If the employee is not satisfied with the salary, will the basic salary be increased or the commissi

For employees, of course, the higher the salary, the better, but the purpose of the salary increase is to motivate employees, and I think the commission is a good way to do it.

First of all, from the company's point of view, the commission can stimulate the enthusiasm of employees, and it is a good way to save costs, why do you say that? Because the enthusiasm of employees is high, the work will be harder, the company's efficiency will be better, and the boss can also make more money. At the same time, when the benefits are not good, the company's expenditure costs can be reduced.

But the amount of commission also plays a vital role, take our company as an example, the workshop squad leader takes the commission is fixed, the benefit will be reduced when the benefit is not good, and the benefit will not increase if it is good, so it does not play an incentive role at all. For the sales clerk is based on the percentage of sales commission, but this proportion is very low in our company, and it may take millions of dollars to mention 1,800 yuan. The motivation of the company's employees is very low, relying only on fixed customers, and there are almost no new customers, so there must be a reasonable proportion to play its role.

Employees are not satisfied with the salary, and I feel that the commission is right. In order to have a high salary, you must improve your work efficiency and improve your performance, so that the company's efficiency will go up, and the employees' work enthusiasm will be greater, and the employees' wages will go up, so that it is a triple win. <>

Of course, it is a commission, and the basic salary is added to them for no reason, and they should not be labored. But the Gati achievement is to make them work hard and increase their motivation to work.

If I'm an employee, I want a raise, and if I'm a boss, I want a commission.

If the employees are not very satisfied with this salary, if it is, I will give them a commission, so that they have the enthusiasm and struggle to work, so that the performance will go up, and their salary income will be very high.

The basic salary plus commission is a salary model, if there is a bonus or commission or performance this month, the monthly salary is equal to the basic salary plus bonus plus commission and the rest, this is the salary.

The basic salary is the minimum salary received each month, excluding bonuses or performance. The basic salary is guaranteed, which means that no matter what the performance of this month is, there will be these basic salaries.

The commission wage system is a way to divide the profits of the enterprise between the enterprise and the employees according to a certain proportion, which has a certain incentive. To implement the commission system, we must first determine the appropriate commission index, which is generally based on the business volume or sales commission, that is, sell more and get more. The rule of commission is to help others sell (as an employee) and earn a certain percentage.

It is very appropriate to implement a floating salary system, that is, a "basic salary commission", in operating enterprises, especially in the marketing department. For employees, it can not only ensure the basic living needs of employees, but also reflect fairness in income distribution; For enterprises, it can not only save the cost of wage expenditure, but also form an effective incentive mechanism.

Commission reference: 1. Raw materials: rubber and plastic 6%-10%, fine chemicals, textile metallurgy 8%-15%, and other 7%-20%.

2. Industrial categories: machinery industry 10%-15%, equipment industry 6%-20%, electrical hardware 5%-12%, other 5%-20.

3. Digital electrical appliances: 3C digital 10%-15%, office toys 7%-12%, car other 6-12%.

4. Clothing and accessories: ****7%-14%, children's clothing 10%-15%, shoes and bags 8%-18%, accessories and other 5%-14%.

5. Home furnishings: 6%-12% for daily necessities, 7%-11% for building materials and home textiles, 6%-14% for electrical appliances.

1. The basic salary refers to the fact that as long as the worker attends normally and does not ask for leave, 2500 yuan should be paid, and the commission refers to the share of the performance of the worker, generally according to the percentage, and the total salary is 2500+ commission; 2. For example, the commission is calculated according to 10% of the sales, in a wage payment cycle, the sales volume of the worker is 10,000 yuan, the commission is 10,000 * 10% = 1,000 yuan, and the total salary = basic salary of 2,500 yuan + commission of 1,000 yuan = 3,500 yuan; 3. Legal basis: Article 4 of the Provisions of the National Bureau of Statistics on the Composition of Total Wages The total salary is composed of the following six parts: (1) hourly wages; (2) Piece-rate wages; (3) bonuses; (4) allowances and subsidies; (5) Overtime wages; (6) Wages paid under special circumstances.

The basic salary is that you don't have anything to sell that month, and there are so many commissions, which is how much percent of your sales are given to you, which is the meaning of the basic salary plus commission.

The basic salary is a fixed salary for one month, and the commission is an additional salary that varies according to your sales volume.

The basic salary is the basic salary given to you by the company, and the commission is a reward for your performance at work. For example, the basic salary of a bank clerk is generally not very high, but when they complete the tasks of each month, they are rewarded with a commission.

The so-called minimum is the basic salary, the commission is raised according to a certain percentage, calculated according to the percentage, the key is how much the turnover exceeds the commission, and the commission is calculated according to the percentage. These are all designed by the internal system of the enterprise.

The basic salary plus commission usually appears in the recruitment advertisements of companies that are not very formal or large-scale, and refer to the monthly comprehensive income (overtime pay, various allowances and subsidies are covered).

1. Basic salary: basic salary, that is, the basic component of the amount of wages received by workers. It is paid by the employer in accordance with the prescribed wage standard, which is relatively stable compared to other components of the salary amount. The monthly base salary does not change with variables such as overtime hours and sales.

2. Commission: that is, the profit of the enterprise is divided between the enterprise and the employees according to a certain proportion, generally according to the business volume or sales commission, that is, the more you sell, the more you get.

3. The regular company will follow the following formula for calculating overtime pay:

a.Overtime pay on statutory holidays = 300% of the number of overtime days on the monthly wage base (basic salary).

b.Overtime pay on rest days = 200% of the number of overtime days on the monthly wage base (basic salary).

c.Overtime pay for extended working hours on weekdays = monthly wage base (basic salary) 8 hours 150% overtime hours.

My basic salary is 1600, turnover is 21982, and the commission is 5%, so how is the salary calculated, solve.

Each month there is a fixed salary, plus, equal to a commission of your actual salary turnover, i.e. a few percent of your turnover

The problem of being dissatisfied with the salary and working overtime should be a problem that many employees have, feeling that the work they do is not directly related to their own gains, but if you want to talk to the boss immediately, it will make both parties feel embarrassed, and you always don't know how to refuse but you don't know how to finish.

When the situation is appropriate, raise the salary appropriately, don't suddenly put forward a salary increase when the boss is not sure. Doing so can only cause resistance from the boss. Min Rong thinks that if employees are more confident in their own performance, and through open investigation and secret visits, they understand that their wages are slightly lower among employees in the same industry or in the same position in the same industry, it is ridiculous to actively propose a salary increase to the boss, but it must be in the case of time, address, and place standards.

You can make a sum at a party, or in a relaxed chat, and the smart boss is in your heart. When actually talking about salary increase with the boss, talk more about your own work ability and less about other things. Smart employees should understand that in a headhunting company.

When you come to the door, you can talk about a salary increase, and you will generally get nine out of ten.

The best opportunity to talk about salary increase is generally the sales performance evaluation completed by the enterprise at the end of each year, and the adjustment of positions, salaries and other fields is carried out at the beginning of the second year according to the conclusion of the evaluation. Therefore, after the evaluation conclusion, if your own sales performance is very good, and you find that there is an indoor space with a salary increase after achieving effective comparison with other employees, then you can use the operating income.

Clearly propose a salary increase to the CEO for the assets, and it is more likely to be done in that way.

It is also important to grasp the length of the company's salary increase. Most companies will gradually budget for the next year in the fourth quarter, so they will raise their salaries at the beginning of the second year. The total number of enterprises is very small, and the actual operation is very easy, and it will be added twice in 1 year, once in January and once in July; Some companies, such as the company, raised salaries in April, because they will not make a decision on the size of the salary increase until the cost budget is approved at the beginning of this year and the sales market is expected.

The first point is to talk to the boss and talk about your own strength, the second point is to talk to the boss about the lack of a good bridge, and the third point is to take out your real strength.

You can find a boss when you are happy, and then talk to the boss about your contribution to the company, be sure to express your irreplaceability.

When asking the boss for a raise, you should be very cautious, and don't do it in the unit, you don't say it in public, and you have to find a good reason for it.

The double compensation stipulated in the Labor Contract Law is the compensation for the illegal termination of the contract by the employer, and the second is twice the salary that should be paid for the illegal employment without signing the contract.

1. Calculation of CompensationAccording to Article 87 of the Labor Contract Law, if the employer terminates the contract in violation of the law, it shall pay compensation to the employee at twice the amount of the severance payment.

In accordance with Article 47 of the Labor Contract Law and Article 27 of the Regulations for the Implementation of the Labor Contract Law, the standard of severance shall be paid to the employee for one month's salary each year according to the number of years of service in the employer, one year for the full six months but less than one year, and half a year for less than half a year, with a maximum of 12 years. The wages of the employees for calculating severance refer to the average wages payable to the employee for 12 months before the termination or termination of the labor contract, including hourly wages or piece-rate wages, as well as monetary income such as bonuses, allowances and subsidies. If the average wage of an employee in the 12 months prior to the termination or termination of the labor contract is lower than the local minimum wage, it shall be calculated according to the local minimum wage, and if it is 300% higher than the local average wage, it shall be calculated as 300%.

If a worker has worked for less than 12 months, the average wage shall be calculated according to the number of months actually worked.

2. Double Wage StandardAccording to Article 82 of the Labor Law and Articles 6 and 7 of the Regulations for the Implementation of the Labor Contract Law, if an employer fails to sign a contract after one month of employment, it shall pay the employee double the salary from the day after the expiration of one month, up to a maximum of 11 months.

The calculation base of double wages is not clearly stipulated in the laws and regulations at the national level, but some local regulations do. The double wage shall be based on the employee's salary income from normal working hours, and shall be implemented according to the agreement if there is an agreement in the labor contract, and shall be determined according to the monthly wage of the employee's normal working hours after deducting overtime wages, non-routine bonuses, benefits, risks and other items from the monthly income actually obtained by the laborer.

In my opinion, it is more selfish to give employees a high commission and raise wages, an employee should be valued for hard work, even if it does not bring good performance, it has taken a lot of effort, if you only rely on high commissions to raise wages, it will be a little ruthless.

High commission and low salary are a common phenomenon in today's society, especially in the sales industry, which is also used as the standard of wages, in fact, I don't quite recognize this way. Everyone has different abilities and different efforts, and if the high commission and low income are used as the standard of wages, it is of great help to people with good eloquence, but it is very disadvantageous for some people who do not have much advantage.

Now that the whole industry is not in a good mood, many times it is extremely difficult to open bills, and if they decide in this way, they will receive very little salary. I think there should be more affection and care in special times, so that they can have the confidence to continue to work instead of living on a meager salary. We must know that the low income is really low relative to the overall salary, and many times it cannot solve the family's expenses, which also brings a lot of burdens.

Not everyone is suitable for this salary model, and if you use high commissions and low wages, some people who are more shy and comfortable will not be able to maintain their household expenses. When deciding the wages of employees, the public rental department should still take into account the actual situation of employees, at least to maintain the family's expenses, so that they have no worries, otherwise they will be powerless in the face of work.

In my opinion, high commissions and low income are actually unwise, and it is easy to cause dissatisfaction among employees, which can hinder the development of the company. If you genuinely think about your employees, you should address their most pressing needs, at least ensure their livelihoods, so that everyone will be happy.