I am the CEO of a company with approximately 100 employees. Our staff ranges from those getting a salary of Rs. 5000 per month to about 3 lac per month.
Question: I am constantly puzzled by the fact that no matter how you pay/reward the employees, it is always considered as a right. For senior staff, it is a mixture of fixed salary + sales incentive. Some of them at the end of the year, end up getting a sales incentive almost 100-200% of their fixed salary. For others it ranges from 0-20%.
The incentives are calculated as per a very transparent system. Each employee virtually calculates his own incentive through the year and its paid at the end of the year.
My problem is : Whatever we tell the person is his package - he starts to consider that his right. Many of them constantly expect that if they do well - the company will give them something EXTRA. In my opinion if they do well, the sales incentive will shoot up anyway so they get rewarded automatically. WHy should we have to further give more. And if we do it one year - then that becomes another right and expectation for NEXT year !
In the end, we end up paying lacs but still the staff feels we are not doing enough to recognize their efforts. Please suggest !!!
thanks,
Prence
From India, Ludhiana
Question: I am constantly puzzled by the fact that no matter how you pay/reward the employees, it is always considered as a right. For senior staff, it is a mixture of fixed salary + sales incentive. Some of them at the end of the year, end up getting a sales incentive almost 100-200% of their fixed salary. For others it ranges from 0-20%.
The incentives are calculated as per a very transparent system. Each employee virtually calculates his own incentive through the year and its paid at the end of the year.
My problem is : Whatever we tell the person is his package - he starts to consider that his right. Many of them constantly expect that if they do well - the company will give them something EXTRA. In my opinion if they do well, the sales incentive will shoot up anyway so they get rewarded automatically. WHy should we have to further give more. And if we do it one year - then that becomes another right and expectation for NEXT year !
In the end, we end up paying lacs but still the staff feels we are not doing enough to recognize their efforts. Please suggest !!!
thanks,
Prence
From India, Ludhiana
Hi Prence,
Try giving performance benefits which are non-monitory.
Ex: Family coupon for a dine at 3 Star/5 star hotel/ Gift coupons/ Holiday visit for a day.
If overall team performance is good Team outing etc..
There should be changes made on the non-monetary benefits and the reason for giving that benefit must be highlighted and stressed.
Give them hope that if they do better the next year when compared to the current they will get to enjoy more benefits.
Regards,
From India, Madras
59Try giving performance benefits which are non-monitory.
Ex: Family coupon for a dine at 3 Star/5 star hotel/ Gift coupons/ Holiday visit for a day.
If overall team performance is good Team outing etc..
There should be changes made on the non-monetary benefits and the reason for giving that benefit must be highlighted and stressed.
Give them hope that if they do better the next year when compared to the current they will get to enjoy more benefits.
Regards,
From India, Madras
Hi Prence,
you could consider showering a productivity bonus or some other simple, little surprises on the occasion of X'mas and New Year. Such small things can go a long way :)
Read on : Friend, Surprise your Team on X'mas: Santa Claus in the Washroom, Baraati Welcome, Beer in Tea Jars etc.
From India, Pune
you could consider showering a productivity bonus or some other simple, little surprises on the occasion of X'mas and New Year. Such small things can go a long way :)
Read on : Friend, Surprise your Team on X'mas: Santa Claus in the Washroom, Baraati Welcome, Beer in Tea Jars etc.
From India, Pune
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