Job Hunting Network: High-paying families pay less attention to year-end awards

At the end of each enterprise "year-end Award" began a big competition, from 5 million to 10 kg of pork jokes caused by micro-BO hot debate! So what is the status of this year's year-end bonuses for higher-income professional managers? Is there really such a disparity? What do they think of the year-end award? Recently, a job hunting network launched a 2012 year-end award for high-end talent research, the figures show that while 54% of managers are dissatisfied with the year-end award, it is clear that the percentage of job-hopping is not as high as 53% as the year-end award is too small or even without a year-end bonus (Hire Report Year-End award: http:// article.lietou.com/special/end-award.shtml). Real estate industry year-end awards most satisfying although the macroeconomic format of the year is not optimistic, research shows that the year-end award has become a regular means to reward employees and enhance cohesion, 77% of managers say they have year-end awards, and another 11% of the expression is not sure, only 10% Manager made it clear that he had no year-end award. Since the release criteria are determined by the enterprise spontaneously, therefore, between different enterprises, the proportion of year-end award and the amount does have a large gap, but most of the double at the end of the year, of which the year-end award for 1 months salary (the end of double) accounted for 20%, 1-2 month wages accounted for 19%, 2-3 months of wages accounted for 18%, With more than 3 months ' wages accounting for 25%, only 8% of professional managers say their year-end bonuses are less than one months ' wages. At the time of issuance, 51% of the enterprises were issued at the end of the year, 35% of the choice was issued at the beginning of the period, 6% of the choice was issued, and 6% other time was available. There is also a huge difference between different industries, of which the real estate industry has become the most satisfying industry, Jinan property consultant 5 million rewarded is a case, but fully reflects the real estate industry "preferential treatment" behind. With the housing market warmer, real estate sales, professional managers of the housing industry this year's year-end award is generally more happy, the difference is only "eat meat" and "drink broth." But some people are filled with joy, there must be a sigh, some of the macro-environmental impact, profits are significantly affected by the industry in the year-end award is clearly "cautious" a lot, of which printing, packaging and paper industry is the most unsatisfactory year-end award industry. The workplace "Old Lake" to the year-end Award "cold" degree is obviously low despite the occasional sky-high year-end award exposure, but for most managers, for 5 million such astronomical can only be "envy envy hate". Only 27% of professional managers are happy with year-end bonuses, compared with more than half, to 54%, according to research by job hunting nets. "In fact, before entering a business, the composition of their salary is already well understood." So the year-end award is only part of the annual salary, whether it is not so important, or the actual increase in salary. "For the year-end award," says one manager. A 53% of managers said they would not jump to a year-end award or even a year-end award, with a salary of more than 30, according to a job-hunting network survey.The golden collar above million. In contrast, the workplace of the old-age awards "cold" degree is not so big. At the end of the year, however, the year-end award seems to be a direct factor. If the enterprise delayed the year-end award, 30% of managers said they would suspend Job-hopping, 69% said it will not be suspended, will continue to move as planned, its determination to see. Year-End awards need to be further standardized what is the right amount to do? Should managers choose to switch jobs because of year-end bonuses? Career experts and headhunters have expressed their views. BEIJING, a headhunter engaged in IT industry, said that although the year-end award is only a part of the impact of employee job-hopping, but to attract and retain talent, but play a positive role, therefore, enterprises should gradually improve the pay system design, the year-end award as a attract talent "emotional investment." and managers in addition to care about the year-end award, more should pay attention to their overall pay level and development prospects, not because of the year-end award is not satisfied with impulsive job-hopping. Dako Bin, founder and chief executive of the job hunting network, said that the year-end award was set by various companies, should be gradually standardized, rational, the distribution ratio and rules should be as transparent as possible, the issuance of quotas should be linked to the company's performance and staff's work performance, so that staff satisfaction, to achieve incentives. and professional managers should also synthesize the characteristics of the industry, the company's performance and their own work performance and many other factors, rationally determine whether their year-end award is appropriate, should not blindly compare, pay attention to the year-end award should pay more attention to their own ability to improve and future development. 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