Technical Team Incentive Plan

Technical Team Incentive Plan

In a team, in addition to very little time in the mood of excitement, more time is to achieve the needs, fix bugs, to achieve new projects, this must be a depressed staff summary; In a team, we achieve the XX project, the system structure is flexible, stable performance, for the company's revenue made a huge contribution, This is also the view of an employee. So what do we see in our own team, and believe that both the employee and the leader want to see the second kind of thing? How can we achieve this goal? How far are we from this goal, even if we have this goal?

The above raises a lot of questions, we finally want to achieve is the company vigorous development, the staff is full of enthusiasm, then there is no such scheme, here try to say a little incentive plan.

One Premise

No matter how to motivate employees, all need a big premise, if there is no such premise, everything is castles in the castle, on paper, then this premise is the company's own business prospects. The company's business ability is the core of the company's survival, is the lifeblood of the company, the lifeblood of no, by beating chicken blood by boasting that is in vain. There are many prospects, even if one is enough to support the development of a company. Whether it can contribute value to society, whether it can ring the bell of the market, whether employees can bring up the company full of pride. Even if the company can make a profit ...; If that's not true, ask the bosses and CEOs to sort out their ideas. If you have these prospects, congratulate yourself on being the lucky ones.

Two Basis

Since it is said that the staff incentive program, and then the premise of the case, to meet the basic material base. A boss who cannot offer generous treatment to its employees is not a good boss. Of course, employees who cannot create value for the company are not good employees.

The basis of how to measure, the treatment of employees to achieve the industry level; recruit a programmer other company give 20,000 you to 5,000, can recruit people that's a hell of a. Or you can only recruit the second-rate three-stream employees. Do not blame the staff is not good, but in your foundation is not solid.

Here we talk about the problem of pay upside down, the so-called pay upside down is the staff's ability and pay mismatch, this is really sick, to be cured, here may have high-capacity employees get lower wages, this situation is more dangerous, these capable people, sooner or later will leave, the company can not circumvent the problem in the system, This company can only hehe, for this situation early day to solve, the cost is smaller; there is a situation compared to the staff of the water to take a high salary, which is generally inappropriate interview, evaluation of the inability to cause. Very simple, pay a salary, quit. There is also a more bizarre situation is that old employees do not have a high salary for new employees. First, the new and old employees and wages are not directly related, this is not necessarily pay upside down. Old employees also have old dough sticks, new employees also have new elite, for old dough stick dismissal.

Three Soft power

It is easy to play the country, keep the Jiangshan difficult. On the basis of the above two sections can be said to have laid a jiangshan, also made some achievements, then keep the Jiangshan, the inheritance can be long green, this depends on soft power.

Corporate culture, this is a seemingly empty thing, but it is in a real impact on the company's struggle, the atmosphere of the team. A good working atmosphere, nature will allow employees to enjoy the work of pleasure, if in a mutual wrangling, infighting, the enterprise work, employees naturally enjoy not harmony and happiness, but will produce negative psychology. The culture atmosphere and value orientation formed by the enterprise culture is a kind of spiritual encouragement, which can arouse the enthusiasm, initiative and creativity of the staff, induce the latent wisdom of people, make the staff's ability get all-round development, enhance the enterprise's overall executive power.

The technical team has its own particularity, so how to embody the soft power in the technical team. To build a technical dream, the field of technology is a bottomless pit, a director, a leader to have enough ambition and mind, to build a technical dream; In a team, basically doing this:

1) technology sharing, technology sharing can be carried out in accordance with a fixed frequency of long-term implementation, to ensure the quality of each share, so that participants to share the harvest.

2) series of courses, technical subdivision areas and their diverse and complex, even in a small company using a variety of technologies. Designated instructors to set up thematic courses. The series of courses is more thorough than technology sharing, the crowd is smaller, but it has stronger practical significance;

3) Team Technology blog, Team technology blog is widely used in well-known companies, a can improve the company's influence, and let technical members to organize technical problems.

4) The bull faces face, mountain outside the mountains, people outside, in addition to actively promote within the company, but also actively facing the outside world, such as can regularly invite the industry famous Daniel for technology sharing. Avoid letting technical teams entertain themselves.

Iv. Further Heights

We have experienced a variety of examinations, all kinds of assessment, it is easy to find that it is easy to achieve 80 points, but to reach 90 points or 99 points or the next kung Fu. Similarly, in the team's incentive to have the above content is not enough, or can only reach 80 points, the next step we do, how to achieve the ultimate, perhaps this never perfect answer.

The above method may achieve the basic material and spiritual satisfaction, the higher level is to achieve freedom. Freedom can be expressed as follows:

1) leaders should have the cardinal principles, abandon the fine service bosom. Cardinal principles, abandon fine business seemingly simple six words, in fact, we found a few people can do, often listen to some leaders said, this task to others do not rest assured, of course, there are two possible employees do not give force, the question above said, these people please go, another can be a leader of their own not open; Cardinal principles, The first basic principle of the Government is to abandon the fine service. Like a toddler, he doesn't stand up without falling. Of course, do not represent laissez-faire freedom, but also need to provide pressure, for subordinates to set an example, to have supervision and other methods to maintain "general" is correct.

2) Staff growth space, the workplace is like playing strange upgrade, the development of growth routes, can help employees to grow and improve, and secondly can provide positive feedback for the staff's efforts. For example, Baidu's technical staff have a t1~t12 level, and at some significant levels can provide a broader space.

V. Summary

Above we mentioned the team incentive Premise, foundation, soft power and the higher level, can be summed up as the company to "willing", the company will be willing to provide resources for staff construction. The whole article looks unbalanced because it offers incentives from the corporate side. But there are some, in the "willing" company, only "willing" employees. Finally, the finishing of this text hopes to help the friends who encounter problems in team motivation.

Technical Team Incentive Plan