labor arbitration, then before you decide whether to apply for labor arbitration, you can first understand the reason why you are not being paid a bonus, and then judge whether it is reasonable to check the rules and regulations of the waiting unit and the content of the labor contract.