"Old Zhu, you are no longer a state cadre. We don't have any superiors and subordinates, don't be so careful, right? You can say whatever you want. I'm really not very used to this."

Zhang Yanming smiled and made a gesture of invitation.

Lao Zhu has been in the system for too long, and his habit of speaking and doing things has penetrated into his bones, so it is probably difficult to change.

And in a few years, when private capital grew, this kind of work style that was hesitant and hesitant to do things and only guess people's hearts was brought in and became popular.

This is a kind of distortion of thinking and human nature engraved on the bones.

"That's right, say whatever you want." Empress Dong glanced at Chairman Zhu.

Although Lao Zhu is her mentor, leader, noble, supporter, and supporter, the two people's personalities are really far apart.

The original poor status and the nature of the company can suppress this kind of personality conflict. Now everyone is a worker and the level is basically even, so this contradiction suddenly becomes sharp.

In fact, it has been so many years since the two of them got to know each other and cooperated with each other. The "friendship" is extremely deep, and they have a very good understanding of each other's length and depth. There are no substantial contradictions or resentments, but the contrast in personality is too large.

Just like making friends with chronic people, feelings can be found, quarrels must be found, and love and killing each other is inevitable.

Listening to Empress Dong’s criticism of herself, Chairman Zhu was not angry. He lowered his eyes and said, “It turns out that at that time, our factory also used high commissions and high rewards to motivate sales personnel to achieve sales goals.

Xiao Dong is an example. She earned millions of salary in 1992." Chairman Zhu pointed at Empress Dong with his finger.

"However, in 1994, I found that this kind of reward or incentive method was not healthy. Sales staff got too many, and there were so many employees in other departments on and off the stage, how could they balance it?

Air conditioners are not transformed. From research and development to production to installation and commissioning after-sales service, everyone is making contributions. Why can sales enjoy all rewards alone?

Later, I adjusted the sales staff’s bonus, and many people left dissatisfied. Xiao Dong supported me at that time, stayed, and led the team again. Today, he has achieved relatively good results.

But I feel that although the credit is not a certain team or a certain department, everyone has made contributions, but some people are in front of the curtain, and some people are sweating behind the curtain, but they cannot do a one-size-fits-all approach."

"So what?" Zhang Yanming asked.

"I feel that the reward mechanism of this system is too average, or it is not a reward, but should be called a welfare. Everyone sits in a row and divides the fruit."

"You mean, the reward and punishment mechanism continues to use the original one?"

"The company's employee level promotion system is very good, but I really hope to follow the original factory regulations."

"I agree." Queen Dong made a statement before Chairman Zhu finished speaking and clearly supported Chairman Zhu. The support and direct confrontation of this girl was completely right to the matter, not the people, and did not care about the environment.

Zhang Yanming tapped the table lightly, thought for a while, nodded, and said, "The company had no management experience as a manufacturer before. Although there were machinery factories and furniture factories, the scale was not large and the sales model was completely different.

What we have always done is a single operation, including hotels and retail. There is basically no difference in the employee group, and everyone enjoys the same thing."

After pausing, Zhang Yanming nodded again: "Okay, rewards, punishments, benefits, continue to use the original system. This time, only the employee promotion system is implemented, and salary adjustments are adjusted according to the level."

"Brother, our level salary is actually a bit high. If we add the reward system mentioned by Chairman Zhu, then this is not an ordinary salary increase. If the income is just over, some people can still make a few more comments."

Last night, Zhao Zhenhua turned over the regulations and systems of Gezhi's current management mechanism from the beginning to let himself know more about this company. Now it's used.

The current salary of the entire Fengcheng system is indeed relatively high. The lowest level zero employees (intern employees) have more than 100 more salary than the social industry. When employees reach the level 4, they are basically at the middle-level management level of other companies.

Among them, one is indeed what Zhang Yanming is willing to give, and the other is that the social wages are indeed low at this time. In 2004, the capital of 1,000 was considered a very good income.

Otherwise, there wouldn't be so many people huddled in the holes of several floors underground.

Gezhi is an old enterprise. Many employees have been in the factory since they were built, and countless people have worked for three or five years. According to the rating standards of Fengcheng system, the salary is quite serious.

Everyone looked at Zhang Yanming waiting for him to speak. When it comes to salary income, it was hard for everyone to say anything, and they also wanted to see the attitude of the new boss.

What can best show the boss's personality and heart is the company's salary and welfare system.

Don’t look at so many successful people who smile all day long, speak generously and donate money and supplies at any time, these are all false.

You can see the income and welfare status of the lower-level employees in the factory. That is the truth.

Chairman Zhu is already thinking about how to resolve the contradiction between salary and the original reward and punishment system after employee ratings. It is indeed a bit too high for the superposition. Some old technicians may get more than they do now.

There is no need to mention sales.

Zhang Yanming looked at Zhao Zhenhua and asked with a smile: "Do you know what the most hope is for employees to run a business?"

Zhao Zhenhua thought for a while: "Loyalty?"

"What else?"

"..., are you motivated to make progress? Take the factory as your home and take the initiative to take responsibility? Be hardworking and active in making contributions?"

"Absolutely." Zhang Yanming nodded: "In fact, it is just two things, loyalty, and can actively create value for the company. So, what situation can make employees have the above two things?"

Zhao Zhenhua thought for a while: "The income is high. Uh... the factory is famous and you can be proud of your face when you talk about it. I feel that you have face. Those who work as workers in joint ventures feel that they are quite awesome."

"It's true, but it's inaccurate. Let's put it this way, if the salary and benefits are high, the loyalty of employees is high and stable because he has little pressure.

In addition, if the reward is high, the employees will be passionate and will think about how to improve their grades. He wants to get high rewards.

However, there is a contradiction here. Often, employees with high loyalty are not passionate enough, and passion is not loyal enough. As Chairman Zhu said, a large number of salespeople here jumped in 1994 because of this."

"Yes, the income is absolutely high, but I really have no loyalty to the company. Most of them leave after a slight turmoil."

Chairman Zhu nodded: "After the adjustment, the team became relatively more stable. Xiao Dong made an indelible contribution." He glanced at Empress Dong.

Empress Dong was holding the business channel and scratching, not paying attention to Lao Zhu's eyes.

"So, why should we consider that workers take too much? I must be stable, loyal and passionate. Our focus should be on the factory's creativity and production capacity and after-sales service."

Zhang Yanming slapped the table: "No matter how much they take, can they get the profit?"
Chapter completed!