You will give the "monkeys" subordinate Division chestnut?

( http://oxford.) Report:

There are old, home keeps lots of monkeys. These monkeys don't like bananas, doesn't like to eat a peach, their favorite eat chestnut.

Greedy monkey are always eat enough, they are frequently beaten for chestnut. See chestnuts is eaten, the old man had to find a monkey.

The old man asked the monkey: home of chestnut and left out, then your daily eating seven chestnuts,? the monkeys hear every seven chestnuts eaten, happily kicked.

The elderly continue to say: just eat three in the morning, evening and eat four.

Eat less than a night on the morning of a hearing, the monkeys were not happy.

Man wants a say: to not eat four in the morning, evening and eat three?

Morning than night eating a heart, the monkeys said: good!

Elderly see monkeys quite content with that roared:! as you approach to do!

This is a children's bedtime story, but carefully aftertaste, inside story and enterprise management.

Monkey would like to eat a banana and peach, these two things can also give a monkey a good long life guarantee, but because of the chestnut in all monkeys in the eyes of the most highly recognized, therefore it became the most they pleased the way of living. In the enterprise human resource management, rewards there are many kinds of forms, a real way, the benefits, most importantly, currency, but all are very important, their status would like bananas, peaches and chestnuts. Although enterprise efforts from a wide range of insurance and annual leave to employees, but in the end it is always better than monetary incentive payment is direct and intense, and most people are simply the promotion of pay as a symbol of success. As previously mentioned, the chestnut is limited, so in most enterprises, all for a limited number of chestnut and politics become commonplace, and even beaten.

When a company develops to a certain stage, pay increase began to decrease the reduction, chestnut and imposes wage reform. Business man holding staff meeting to negotiate the monkeys that clearly don't have a lot of chestnuts, to take care of all emotions, will maintain the level of supply, the monkeys of course very happy.

When the conversation turned to distribution, emotion came. Enterprises in the basic pay and pay-performance pay, basic pay for the elderly to reduce, increase the proportion of performance pay, to stimulate innovation and increase the monkey business of vitality. The monkeys are very realistic, they hope that the percentage of basic pay more then a few more, after all, performance pay not everyone totally get hands, just the opposite with the aspirations of the enterprise. So the old man made a suitable compromise, and increase the percentage of basic pay, in order to stabilize the heart. According to this, in fact, the number of chestnuts in the budget or as many elderly not suffer psychological, monkeys are balanced and happy.

The same is the chestnut, two fractions, had two completely different results. Most enterprise HR often encounter difficulties in chestnut, whether at work or you can reference it in the story of old man's skills?

In this story, a man of success are the following reasons: first, the old chestnut not finished before the budget, can know in advance how much of a resource, and learn about the monkeys, so make a day seven of reasonable quantity; and second, to communicate with the negotiations told the monkeys don't have a lot of chestnuts, we have to work together with the lean period, a consensus with the monkeys; third, the old man did not directly tell monkey, will have three in the morning, evening and eat four, instead of using a hard-to-method, set the obstacle, when the monkeys were dissatisfied, then put forward reasonable solutions, thereby avoiding the monkeys decrepit state behavior of fully mastered the negotiations of the initiative, and ushered in the negotiations.

Write here, I think their service of the enterprise shortly before the occurrence of one thing.

A few days ago, I gave the company a warehouse runs separations. She has worked for the company's services for four years, from one production line workers are promoted to warehouse jobs, salary has risen from 400 to qibabai, in accordance with the price of a local salary Guide, this is slightly too high in price, the overall pay for enterprise level is more reasonable, but her resignation and the reasons for precisely in order to pay. Because her resignation, enterprises had to have two new ways to her post, warehouse time disarray, paid the price.

Because the company is not long, I'm in the process made during investigation know: from company leadership perspective that this man's wage rise again, a rose, four years transferred five times, even then have the ability to have the header, but rose in pay has done or nearly level increase, warehouse management, must not yield to the restricted the decrepit state of behavior (Note: leadership very words); from the employee perspective, I as enterprise services for four years, wages while rose, the workload is also multiplied by one person to finish materials library, library, and the device library, called a raise a little too much, but the original and leading communication when he didn't say no to, even said to consider, and now cannot be fully realized, I was disheartened, had to choose to resign. The focus of disputes between employers and employees is the leader in chestnut, only willing to pay to 800, the employee is considered original leadership promise means that acquiescence can be added to 900, never accept such inconsistencies in behavior (Note: employees very words). In this way, since communication and negotiation blunders, district 100 money let enterprises loss of a skilled employee; and the staff out to the outside of the community, and want to retrieve a copy of the same level of salary, will face greater difficulties.

The staff to the production line promoted to warehouse and get a raise, work capacity should be reset

Suspected. But each time the work and effort adjustment with salary negotiations and compromise the company, from this point on, it is the company's own training a pride of monkeys, three or four years after the last ushered in the talks broke down one day. If a raise before there is a reasonable remuneration system, with performance assessment basis, if they do in pay negotiations prepared before you do, take a variety of ways to communicate with the employee, at the made her understand the company's position on the principle that made her aware of social advantages compared to the salary, which happen chances naturally. In this event, the company greater mistake is not talent, doing so is important position only one full time, account for a person to rely on personal ethical self-discipline. Fortunately there was a moral good, otherwise the consequences of the staff.

Since then, the man learned lessons, ready to make two monkey work for warehouse management, pay and performance management system construction work has also started to do, I hope this time points and chestnut will allow employers to achieve win-win situation.