A friend opened a company in the south, although not big, but he grasped the market opportunity, the performance of the previous year was very good. When talking over the phone a few days ago, he happily said that he could finally reward his fellow entrepreneurs. He plans to allocate most of the profits except for the expanded cost to employees as bonuses, so that everyone can be more motivated. There are indeed many bonuses. I can't help but think of a question: can it be satisfactory only when there are too many? In the old saying, people complain about unfair distribution instead of a small number. On the one hand, even if the boss is clear and selfless, it cannot be guaranteed that the distribution is not biased. On the other hand, the weakness of human nature is destined to make it easier for everyone to see their own efforts and ignore others' contributions, even if the assignment of the boss is objectively fair, the employees will feel unwilling. I asked my friend, "how do you decide the proportion of each person to make them feel fair ?"
A friend smiled and said, "I don't decide. I asked them to decide their own proportions ."
Decide the number of bonuses? The obvious result is that the total proportion of all people reporting must be far greater than 100%, and it is because everyone knows that this proportion must be diluted, so there are a lot of people who boldly report numbers like 30% and 40%. In this way, isn't it a big loss for honest people? However, his friend said that his method was not simply a declaration, but a series of rules.
First, the percentage reported by each person is published on the whiteboard. Add the numbers of each person. If the total number is greater than 100%, this application is invalid and the proportion of each person must be adjusted. There are two opportunities for such adjustments. If the total amount cannot be controlled within 100% after three declarations, all the bonuses will be paid.
This method sounds very interesting. What is the final implementation result? His friend said that he started to try it in the middle of the year. During the first declaration, the total number was about 150%. The second time, he asked everyone to make adjustments, but only dropped by 20%; so for the third time, everyone worried that they could not get a penny and started to be cautious. In the end, there was only 87%.
A friend, for example, assigned a bonus based on the proportion you entered for the third time and used the remaining 13% yuan to receive a tour of all employees. In the past, when a friend used a small amount of profit for activities, everyone complained in private: "It would be better to divide so much money ." No one expressed regret and had a good time using such a large amount of remaining rewards as the fund for the event. Because they know that the bonus ratio is determined by themselves, and there is no reason to blame the boss for being unfair. However, the remaining amount of money is not caused by the mistakes of a person. It can be said that everyone has a responsibility, no one will feel the loss of spending together.
A young employee joked: "The Boss, we will try to make up 99% next time, to see what you will do with the rest of the money ." A friend smiled and said, "I don't worry if you can get 100% yuan, but remember not to be greedy. If you get more than 100% Yuan, you won't get a penny ."
In fact, many problems can be solved by Reverse Thinking. Many bosses set the rules for issuing bonuses to a finer level, or require employees to keep their bonuses strictly confidential. This is to worry about mutual comparison and imbalance between employees due to the allocation problem, the result is that the more messy the data is, the worse the data is. Another way of thinking is to allow employees to set bonuses for themselves and publish them to the public. Instead, they have eliminated conflicts and achieved satisfactory results.
From profession
Set employee bonuses
