Why are the incentives for wage increases and bonuses getting weaker?

Why are bonuses getting weaker and weaker? Because the health factor can only go up, not down, and it needs to be obtained by the majority. Wage increases should give the majority of employees a chance, otherwise the result is that the employees who get it are not satisfied, but only reduce their dissatisfaction, and the employees who don't get it will be even more dissatisfied.

If you want to reduce the health factor, you must be very cautious. Because as long as the health factors are adjusted, dissatisfaction will increase in an instant. For example, welfare is a health factor, even if it is only a few yuan of lunch subsidy, do not cancel it at will, as long as it is canceled, it will form dissatisfaction and affect the overall situation.

Incentives must be available to a small number of people and must be subject to change. Once the motivator is fixed, it becomes a health factor. The management mistake that many companies make is to turn bonuses into health factors.

In the early days of reform and opening up, bonuses were very useful, and there were no bonuses before, but suddenly there was, which had a strong incentive effect on many people. But nowadays bonuses are not easy to use, because everyone has bonuses, and bonuses become a health factor. Employees don't feel satisfied after getting it, but they don't feel dissatisfied, and the incentive effect of the bonus is greatly reduced.

How do you turn health factors into motivational factors? There is a case study of a bank to learn from. The bank offers a lot of benefits to its employees, including dental check-ups, medical check-ups, vacations, vacations, and more.

These benefits are health factors, but the bank gives these benefits a score, such as 1,000 points for paid one-year full-time study, 400 points for dental care, 100 points for self-health management, and 200 points for parental health management. The purpose of scoring is linked to the performance of employees, and the performance scoring at the end of the year, for example, if an employee scores 1800 points, he can choose from this benefit, enough 1800 points, and these benefits are his.

Conversely, don't turn motivational factors into health factors. Under what circumstances do motivators become health factors? The main ones are:

Most people get bonuses; The bonus is fixed, which is called institutionalized payment, because in this way it becomes a part of the salary in advance; The amount of bonus is fixed, for example, the annual bonus is 20,000 yuan, then it will become a health factor.

So when we talk about motivating factors, we should pay attention to three points: it must be a small number of people who get it; Bonuses cannot be institutionalized, and once solidified, the role of incentives will be reduced; Bonuses must be directly linked to performance and therefore fluctuate.

In terms of motivating employees, enterprises need to have professional performance assistance, only in this way can they effectively reflect the value of each person under the standard of fairness and justice.

At a certain point in the development of enterprises, the incentive or performance effect is not satisfactory (or not obvious), which is a very common phenomenon in my observation.

Why is this so? Of course, every company has its own problems. As a rule of thumb, the following scenarios are possible:

1. The performance standards have not been modified in a timely manner at certain times. It's no longer appropriate for the next team's requirements.

2. Enterprise managers do not persistently operate the enterprise in accordance with the original performance standards, and there is a phenomenon of getting tired or getting by, or they do not take performance management as seriously as they did at the beginning.

3. Lack of reasonableness and fairness makes some employees think that it doesn't matter whether they do it or not, and some employees begin to stop following the performance system.

4. At the beginning, there is a lack of rationality and accuracy in the performance formulation of each employee, so that employees still feel that they cannot achieve it after working hard, so they give up halfway.

In short, the performance of an enterprise is a systematic management project, which always requires a high degree of collaboration from top to bottom, rather than relying only on the human resources department.

The reason for the poor effect of material incentives is not because of less bonuses or not in place, but because of the lack of spiritual incentives, employees do not feel recognized, respected and valued, and their work enthusiasm is naturally not too high, because now the company is increasingly lacking in humanistic care and energy encouragement, and everyone feels that there is no future in the work, so the role of salary increase and bonus incentives is getting weaker and weaker.

The incentive effect of wage increases and bonuses is getting weaker. The reason is that the money earned is far from keeping up with the price of goods, and the dragonfly water increase wages and bonuses are of no great use at all, and they are always in short supply. Moreover, wage increases and bonuses require people to pay more energy and labor to obtain, and they are exchanged for physical overdraft, so the incentive effect is not strong, after all, physical health is the most important.

Because the cost of living is getting higher and higher, or people are pursuing a better life more and more, wages and bonuses will rise a little at one time, which cannot meet people's expectations, or people feel that they have paid too much and not gotten enough.

The incentive effect of wage increases and bonuses is getting weaker and weaker, which can only show that the increase is too low, employees are not satisfied, and the workload is getting higher and higher, the price is too fast, and the range of wages and bonuses cannot keep up with the price of goods, so the incentive effect is getting weaker and weaker.

It is not that the incentive effect of raising wages and bonuses is getting weaker and weaker, but that the proportion of rising is getting smaller and smaller.

Blindly raise wages and rewards, but at the same time it must also increase the difficulty of assessment and work, if once the implementation of related matters is more difficult, it is difficult for others to achieve this goal, or it is not proportional to the goal, naturally everyone does not like it, and does not do it, so the incentive role is getting weaker and weaker.

This is the case because most people's living standards and consumption levels are getting higher and higher, spending more and more, and the average level of wages and bonus incentives is becoming less and less for consumption.

Summary. 1. Once the salary has risen, it will become a fixed item and no longer attract the attention of employees, while bonuses will often make employees have unexpected joy.

2. Bonuses affirm and encourage employees' contributions.

3. Bonuses enable employees to gain higher visibility and a better image.

Why bonuses are often more motivating than raises.

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1. Once the salary has risen, it will become a fixed item, which will no longer cause employees to pay attention to the world like hail, and the rubber bonus will make employees often have unexpected joy. 2. Bonuses affirm and encourage employees' contributions. 3. The bonus enables employees to gain higher visibility and a better image.

There are other reasons.

Okay thank you.

Okay thank you. It's okay.

As an incentive tool, compensation can stimulate the enthusiasm and creativity of employees to a certain extent. However, if the compensation is not properly designed or implemented, the incentive effect may not be achieved. Here are some of the reasons:

1.The compensation design is not reasonable. If the compensation system is not properly designed, employees will feel unfair or dissatisfied, which will reduce their motivation and creativity.

For example, if the compensation structure and standards are unclear or unreasonable, it may lead to distrust or dissatisfaction with the compensation system.

2.Compensation is not in place. If the compensation system is not implemented in place, employees may not be able to truly feel the incentive effect of compensation.

For example, if a company fails to pay wages on time or as promised, it can lead to distrust or dissatisfaction with the compensation system.

3.Other motivating factors influence. In addition to compensation, there are other motivating factors that can affect an employee's motivation and creativity at work, such as opportunities for promotion, training and development, work or hosiery environment, etc.

Failure to provide other incentives can lead to employees becoming less dependent on compensation, which in turn reduces their incentive response to compensation.

It is the bonus payment of performance commission:

1. Blind Kai Incentive Orange Incentive Wage refers to the part of the salary that changes with the change of the employee's work effort and labor results. Incentive wages are also directly linked to performance.

2. People regard incentive wages as variable wages, including short-term incentive wages and long-term incentive wages. The most common form of incentive salary in China is bonuses.

Incentive wages Incentive wages refer to the part of wages that changes with the change in the degree of effort and the difference in the results of the labor. Incentive pay is also directly related to performance, and sometimes people think of incentive pay as variable wages, including short-term chain incentive pay and long-term incentive pay.

I will choose to give my employees a salary increase appropriately. Because I think that in this way, employees can have more motivation in the process of work.

Anyone who works wants to get their salary raised. Therefore, they generally choose to work hard to make themselves have better harvests. <>

I would choose to give my employees a raise.

The reason why I say this is mainly because I think the reason why the company can operate stably is mainly because of the hard-working employees. Because employees can bring good benefits to the company in the process of work. So at the same time, I personally choose to give my employees a salary increase.

However, the amount of salary increase will be determined according to the income of the company. Because only in this way can the salary increase not affect my personal income before the dawn. <>

A salary increase can be a great incentive for employees.

And the most important thing is to raise the salary of employees, which will only make employees feel very happy in their hearts. I also think that my work has been recognized by my boss and boss, so I work hard in the process of carrying out my work. So that you can have higher returns.

After all, a salary increase is a good incentive for all employees. And it will also make employees feel that in the process of working in our company, they can make their salary better and better. <>

My personal opinion.

However, I personally think that before deciding to raise the salary of employees, the decision should also be made based on the ability of the employees. That is to say, if the employee's work strength is relatively good, you can consider giving this kind of employee a relatively high salary increase. If the employee's ability to work is not good, you can choose to make a small fluctuation on the employee's original salary.

Because only in this way can the employees in your company have a hard-working attitude. And they will also think that only by working hard can they get more salary.

Yes. Because giving employees a salary increase can improve their motivation to work, I will.

Absolutely. Because if you want a person to work well in the spring, or even serve the company, then the salary will greatly promote the work efficiency of the employee.

Of course I will, but my long-term salary is generally not too large, otherwise my company may not be able to stand it, and it will generally rise by one or two hundred yuan.

If it were me, I would definitely give the employee a salary increase, because whether it is encouragement or the distribution of goods, it is not as good as paying the actual salary to make the employee feel satisfied. Moreover, the increase in wages also represents the increase in the company's strength and future development.

I would give my employees a salary increase because I think doing so is a way to retain talent.

Of course it is, because a salary increase is a very good way to increase the motivation of employees and promote efficiency.

Of course, I will give my employees a salary increase appropriately, because my employees are very responsible and efficient, and they should be given a salary increase.

If the employee's work ability is very good, and their work attitude is also very good, then I will give the employee an appropriate salary increase, because this can make their work ability more prominent.

Of course, if employees can really bring certain benefits to the company, they will also consider measures in this regard.

I will. Because if you don't give your employees a raise, they may leave their jobs.

Choose a salary increase。If the employee continues to perform well, he will be able to adapt to the surprise of the salary increase in a few months. Slowly, the incentive effect fades.

People will get used to everything, whether it is good or bad, after they have it, that is, ".Get used to it

02 - Choose to give bonuses。This is a common incentive method for performance and outstanding performance. Some employees are usually casual, but this few months of performance suddenly very good, there is an element of luck.

The way bonuses are paid is not fixed and is often given to employeesAn unexpected surprise

The salary increase is to pay for the company's responsibility, and the bonus is to pay for the employee's excellence。How to use it:

01 - Prolongs well-being

Example 1: At the end of each year, you take an expensive case of red wine to visit an important customer, and many times the customer forgets about you after a year. Later, you changed it to send 1-2 bottles at a time every holiday, and the packaging was beautiful, adding up to no more than 10 pieces throughout the year, which was less than sending a box at the end of the year, but the effect was very good.

Example 2: You run a restaurant, usually 9% off, but later found that regular customers will ask if they are 20% off today, or how it is still 20% off. Later, you changed the preferential method, the first 9% off, the second 8% off, the third 7% off, the fourth 8% off...

Each time a different discount rate is given to prolong the happiness of customers.

02- Unexpected happiness

Example 1: How to send red envelopes to employees at the end of the year? Of course, it is to give employees red envelopes separately, because employees are used to monthly salaries, and employees will not feel when they put small bonuses and large salaries together.

It is better to write some blessings and affirmative words outside the red envelope to show recognition and gratitude, so that the perception will be greater. Receiving a few hundred extra rewards at a time, employees are naturally unexpectedly happy.

Example 2When visiting customers, try not to be empty-handed, the latest management books, warm water cups, movie tickets, imported snacks, etc., constantly change the pattern, give customers unexpected happiness, but also increase the probability of success.

03- Contrasting well-being

Example 1: The most common is 360 security software, when you turn on the lower right corner of the computer "Your boot speed beats 90% of the country's computers". Almost all supermarkets have a members-only area, and all games have a membership hierarchy.

This kind of happiness due to contrast is always in a dynamic situation, and it is difficult to "get used to it".

Perception: Whether people feel happy or not does not depend on whether you have fragrant cars, beautiful women, gorgeous clothes and food, nor whether you have money, power, fame, fortune and prestige, but to a large extent from the comparison with the people around you.

I still remember the story that has been passed down for a long time: there was a rich man who gave 10 yuan to the beggar on the road every day, and then one day, he only gave 5 yuan to the beggar, and the beggar asked him why, and the rich man said: I am married now, and I have a wife and children to raise, and the beggar said:

Why do you use my money to support your wife and children? This is the result of "getting used to it".