Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

Salary is the most concerned aspect of all employees, work is for living, and salary is one of the important factors for employees to decide to stay. So how to develop a salary system that satisfies employees?

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

Before that, a few questions:

"The newly formulated compensation system plan has been implemented for 3 months. Are employees satisfied with it?"

"Did the compensation package have the desired effect?"

"Did you encounter any problems during the implementation process?"

"Does the compensation plan match the actual situation?"

The salary system has changed so much, can it be implemented smoothly?

Once successfully implemented, the company's labor costs can be controlled, and funds can be saved, which can be used for equipment maintenance and make up for the gap in fixed capital depreciation, but can all this be realized as expected?

Will the employee accept the new plan? What should I do if an employee resists?

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

When an enterprise wants to implement salary reform, these problems are unavoidable, and managers need to face it seriously. At the same time, it is the responsibility of every senior executive to ensure the smooth implementation of the salary plan and to pay attention to the feedback of information at any time.

Small case (the case comes from the Internet):

In a university, the school implemented a new meal system. Rice is divided into ordinary rice and premium rice. The price of ordinary rice is low, but the amount of fine sand in it increases significantly, and the price of premium rice goes up by one dime every two. Student opposition was high at the time, but the school has not investigated student responses. In the end, the students adopted a boycott law and only ate steamed buns instead of rice until the system had to be abolished.

You see, a small reform of the food system can cause such a big reaction. The salary reform plan, which is closely related to the interests of employees, needs special attention from managers.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

In the process of implementing the new plan, certain measures must be taken to understand the effect of the new plan, so as to discover the hidden problems in the new plan, and take corresponding measures to solve the problem in time. Otherwise, it can only be "backfired", unable to achieve the expected effect, and even to the point of having to cancel.

Compensation management is a key point and a difficult point in human resource management, and the compensation management policy is also one of the company policies that the employees of the company care about most.

Compared with other jobs in human resource management, compensation management has certain particularities, which are embodied in the following three aspects:

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

1. Sensitivity

To say what is the most sensitive part of enterprise management, it must be salary management. Compensation management involves a wide range of concerns and concerns the vital interests of every employee. It is also something that employees pay attention to. Especially when the quality of life needs to be improved, compensation directly affects the living standard of employees.

Secondly, the level of salary is linked to the working ability of employees in the enterprise, so it can also measure the status of an employee in the company. It is precisely because of these that the sensitivity of salary management is created.

2. Privilege

Compensation management generally does not require the direct participation of employees, which can be said to be the privilege of the boss alone. Bosses, including business managers, believe that employees' participation in compensation management will increase conflicts in company management and affect the interests of investors.

As a result, employees often know almost nothing about the company's compensation management process.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

3. Particularity

The existence of the above-mentioned two characteristics has led to the fact that different enterprises have their own characteristics of salary management, that is, the salary management of each enterprise will be very different.

In addition, because salary management itself has many different management types, such as job salary type, skill salary type, seniority salary type, performance salary type, etc., there is almost no reference for salary management between different companies.

Whether employees are satisfied with the compensation management system can best reflect the level of compensation management. And this degree of satisfaction is directly related to the work efficiency of employees.

If employees are satisfied with the salary management system, they can work diligently for the company, which is also the fundamental purpose of the company's salary management. If employees are dissatisfied with the salary management system, it will lead to employees working with bad emotions, and in the long run, it will only lead to the loss of employees.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

Employees' satisfaction with compensation management mainly depends on the social average comparison and fairness of compensation.

First of all, let's look at the social average comparison. What is the social average comparison? It means that employees will compare their salary level with the salary of the same industry and the same position.

On this basis, there will be two different situations. One is that the employee's salary is higher than the social average. At this time, the satisfaction is extremely high, and the employee will serve the enterprise with all his heart.

The other is that the salary of employees is lower than the social average level, the satisfaction will be reduced, and the work efficiency of the work will be affected accordingly.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

One of the first tasks in compensation management is to evaluate the value of the position in the market and determine the salary standard that can attract employees.

Let's look at fairness again. Fairness refers to the degree of equality that employees feel after comparing their own salary with that of other employees. Improving the degree of fairness is a difficulty in salary management.

In fact, no one can be absolutely fair on this. That's why the salary confidentiality system appears. If you are careful, you can easily find this. The main purpose of this is to prevent employees from questioning the fairness of salary management.

So how can you improve employee satisfaction with pay?

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

It can be done from the above two aspects (social average comparison and fairness):

It is recommended that the company set the salary level of employees at a slightly higher level than the salary level of the same industry and the same position, about 10%-20%.

Fairness involves the subjective feelings of employees, and managers can only try to take care of employees' experience in this regard. But one thing to pay special attention to, do not try to solve this problem by changing the compensation system.

Of course, this does not mean that the compensation system cannot be changed. When the compensation system is not suitable for the development of the company, it can be changed appropriately. However, changing the compensation system is not an effective way to improve fairness. It is futile and more likely to backfire.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

An effective way to improve fairness should be to focus on the process of compensation management, not the results of compensation management.

For example, we can involve employees in developing compensation systems. Practice has proved that employee participation in decision-making can make decision-making easier to implement. Some bosses and managers worry that employee participation in the formulation of the compensation system will greatly facilitate policies to favor employees' own interests over the interests of the company.

This problem exists in reality, but the solution is to let the boss, managers and employees discuss the differences and find a balance of their interests. In fact, employees do not lead to irresponsible decisions for their own benefit.

Are employees always perfunctory? Take a look at your own compensation management, they are already dissatisfied

Communication is the basis for effectively resolving differences, and doing a good job in communication is an issue that every manager should pay attention to.

In addition, the human resources department should also urge bosses, managers and employees to establish regular communication about compensation management and promote mutual trust among them. In conclusion, communication, participation, and trust will affect employees' perceptions of compensation management, thereby increasing their satisfaction with compensation management.