Sooner or later, every manager and leader thinks about the system of motivation and remuneration for employees and subordinates. How to make sure that employees are satisfied, the salary stimulates them to work, and the business is profitable at the same time?
Instructions
Step 1
Almost every company supplies something to the market, therefore, there are sales managers on the staff. Remember that strong motivation for these employees can be traced through the relationship between the effort spent on work and the reward received for it. In companies in the early stages of business, as a rule, sales managers are paid a percentage of the profits brought from their side to the firm. This can be a payment from the total volume or a certain part from each transaction. Everything is simple here: how much you work, so much you get. If you limit the employee's activities by time frames, it is important to allocate a fixed part to the manager. The amount of salary often depends on the success and scope of the company. Choose a salary that is sufficient for the manager to survive on this money, but too small for a comfortable life. The percentage, as a rule, becomes lower when the salary is fixed. Such a scheme stimulates the employee to increase his salary and leads to an increase in the company's profits.
Step 2
When the company develops successfully, ambitious and experienced specialists begin to be attracted to the staff. Here one cannot do without a salary. You can organize the payroll of managers in a vertical scheme. The elder receives a salary and interest, but oversees the work of the younger. At the same time, young employees receive only a bonus part.
Step 3
So that there is no competition between the managers of the company, where everyone works for himself and they are not interested in collective values, add a small percentage of the total sales to everyone's salary. Sellers will start helping each other.
Step 4
Whatever the pay scheme, it is important to make the calculation transparent. All employees must have an excellent understanding of how salaries are formed and calculated. When a manager realizes how much money he will receive for each period, this stimulates him to earn more.
Step 5
Mid-level managers in serious companies rely on more than just a salary and a percentage of the total sales of a department. An important motivating component is social and additional guarantees: medical care, corporate fitness card, meals, mobile phone payments. The social package removes some of the worries from the shoulders of employees, and they think more about work.
Step 6
Top managers tend to get even more bonuses from the company. Their social package contains the maximum benefits that can be derived from the company's activities. Top staff can look forward to internships abroad, buying real estate with the help of a business, providing an interest-free loan, and even buying shares below market price. Often, senior management is involved in the distribution of the company's profits. All this is done to stimulate the motivation of a person to work and is linked to his official powers and responsibilities.
