1、如何与员工沟通薪酬问题（How to communicate salary issues with employees）Mr. Wang is a qualified real estate enterprise project manager, the group is the largest local real estate enterprises, the total assets of about 3 billion yuan. The company grew rapidly in 2000 to 2005, currently has 2 million 200 thousand
2、 square meters of land reserves.The engineering department is an important business group of the group, with 14 employees. Manager Wang usually works hard and pays great attention to the staffs business guidance. At the beginning of the new fiscal year, the company finally broke the ice of salary, a
3、fter several years without pudiao compensation, decided this year to give you a salary, but the final results came out, but it was disappointing, the general tone of the proportion of 5% and the psychological expectations far. Employees generally complain, and even employees begin to quit and go to
4、businesses that offer higher pay. In just two months, six backbones left the company.The engineering manager was under great pressure. When the director of human resources approached him, he said, “I also communicated with them. They left because of personal reasons, and I couldnt help it.“.“ It is
5、obvious that the six backbones were mostly discharged from the companys pay, and the engineering manager thought that the remuneration policy was made by the company and that he could do nothing about it.Finally, the engineering manager thought of changing his post.This is a typical case of compensa
6、tion communication, is a very competent test management work, want to send this communication well, business satisfaction, employee satisfaction, really hard, take some time to practice and improve, in order to gradually put in place. But trying to screw it up does not require skill at all. Just lik
7、e manager Wang, give your boss a big hand: “the salary policy is made by the company, and I cant help it.“.“ This is certainly not the way to solve the problem, in order to solve the problem, want to improve themselves, the supervisors goal is how to do a good job of salary communication.So what sho
8、uld a supervisor do when the salary space is already limited? What can you do? This is actually the most able to test the competent management ability, enterprises need managers to policy advocacy and implementation, subordinates also need to get confidence and hope from managers. At such a crucial
9、moment, as a manager, must not go wrong in the external, must not simply be something qualitative for the companys policies and decisions, or that they have themselves incapable of action, doing the best, has been provided to employees and employees do not listen to persuasion. These performances ar
10、e not the performance of a high performance manager.In fact, compensation is not a simple random chat can solve the problem of compensation communication is a skill that is disciplined, when employees because of salary did not reach the expected to leave when you simply empty rhetoric is difficult f
11、or employees to convince, it is difficult to give employees stay in the same confidence; and this time, your company policy and staff together to scold how unreasonable, how harsh, it is difficult to win the employees sympathy, instead give employees an impression: “managers think so, companies have
12、 no hope.“ Instead, it will mess up and cause bigger and worse impacts.With regard to this question, we can think from the following three perspectives:First, does external compensation really attract?Because of the companys employees did not reach the expected salary adjustment and turnover, genera
13、lly do not immediately show the reaction, usually after the compensation policy announced a period of time to make decisions, in fact the staff good application of anecdotal reports circulated widely, the so-called “donkey“. Prior to the formal departure, smart employees have already found new emplo
14、yers through various channels, and the most common reason for employees to choose a new employer is that pay levels are higher than they are now.So, how do managers communicate with employees when faced with this choice of employees?There is at least such a framework in the head of the executive:1,
15、the new “master“ given salary is long-term?Management theory thinks that an enterprise wants to dig a talent from an enterprise, as long as they are given more than 50% of the original salary compensation, for example, an employee in the original enterprises salary is the annual salary of 80 thousan
16、d yuan, then more than 80 thousand enterprises are poaching as long as 50% or 120 thousand, you can easily shake the employees heart, let him have the impulse to leave. Faced with this situation, the supervisors first question is, is the salary given by the new employer a long-term one? Whether from
17、 the point of view of so-called long-term, can enterprise development history and development potential, especially in the real estate industry, often many enterprises such as bamboo shoots after a spring rain emerged, and some enterprises to fall or even disappear. Therefore, the supervisor will he
18、lp staff analysis, the new “boss“ can have a long-term ability to pay, this (annual salary of 120 thousand yuan) is the new owner of the real idea or short-term behavior, many real estate companies want to go fishing in this industry, when it made enough money, pulled out of the industry, how do you
19、 do? Will you change it and start all over again? Every time you start over, the accumulation of prior knowledge, experience, and skills will be zero, which is a great opportunity cost loss for job seekers. In addition, there are some industries, often dissatisfied with the situation started, busy w
20、hen busy, idle time, idle, busy, idle, serious inequality. In 2007, the consulting projects in a wire connector of the enterprise, the enterprise is a peer in the area surrounding the boss, many small factories want to dig people from here, the salary level of the enterprise in the industry is not t
21、he highest, but their stability is quite good, some employees are tempted to go out, finally they are back, why? Those small factories often give high salary for two months, after three months, started a serious shortage, started full time can honor the original commitment, while underemployment, th
22、e salary level is a serious decline, even those layoffs, employees will afterwards naturally think of the stable development, “go back to the old club again“.Therefore, the supervisor should make a clear analysis of the long-term nature of the temptation and the truth and the employees.2, does the v
23、alue of employees really agree with them?We know that an enterprise employs an employee and values the employees knowledge, skills and experience. The recruiter expects them to accomplish what they want. It is easy to understand the reality is that high incentives must be high goals behind, there is
24、 no free lunch, no business willing to spend a lot of labor costs, but not high returns.In fact, the larger the enterprise, the lower the cost of personnel, why? Ways of large enterprises to attract talent rich, in addition to salary, as well as brand, reputation, corporate culture, incentive mechan
25、ism, promotion mechanism, training mechanism, improve the attractiveness of these mechanisms for job seekers pay far beyond itself, and small businesses will not have these, can only take the high salaries to attract job seekers. But the money is often behind high goals, high requirements.Then, seco
26、nd aspects will be competent and staff analysis, behind his ability and high salary goal match, if not, then we must consider whether the energy savings, the time is ripe, then choose to quit.3. Is salary the sole criterion for choosing a job?From the salary theory, internal and external compensatio
27、n compensation, the internal compensation is non material incentive, such as training, corporate culture, task, external compensation is the staff often see the physical parts. What are the criteria for a person to choose a career? The salary standard is not the only incentive mechanism, promotion,
28、leadership, good organization atmosphere, perfect to get attention, because there is no support for these things, the so-called paid is likely to be Blokus, mirror month, or you dont, or business because you do not meet their requirements and make your choice occupation is dismissed again. The super
29、visor should discuss these ideas and staff clearly.Two 、 What are the responsibilities of the supervisor?How does a supervisor manage his or her responsibilities after finding out why he has left his job due to his salary? There is also a framework for thinking here:1. Behavior identification before
30、 employee turnoverA plan to employees, regardless of his own hidden so deep, there will be some acts, that is some turnover, for example, the original meeting is now sitting there love to speak, not to utter a single word, the phone to the original, are on the spot to pick up, but the sound is very
31、big, for fear that others do not know him the performance is well done, now would call, and ran out to meet, look mysterious, in addition, the schedule has changed, the original monthly attendance for a while now, they the sick, while he himself did not feel comfortable, rest time is obviously not t
32、he law. Managers should be able to observe these behaviors. What should you do as a manager when employees are in the act? Would you like to talk to them? See if there is any possibility of redemption, or do an assessment to assess what happened to the employee This work should not rely on the human
33、 resources department, which is in charge of their own responsibility, the first time to communicate with employees, to win the initiative.2, found the first departure measuresHow should the supervisor communicate with the employee when the first one appears? Found that the first leave, the supervis
34、or should be the first time and staff communication, at this time, employees calm surface, in fact, private undercurrent surging, some ready to leave the staff are looking at managers, watching. Therefore, managers should not miss this opportunity to hold a meeting with their employees, and talk abo
35、ut the situation of the employees who left them, the communication process and the staff, and calm the minds of employees and keep the morale of the team.3, emotional communication skillsAssuming the company three to go, then he is likely to pull back the people away, this time, the director will no
36、t wait passively, Zhang three, motivation and impure, Zhang San immediately about outside the meeting, or to tell him when to leave the exchange, “Zhang three, lets work together for three or four years. You go, go, for money, I could not persuade you, but in a word, you dont move to other people, i
37、f so, the nature of the bad, as long as I am in a day, you move me, your circle is not good.“ At this point, as a superior, there is a certain dignity, you can go to shock him, and emotional communication at the same time, “I am here as manager, we have a good relationship, you do not let me difficu
38、lt, is it?“ Avoid expanding the scope of turnover through emotional communication.Three what kind of support can the company provide?Finally, as a manager, you are not alone, you are behind the company, the critical moment, you want to think of the company, will use resources, please help the compan
39、y, there is also a thinking framework:1, in the case of employee turnover intention or turnover risk is obvious, we should consult with the human resources department, carry out the talent pool, and formulate the reserve plan.2, please help to promote the company human resources department of the pa
40、y plan, some policies have been developed, but there is no propaganda in place, by the human resources department from the perspective of professional and corporate level advocacy, will be more conducive to the stability of the heart, morale.3, since the big policy has been established and there is
41、no possibility of change, then, as a supervisor, can we apply for some policy support outside the system? For example, special incentives, project incentives, or departmental costs, you can use this small policy to inspire some talented people, and stabilize the overall situation.Based on the above 9 aspects, when facing the passive situation, as managers, must have the thinking framework perfect, to seek support from the company and the employee win-win perspective, to help employees out of negative emotions, high morale to work again!
