Salary Design For Start-Ups

The complexity of this problem lies in: first, employees have different levels and different incentive systems for different levels of employees. Secondly, there are various salary systems to choose from, such as employee stock ownership, option system, long-term MBO and so on. Which system is most suitable for your business? In addition, with the development of enterprises, should the salary system of enterprises be adjusted accordingly?

　　 On the whole, Start-ups Of Salary design Take the following Principle

First, the principle of high wages and low welfare.

Two, concise and practical principles.

Three, increase incentives.

Four, establish performance pay system.

Inside the enterprise, it can be divided into two categories: high technology intensive post, department and general management, service type. There will be differences between the two in the wage system: highly skilled jobs, enterprises have a strong dependence on the recruited staff, so in order to recruit skilled personnel, the long-term development goals and relative stability must be taken into consideration in the design of wage earners. To this end, the wage system should adopt a flexible combination of ways, such as direct equity, high salary and welfare.

For general business, service departments and posts, the post and grade wage system should be adopted. The sooner the system is established, the better. According to the enterprise's post needs and actual capabilities, and the actual ability and level of the staff, there are targeted posts, quota and grading, fixed salary. Employees entering the enterprise have clear personal positioning and development goals, and the change of posts is bound to be related to salary.

The wage system and incentive system of enterprises are two different systems. In particular, start-ups should be differentiated, otherwise, the basic wage system and incentive system will be confused, so that their enthusiasm for work will be compromised. If managers want to motivate employees who make outstanding contributions, they can not adopt a simple way to raise salaries directly in their original positions. Instead, they should adopt a method of one-time reward or promotion.

　　 At the same time, pay attention to two aspects of salary design.

　 1, avoid excessive gap.

The difference is that the reward difference between excellent employees and ordinary employees is greater than that of the job itself, and there may be a big difference between employees who work equally. The difference between the former and the former is conducive to the stability of the excellent staff. The difference between the latter has resulted in employees' dissatisfaction.

　　 2, avoid too little difference.

The difference is that the reward difference between excellent employees and ordinary employees is less than that of the work itself. It will cause dissatisfaction among excellent employees.