Compensation For Employees And Bosses

Phenomenon: people always seek profits. Based on this premise, bosses always investigate the endurance of their employees and try their best to do so.

Analysis: from the staff side:

1, employees do not want to make progress, the phenomenon of money work usually occurs when employees have worked in a company for a period of time and entered a relatively stable period.

Obviously, when a new employee enters a company, the employee will not pay much attention to it out of curiosity and his instinct.

Because of their performance, their pay level will gradually increase.

2, employees work for the boss, although the boss paid a certain salary, but the value created by employees for the boss is far more than that. The boss lived in a high-rise building, bought a new car, expanded the scale of the company, and had millions of millions of dollars.

These value creation employees are directly involved.

But the boss does not consider these things, only pays the salary level to the staff according to the market situation, completely does not consider staff's gradual growth life demand.

Faced with this, how can employees balance?

The effect of imbalance on work is not active work and no caries.

3, employees work in the company, he works as a means of making a living, and at the same time, he is also a social person seeking their own value.

That is,

From the boss side:

1, my company wants to grow and reduce all costs is a necessary means.

Reducing labor costs is of course the boss's need to consider.

2, China's national conditions have determined that most of the labor-intensive enterprises in Chinese enterprises are the core personnel of the technology intensive enterprises, which determines that employers can find suitable personnel in the talent market at any time at a lower cost.

Of course, in this case, paying you less wages, or paying wages at the market level, has been preferential for you.

3, the development and growth of Chinese enterprises, especially small and medium-sized enterprises, to a large extent, is attributed to the rising trend of the whole industry in which they are located.

I call this kind of enterprise opportunity oriented enterprise. Based on this reality, the boss is not too superstitious about what talents.

It is true that there is a market and a profit is actually seen by the boss, and the role of talent is much less.

From the bottom of my heart to let the boss do people-oriented, I am afraid it will take a while in China.

4, the boss thinks, no matter what talented person you are, no matter how much value you create, you are not based on my company platform.

When you leave my company, how can you talk about creation? Based on this point, employees earn every penny in our company because of my platform. I can never let employees participate in profit sharing.

Results: obviously, the ideas of the boss and the staff are quite different.

It's not always bad for employees to get fired, but he's doing too well.

If employees do not want to be fired, they must strengthen their own practice and have nothing else to do.

Think of the boss in order to grow his own business.

There is no reason why we should try our best to reduce labor costs. Besides, they have occupied the time and place.

Of course, I can also see some enlightened bosses, who know how to drink "soup" when they eat "meat", because he knows that letting employees drink "soup" can make their employees produce better meat for them.

But the author is wondering: even if the ability to create outstanding value, but because you are not a capital owner, you can not enjoy capital appreciation.

Can you only earn your "high salary"?

Conclusion: the staff and the boss's recruitment is completely underpowered. There is no way to swallow it. Of course, the employee really becomes a boss.