Why do foreign monks get high salaries?

Adolescent enterprises have a certain strength and scale, but also have the bulk of the introduction of professional managers stage space, but in the process of introducing professional managers, there are many thorny issues. One of the things is the issue of pay, that is, the newly introduced professional managers are much higher than the senators ' pay, even higher than the previous introduction of the executive pay. This is already a common phenomenon in the market, and even grassroots staff have similar trends. And this problem is not resolved, there will be the manager and the veteran all the big trouble. How to solve such a dilemma?

Why do foreign monks get high salaries?

Adolescent enterprises, has developed to a certain scale, the boss think of a lot of things can not fall, the Senate although loyal, dedicated, but because of past experience and the enterprise environment of habitual and lazy nature, not catch up with the market changes, and do not know how to respect the system and use of the system, still accustomed to the traditional play in the entrepreneurial period. At this time enterprises rely on their own energy has been unable to break through, when they see the introduction of professional managers of the rapid development of enterprises, the boss is also eager to. Perhaps the introduction of professional managers have been frustrated, but in the face of the fate of the business boss still choose to continue to introduce.

But not to introduce. For example: A boss looking for a human resources director, struggled for two years, finally waiting for a high match. Both the manager and the boss have a good talk, that is, pay has never been discussed.

The boss said, "Why does this person pay a special attention?" The manager said: "I go in to play a role, not to you cultivate, go in before you speak clearly, go in there will be no chance to speak clearly." The boss said, "If I give you the salary you ask for, it breaks my inherent salary system, it's not balanced and it's not working." The manager said, "If you don't pay as much as I do now, why should I move?"

The managers and bosses in the case are right to think about the problem, but this stalemate is the loss of the boss. Managers have jobs, and if they want to change careers, there are plenty of opportunities. And the boss to find a match to continue to search, but also pay a high salary.

Therefore, the pay problem, even if the adolescent development to the late, and even across adolescence, corporate brand is well-known, the scale has been very large, the development level is also very high, there will be.

"What foreign monks get paid?"

The boss to introduce professional managers can be high-profile, but give managers a high salary is the devil into the village, quietly work. The secrecy of executive pay is almost iron law, especially when the first introduction of professional managers, their remuneration may be higher than the elder 3~5 times. However, the pay secrecy is only the system, in the Chinese humanities environment, leaks are the norm. The world ears, as for this wind is how to penetrate out, no research, in short, the Senate soon know. So the senators muttered to each other, and their complaints flew. Not only do the elders think they are loyal, they think they are capable, they are not small, they think that it is the boss who hinders the development of the business.

In the process of enterprise development, the boss for the Senate promised countless, painted countless pie, all adhere to the elders, are full of hope for the future of the enterprise, or to share the boss has painted a good pie. However, with the development of the enterprise, the elders waited for the boss to underestimate himself, as well as the reality of the high salary manager airborne.

The arrival of the manager is the negation of the Senate's ability and the redistribution of power. If the boss does not pay attention to the way, the regular praise of the new manager, will cause the elders of the collective resentment and protest, do not cooperate everywhere. When learned that managers pay a lot higher than themselves, or even several times higher, more psychological imbalance, or even imbalance, began to resent the boss. But the Senate cannot say for the boss, but the new manager can deal with it, because the information is extremely asymmetric, managers are easy to be fooled by the Senate.

Therefore, managers enter the enterprise first encountered is not how smooth work, but interpersonal problems. This in the youth enterprise performance is particularly obvious. A very typical example: A manager was asked by the boss three Zhuge, but at the end of the probationary period is still unable to carry out the work, so submitted his resignation. On the day of his resignation, a veteran who had a direct conflict of interest called him and ridiculed him: "You want to play with me, you lose, you don't come back and play?"

Three-loss evaluation of bosses, elders and managers

Therefore, the adolescent enterprises pay the introduction of professional managers, once handled improperly, the loss imaginable.

Evaluation of the boss ' loss

The boss cost struggle, the high salary introduced the professional manager, its outcome is to invite Guye gas walked son, manager did not keep, the Senate may also gas ran.

1. High salary cost. If the manager airborne after half a year to leave, to the enterprise can not have a positive contribution, the cost of the high salary is purely costs.

2. Operating loss. The impact of the manager airborne will inevitably affect the normal operation of the enterprise.

3. Coordination costs. The conflict between the veteran and the manager needs to be handled in a coordinated, time-consuming and energetic effort.

4. Negative social impact. The frequent departure of managers is bound to form a negative impact in the industry, to bring more difficulties to the follow-up talent, even to a higher salary no one dared to come.

5. Add an opponent. The Senators angry away, some go to rivals, some start up, but generally compete with their old club, because other veterans are unfamiliar.

6. Closure Doom. Long-term past, enterprises difficult to break through, by competitors dumped in the back, the final loss of market competitiveness, mergers and acquisitions, closure, is inevitable, especially in the large-scale market.

The Senate's loss assessment

If the elders fail to deal properly with the well-paid professional managers introduced by their bosses, they will surely be angry with the managers. Although the manager gas away, the boss was forced to let you grasp the power, but your loss is also very large.

1. Give up learning opportunities. Drive away the manager, the veteran gave up the opportunity to learn from the manager, his skills did not grow, because you in the fight with the manager, there can be no learning mentality and time.

2. You have to work hard. And this life is generally not able to do, because beyond the ability, so dry very hard, do not good boss then scold you.

3. Expose the small. Drive away the manager, the boss must have a grudge against you, put the loss on your head, say you have no mind.

4. Continue to criticized. The boss still has to scold you, all day criticize you, the dignity is not insured, might encounter the related question to sprinkle the gas to your head.

5. Notoriety. You get rid of more managers, the industry will have your notoriety, and finally you in the industry mixed up will have trouble. Don't say you never change jobs, this is not necessarily.

6. Resigned everything from the beginning. If you are in the struggle with the manager and the boss, do not endure to leave, the loss is even greater, not only all the accumulation of no, the future is not expected. If you change a business, you need to accumulate trust; if it's a start-up, it's going to start all over again.

Loss assessment of airborne managers

Some of the airborne managers did not work, the main reason is the manager himself.

1. It is an objective fact to live. No matter how you explain it, you can't change the established facts. You said you didn't know enough before, it was too hasty.

2. A failed job-hopping experience is difficult to deal with. This short failure to change jobs, in their own career record is not good-looking, not to write on the need to conceal, but sooner or later you will know, because the circle is very small.

3. Impact on career development. A job-hopping failure does not matter, if two or three consecutive unsuccessful job-hopping, it will lead to habitual job-hopping, and create a psychological shadow of their own professional development has a habitual impact.

4. Back turn off sad. Once a job-hopping failed, it is hard for employers to give you a completely positive evaluation in the back adjustment. If a few consecutive job-hopping failures, the new employer in the back of the evaluation of more concern.

5. There is not much pay. A job-hopping failure, a high salary, seems a tall, but not a hand. And the higher the position, the higher the salary, the longer the job-hopping period, the overall view, the average salary is not much.

6. High-paying capital jumped. After a few consecutive unsuccessful job-hopping, there is no job-hopping capital, it is impossible to get high salaries.

The three winning ways of bosses, senators and managers

Managers have to do 6

1. Create value. You have to understand that the boss to pay the manager to come must be to solve the problem, rather than simply talk and be a strategist.

2. Synergy Development. The boss is not a high paying manager to duel with the Senate, to create contradictions, but rather than contribute, hope that the manager led the Senate to develop together.

3. Respect for the elders. The elders have also made a contribution to the development of enterprises, should be affirmed, respect and respect.

4. Keep in mind that you are the new boss. The relationship between the senators and the bosses and the loyalty to the business is much higher than you, perhaps in the introduction of you, the boss and you talk about a lot of business problems, talk about the Senate, but not equal to the boss to deny the Senate contributions and ignore the feelings between them, this should be remembered.

5. First, integration and development, small wins for the victory. After entering the first thing is to integrate, identify with everyone, so that everyone also agree with you. To do this, in addition to the mentality of the adjustment in place, good interpersonal relationships, more important to win the war, and is a small fight, the little victory for the victory.

6. High salaries must be expected. High pay is a double-edged sword, pay high, the boss of their own hope is high, must incur many people's envy, even if you have been very hard, we are not satisfied with you, or even deliberately pick your thorn. So, get high salary, must do more than everyone's expectations.

The senators are going to do 6.

1. Ming Affairs: Understand the enterprise does not develop and break through, inevitable death. Enterprises die, their own accumulation and the future is not. Since waiting for death, the introduction of the forces, try to break through.

2. Adjust the mentality. Since the boss is determined to pay into people, is the need for enterprise development, the individual is unstoppable, each person's ability model is relatively fixed, believe that they are not omnipotent, and limited capacity.

3. Study hard. The introduction of managers is the boss to pay for their free learning opportunities, should seize the opportunity to learn, and long skills.

4. Positive look. Managers pay a high salary, just to set aside space for their own raise, managers do not come, their own pay rise is really difficult, this is a positive view of the manager's high salary.

5. Grow up. Cooperate with manager's work, promote enterprise breakthrough development. The development of enterprises, they also follow the training to grow, the future of their own market value will also be followed by Ascension.

6. Be a recruit. No matter when, do not have a veteran mentality, can not be senior, should consider themselves as a recruit, full of entrepreneurial passion for the development of enterprises continue to contribute.

The boss has to do 8.

1. Determination. The boss must understand, enterprise development such as rowing against the tide, must be aggressive, otherwise waiting for you is closing, bankruptcy, mergers and acquisitions, forced transformation, so do not take too much account of the elder's feelings and face, must be responsible for everyone. Without this determination, you will be persuaded to sell it at the peak of the company's adolescence.

2. Rob Talent. Enterprises to successfully leap through adolescence, rapid realization of enterprise breakthrough development, relying on a few veterans and their own training of talent is far from enough. Because, only the talent into their own pockets in order to serve their own, and not to serve the competitors. Therefore, attracting talents is the need of enterprise development strategy, and it is necessary to continuously and reasonably introduce talents, especially professional managers.

3. High salary. High salaries are what adolescent companies have to do to attract managers. Adolescent business owners must be clear: no stage is no good, only the stage is not, if rigidly adhere to the balance of the elder pay, or even the introduction of professional managers than the Senate is still low, you will be difficult to introduce beyond their existing level of talent, unless you are the industry boss. Therefore, the new managers pay higher than the elder is normal phenomenon.

So how do bosses deal with high-paying problems after introducing managers?

4. The elders of the education look to the future from the big picture. Tell the elders of the 6 that I have written before, and let the elders do the work.

5. Guide managers into the enterprise. The first three or four months of the professional managers with high salaries are treated equally, secretly supporting and helping managers. When managers enter the beginning, do not praise the manager in front of the elders, this is also a protection of managers.

6. Serious pay secrecy system. In particular, the initial stage of the job must be paid confidential, which is highly paid professional managers to spend a probationary period or psychological weak period is very helpful, to the airborne managers into the next six months, to create a relatively less harsh environment.

7. Competition mechanism. After the introduction of high salaries managers, the managers and senators on the same starting line competition, if the elders in the prescribed time limit, such as a whole year of the game did not lose, the end of the same to be completed to the manager's high salary, and reward, do not take well-organized compensation system mix die. In the second year, if the first year of the Senate does not lose the manager, the second year should give the same high salary, ask the same request, and also from the beginning of the competition, the same reward. If the elders lose in the game, take how much to take, there is no need to care and balance; If the manager loses, according to the contract, does not violate the contract, under the premise, in the subsequent competition equally, the adjustment deploying to reduce is natural. Only in this way can enterprises span adolescence with vigour.

8. Create a passionate culture. As an organization, in order to break through adolescence, we must build a passionate culture continuously. What is passion? Is full of heart, full, full of love to do things, and to continue to work passionately. Adolescent enterprises are to create a passionate culture, so that each member is always full of passion, and within 8 hours and all passionate.