How can a startup company assign a salary to technicians?

Is it a fixed salary or a basic salary plus performance? How to assess? How can we satisfy both parties?

Zhou yuan started his business in 2008

For a small entrepreneurial team that was just established, implementing performance-based salary must be a low-leverage solution, or even a completely unpowerful solution. The newly established team was actually very simple. Three or four people had no time and no night. Within two months, the first version of the product was spelled out, and the driving force was all driven by the belief of one go.

In this phase, we can't talk about the assessment. Everyone is crowded in a small office, and 2/3 of the time is spent in one day. The workload is definitely too heavy. I think there may be two points if you really want to assess each other. 1) What are the expectations and communication methods of each other at work, whether the individual style can be fully integrated in the high-intensity development process-the standard is the identity of each other at ordinary times, and whether it still exists when it is upgraded to the combat status; 2) whether a really effective working method can be precipitated, entrepreneurial teams sometimes work hard, no one is doing well, no one is mentioning, all ignored, wasted the opportunity to accumulate.

Xu long, PM @ Fun Play network, No. 2526

In 99% of the cases, they should all be fixed wages. A better solution is fixed salary + option incentives. There is basically no need to consider performance wages.

However, the entrepreneurial conditions and team composition may be very diverse, so I suggest you think about the following two questions to come up with the best answer for you:

What kind of achievements do you pay most attention to in the current phase of entrepreneurship?

Which of the following indicators do you want to use performance pay to motivate technicians?