The boss gave the employee a year-end bonus of 3,000 yuan, but the old employee left, the boss: I will give more when I come back
Introduction:
Regarding the company's year-end bonus, in fact, the year-end bonus is a material reward for employees. If the company's efficiency is good and the employees' work performance is outstanding, the year-end bonus to give employees corresponding rewards is not only an acknowledgement of employees' efforts, but also encourages employees to continue to work hard. Of course, the year-end bonus also depends on the overall efficiency of the company. Everyone works hard and the company has good benefits, which can be issued. If everyone doesn't work hard, and the company's efficiency is not very good, then it should not be released.
However, after a company boss recently announced the release of year-end bonuses, the old employees switched jobs collectively.
It turns out that this is a group of old employees who work with the boss. In order to improve the company's performance together with the boss this year, the working hours are basically in the company every month. When there is an opportunity for a client to meet, we never back down. After a year of everyone working together.
The company has grown from 10 people to more than 40 people, and the turnover has also increased from 300,000 to 8 million per month. It can be said that these old employees have contributed greatly this year.
However, when the year-end bonus was given out, the boss said something: Thank you for spending this year with me and making the company's performance flourish, so this year's year-end bonus will definitely not treat you badly, but the company is still in the growth stage, and there are many situations Funds are still needed, and 2,000 yuan will be distributed first, and the rest will be reflected in the monthly salary in the next year.
After listening to this, the old employees were extremely disappointed, and everyone negotiated their resignation. The boss slapped the table in a hurry!
The year-end bonus is an additional income for employees. Of course, it is a great psychological shock to the employee. The reason for the job-hopping is for a better life. The year-end bonus is given. As long as there is no other reason, or the year-end bonus is unreasonable, who will quit Woolen cloth? The boss's own reasons should be considered clearly, and the employees should be given a fair share of the rewards.
User comments:
Netizen 1. In my company, the year-end bonus for the Spring Festival in 2019 can still be about 3,000 yuan. Because it broke through the bottleneck, it was issued about 200 yuan a year, and the output value was more than the previous year. This is a pit. Pyramids are based on the output value of last year, and the excess is given by a few percent, with a maximum of 10 percent, but it cannot be achieved at all, because the excess part is fast and the output value is equal. Usually only one or two percent. The boss is also very good at drawing cakes. He is also someone who can cross rivers and tear down bridges. One set on the surface and another set on the back.
Netizen 2. After I encountered this situation, many people left. I chose to stay. Within a month, the boss rewarded the employees who did not leave with more than one million loyalty bonuses. The employees who left are jealous, and they have to start over because the old customers have already set up our relationship with us.
Netizen 3. The Caowei Taiqiang Factory has nothing at all. At the end of the year, they distribute two moon cakes during the Mid-Autumn Festival, and there are no other benefits. This boss is really unscrupulous.
Netizens 4. Our company pays an extra month's salary as a year-end bonus! ! ! Now the company has nearly 2,000 people, and the boss has lost a lot! ! !
[8 reasons why good employees leave, managers you should know] The departure of good employees is not sudden. So managers, why can't you retain talent? 1. Making a bunch of stupid rules; 2. Treating employees indiscriminately; 3. Tolerating poor performance of employees; 4. Not affirming employees' achievements; 5. Not caring about employees; 6. Not describing the company's development blueprint for employees