Chapter 224 Chen Changliu makes big promises about equity

After Wu Bo got the equity, all the senior executives would look at him eagerly. Of course, it didn't mean that he would give them the equity as an incentive. He had to find a way to solve it, otherwise the management would be unstable and have a negative attitude towards the flower growers. Nothing good.

On July 10th, Chen Changliu held a management meeting for the heads of various departments in the company. When Chen Changliu entered the conference room, all the managers stood up. No one was late. Chen Changliu was very satisfied and motioned for them to sit down. He just sat down.

“The meeting has officially begun. Today’s management meeting will focus on the adjustment of the company’s salary system structure.

As the company develops faster and faster, there will inevitably be more and more employees. Our current positions and salaries are not linked, and many places are extremely unreasonable.

Therefore, it is urgent to implement a distribution system based on job responsibilities and value contributions, and to establish a salary system that "determines grades based on position, determines salary based on grade, matches people with positions, and facilitates easy positions and easy pay". "

Chen Changliu's words directly made all managers look serious, which was very important for their own interests and for their future management work.

As the PPT unfolded on the projector, Chen Changliu also expanded his ideas. It wasn't that he didn't want to finish it by himself, but he really didn't have the ability. The communication between management, as well as the human resources department, administration department, and various functional departments It can only be accomplished by working together.

"My idea is actually very simple, that is, I adhere to the saying: "Under heavy rewards, there must be brave men." One of the main purposes of work is to make money, and anything else that reflects your own value is empty. "Know how to give "Money" is the most effective way to motivate.

If you give too much, you will become a talent if you are not a talent.

I'm not afraid to pay my employees, as long as they can get the work done.

Just like I set a task schedule for the R\u0026D department, and as long as it is completed in advance, there will be rewards. I didn't ask for overtime, but they worked overtime themselves. Why? Because the rewards are generous, their wages are also not low.

Mr. Wu said that their MP3 wafer will complete the research and development work in October and be put into use.

Although they have to be rewarded with 2 million, it is not a matter of 2 million for the company.

Therefore, the salary of employees in each position should be set at the top of the same industry. I want everyone to think of the generous salary of flower growers when they mention salary. This will also make it easier for us to obtain more talents. I believe that none of you would not want to Do you have many talents under your command?

Of course, this does not mean that there are no requirements for high wages. They must be combined with positions and ranks.

1. Classify by position and establish the relationship between positions and ranks

For each level and each position, the salary must be determined by considering both external competitiveness and internal fairness.

Each position will have a corresponding rank, such as level 1 to level 10, etc. This rank is the evaluation of the value of the position's contribution to the enterprise, including the evaluation of organizational performance, evaluation of the value of the position and the individual evaluation of the incumbent. Evaluate.

The higher the rank, the higher the salary...

2. Set salary by grade and define salary range

For each level, there is a defined number from the lowest to the highest. Managers of each department can adjust the salary of their employees based on their performance.

Within the same level, an application for a salary increase can be made during the company's annual salary review based on the employee's performance, or when the employee has done particularly well.

Due to the overlap in salary ranges between different levels, even if employees do not upgrade, as long as they continue to contribute and their performance is good enough, there is room for salary improvement, even exceeding the lower salary limit of the previous level.

This will help guide employees to work hard in a position for a long time, and contribute to job stability...

3. Person-job matching, matching assessment of people and job responsibilities

The match between the employee and the responsibilities required by the position to determine the employee's personal rank and whether he or she is qualified for the job.

The core of person-job matching is to see whether his performance meets the requirements of the position and whether his behavior meets the requirements of the job responsibilities. In addition, it also includes some basic conditions, such as knowledge, skills, quality, experience, etc... "

Chen Changliu spoke eloquently for half an hour, and then began to answer some questions from the management.

An hour and a half later, Chen Changliu said: "Assistant Ke will take the lead and the Human Resources Department will cooperate with me to come up with a new salary structure within one month.

Remember, when making a salary structure, make one general staff position, one technical position, and one management position each.

As I said again, I am not afraid to give everyone high wages according to the requirements of the position and performance,"

Everyone nodded and smiled excitedly. During this hour and a half, the message Chen Changliu conveyed to them was that under the new salary system, their wages would definitely increase.

No one is unhappy about the salary increase.

Before they could finish their happiness, Chen Changliu dropped an even bigger piece of news.

"Let us welcome Bo Ge as a shareholder of our Flower Planting Technology Co., Ltd."

Everyone was stunned for a moment. They originally didn't know that Chen Changliu had equity when he recruited Wu Bo. Now that they heard that Wu Bo had become a shareholder of the company, they were surprised.

Soon, they gave me warm applause, and this applause was sincere.

Although there is definitely jealousy, there is more excitement. Wu Bo is the first veteran to enter the company. He gets the equity first. Doesn’t that mean they will also get equity in the future?

Now the flower-growing family can be said to be thriving, with great development potential, and Chen Changliu, this monster, has indeed given them greater confidence in the company. It will not be difficult to go public in the future, so if they get shares now, it means that once it goes public in the future, it is not impossible to become a millionaire or billionaire.

Chen Changliu saw everyone's expressions, just as he expected.

Their excitement is also the reason why Chen Changliu took the initiative to announce it, otherwise when they know it themselves, the nature will be different.

Announcing it himself is to convey a message to them, that is, as long as they contribute to the company, equity is not impossible, Wu Bo is an example.

This is also the pie that Chen Changliu painted for equity.

Only Ke Meng is not as excited as them. After all, this is her man's company, and he will give it to her when it is time.

PS: The typos will be updated first and corrected later.