When Shi Yuzhu invited Ren Zhengfei to drink tea, he asked: "Brother Ren, the bad guys in the company are harmful, or is the little white rabbit harmful?" Ren Zhengfei said "Little White Rabbit", and the two had a fierce argument, and Shi Yuzhu was persuaded. He went back and thought about it, and directly opened 133 of the 160 cadres of the Giant Network.
At that time, it was 2015, Shi Yuzhu had retired to the jianghu for a long time, and as a result, the first thing he did to return to the giant was to open people, only 27 cadres were left, and the six management levels were cut into three.
Everyone was stunned, why was Shi Yuzhu so cruel?
After the listing of giant network, everything went to normal, and after Shi Yuzhu arranged for a successor to take office, he retired in 2013 to enjoy life. As a result, as soon as he left, the performance of the giant plummeted. Shi Yuzhu had to return to power two years later, and before he returned to drink tea with Ren Zhengfei, there was a story behind him...
Why is the "little white rabbit" more harmful than the "bad guy"? What is a "little white rabbit"?
The little white rabbit has a particularly good attitude, works on time, has good popularity, and sometimes works overtime often, but this is often terrible, because he is good at everything, but he just has no results. You get rid of him, and you can't bear it.
But you keep him, he will slowly grow into a big white rabbit, give you a bunch of small white rabbits, three or five years he will become a manager, director or store manager, the result of the small white rabbit can only bring out more small white rabbits, then your whole company is all good old people, no results.
In 2016, Shi Yuzhu announced that the giant would begin to implement the "wolf culture", and he himself would serve as the "head wolf", drive away the "old white rabbit" that endangered the company, and distribute the stock and high salary to the "new wolf"!
Therefore, Shi Yuzhu designed a three-level nine-post salary incentive method in the matter of dividing the money
Namely: Level 3:
Salesman, Manager, Director.
Jiugang:
Intern salesman, salesman, senior salesman, acting manager, manager, senior manager, acting director, director, senior director.
Salary components: basic salary + performance salary + individual commission + team commission
Trainee Salesman:
Basic salary 2000, performance 0, commission 10%;
Salesman:
Basic salary 1000, performance 2000, commission 12%;
Senior Salesman:
Basic salary 1000, performance 2000, commission 14%;
Acting Manager:
Basic salary 1300, performance 2200, commission 14%;
Manger:
Basic salary 1300, performance 2200, commission 18%;
Senior Manager:
Basic salary 1500, performance 2500, commission 18%;
Acting Director:
Basic salary 2000, performance 3000, commission 18%;
Majordomo:
Basic salary 2500, performance 3500, commission 18%;
Senior Director:
Base salary 3000, performance 4000, commission 18%
The program is designed to focus on:
The manager takes 8% of the team internship business, 6% of the salesman, and 4% of the senior salesman
The director takes 2% of the team's performance
Only in this way can the director inspire the manager, and the manager can inspire the employee.
If you want your employees to do it for you, you have to feed the wolf grass
Excellent companies have incentive salaries for different positions:
1. Break the basic salary + commission of chronic poison, and design broadband compensation for grass-roots employees
2. Break the team's loose salary, and design the marketing team's three-level nine-post incentive salary
3. Break the fixed salary of allowing enterprises and bosses to pay more taxes and financial, and design five-level incentive compensation for finance
4. Break the annual salary of shareholders who are guaranteed by drought and flood of senior executives, and design the benefit compensation of senior executives
Salary alone can not attract and retain talent, Ren Zhengfei has long been aware of this problem when managing Huawei, so as early as 10 years ago, he went to the United States on the other side of the ocean and spent 4 billion to ask IBM to help Huawei build an efficient management system.
：
1. Job analysis system: There is a work analysis table for all positions in all walks of life, dividing the responsibilities and rights of employees, avoiding problems and pulling each other off.
2, performance appraisal system: there are performance appraisal tables for all walks of life and positions, what the boss wants to assess, what to assess what to get, but to digital, quantitative design.
3. Employee promotion system: There are promotion channel tables and channel maps of all walks of life and departments, so that talents can clearly see their own development routes and standards, so as to strive for them.
4, the target management system: there are all walks of life and senior executives of the target responsibility letter, thousands of pounds of heavy burden everyone picks, everyone has indicators on the head, to sign the military order in white and black.
5, organizational structure system: there are 3-5 years of organizational strategic structure diagram in all walks of life, so that talents can see the company's hopes, to give talents a broad platform for development.
6. Recruitment management system: let you quickly recruit talents that meet your company.
The above salary design scheme and system I will help you prepare in the lower left corner of this set of "Enterprise Compensation Management" three volumes
It contains more than 200 sets of management systems commonly used by companies, as well as 36 management model operating methods of Huawei, Ali, IBM and other companies, you learn one of them, you will find that employees work hard, and corporate profits rise sharply
Three volumes of corporate salary management
