Company salary increase system

1. salary increase system
Introverted Chinese are shy about asking for a raise. According to the survey, 51.3% of people said they have never submitted a "salary increase" to their superiors, more than half of today's focus:
During the end-of-year assessment, if an employee gives you special satisfaction and wants to reward him with a salary increase, you must pay attention to the feelings of other employees.

This is not a trivial matter. "Nearly half of respondents, with a ratio of 47.9%, will begin to look for opportunities for job-hopping when their salary increases are under unfair treatment ". According to a survey report released by chinacache recently, 3.2% of respondents may even choose the most extreme practice-resign, and the proportion of employees who remain silent is only 5.8.
%. "A salary increase can generate a sense of identity and satisfaction only when employees think that the salary system is fair," CIDR believes, "engaging employees in the design and management of compensation systems is often satisfactory and can be applied for a long term."

At the same time, up to 39.1% of respondents expressed dissatisfaction with their company's salary increase: too many human factors. However, although many people are very concerned about whether the salary increase is fair or not, many people are not satisfied with the effect of the increase in salary increase. The increase in income is not large, and "job-hopping" is easier to get a higher salary.

This reflects the instability of enterprise personnel. To obtain truly competitive talents, enterprises must develop a salary system that is attractive to talents and competitive in the industry.

The "stability" mentality is another characteristic of white leaders. As high as 53.6% of people pay the most attention to fixed wages, pay 19.9% for performance, 19.8% for bonuses, and 6.7% for welfare. From these data, we can easily see the white-collar "stability" mentality, because fixed wages can provide employees with a more stable source of income to meet their basic needs.

This choice reflects the impact of current employment pressure and competitive pressure on the Value Orientation of employees. The prevalence of a "stability" mentality is a "mixed blessing" for enterprises ', only by developing and implementing incentive mechanisms more scientifically, can a large amount of Enterprise expenses be converted into incentives that highly motivate employees to achieve good performance, so that employees can effectively and consciously exert their own capabilities."

Introverted Chinese are shy about asking for a raise. According to the survey, 51.3% of people said they had never submitted a "salary increase" to their superiors, more than half. 42.7% of respondents do not mention this requirement because they are worried about rejection. 25.8% of respondents believe that they are worried that their personal opinions are too high, which is different from their superiors. 22.0% of respondents adopt a wait-and-view strategy; at least 9.5% are worried that your boss is skeptical about your intention to quit.

However, it is hard to say that employees' worries are both unwise and conservative. Only 8.5% of respondents who have proposed a "salary increase" have achieved good results, and the ratio of poor results is 40.2%. the survey also shows that many enterprises in China have adopted a small-scale "salary increase" strategy, with a salary increase of 10% to 67.4% ~ 20% of the 24.7% increase was 7.9%; only 20% of respondents believed that the enterprise's salary increase was more.