A young entrepreneur, after spending five years of hard work starting a business, finally ushered in a turnaround. When the company started to make profits steadily, the boss showed great kindness and decided to give back to the employees who had gone through the entrepreneurial stage with him over the years, and greatly adjust the overall salary and benefits of the employees.

The first thing he did was a salary adjustment of 15% for all employees to compensate for the salaries of employees who had deliberately depressed these years due to losses. The second is to adjust various benefits.

The first thing to do is to adjust the year-end bonus payment standard, which starts from an average of two months. If the operation is good, the year-end bonus of three or four months is no problem.

The second thing to do is employee travel. It is stipulated that there is an employee travel once a year, all employees can participate, and all costs are borne by the company.

The third thing to do is to issue bonuses for Dragon Boat Festival and Mid-Autumn Festival, each of whom is fixed at 10,000 yuan. Everyone has a share, no matter how long they have been employed.

The fourth is to do dinners every season, which can be held separately by each unit, or can be handled by the whole company to contact the feelings of all employees.

As long as someone proposes other benefits that can be imagined, the boss will also cooperate as much as possible. After a while, this company will be passed into a happy company, which is a company that everyone envyes.

But a few years later, the operation of this company began to reverse, and no longer made money as in the past. It was difficult to afford such a salary and welfare level. The entrepreneur didn't know how to do it. I found him asking for advice. What should I do?

My method is very simple, confess to all employees, inform the company's operating status, and then cancel or reduce all welfare measures, I hope that employees can understand, and collectively difficult.

In fact, this company's problem is not the predicament encountered after the reversal of operations, but the earlier set of equal pay and benefits because of the boss's romantic ideas. This is the main reason for the company's future difficulties.

It is the idea that every boss should have to give better treatment to all employees. However, if there is equal equality, the benefits for everyone may not necessarily be affordable by the company. Take employee travel as an example. Everyone has the most inefficient employee travel. First, it may cost too much money, and secondly, there is no difference in subsidies. It is impossible to distinguish the differences in employee performance and to achieve incentive effects.

The simpler method is to combine the performance evaluation, with excellent performance appraisal, full subsidies; excellent employees, 80% subsidies; Class A employees 60% subsidies; the remaining employees are given a fixed amount of symbolic subsidies.

In this way, employee travel can still be continued, but it will not cost the company too much, and it can also achieve the incentive effect of performance evaluation.

The welfare measures that everyone can enjoy are often fatal to the company, because for employees, as long as they are the benefits that everyone has, the employees are usually regarded as a natural enjoyment, should be, is indispensable, even Some employees also think that the boss owes them to employees, which is justified. No one will cherish the benefits that everyone has, and this kind of benefits will not have an incentive effect on employees.

When setting up a welfare system, the boss must keep in mind that not everyone has it. It is necessary to adopt differential treatment, which is more excellent and less bad. This is the most effective welfare.