公司如何更有效的发放工资？智鼎人才市场

　　制定工资标准这件事估计是每个公司老板最头疼的事，特别是在目前经济形势下，工资定低了，别说招新人，只怕连现有员工也留不住。工资定高了，开公司不仅不挣钱，老板还得往里搭钱。

　　说到底，老板是公司奖励政策的制定者，他可以利用人趋利避害的本性制定政策，将公司员工利益尽量与公司利益统一起来，这样根本不需要做思想工作，员工自己就朝着老板希望的方向使劲了。

　　制定工资标准这件事估计是每个公司老板最头疼的事，特别是在目前经济形势下，工资定低了，别说招新人，只怕连现有员工也留不住。工资定高了，开公司不仅不挣钱，老板还得往里搭钱。相信很多小公司老板都曾和我有过同样的困惑，为什么IBM、HP那些大公司的现金管理方法到自己公司却用不上？

　　先介绍一下我的公司：成立十多年，不到一百人，年销售额几千万元，问题几百个，员工来来往往标准的小公司。说来惭愧，我从未在大公司待过，也未系统地接受过管理培训，开公司以来，只能一边观察各类企业的成败得失，一边在自身的挫折中不断总结经验，努力寻找适合自己公司的管理方法。现在将我遇到的发工资这个问题和处理方法拎出来与各位一起探讨，没准对中国本土的小公司比较实用。

　　30%：70%VS60%：40%？

　　一个公司员工的工资一般都由两部分组成：固定工资和浮动工资。每个公司给员工发的工资都包括这两项，只不过不同公司工资这两部分的比例不同罢了。

　　我公司对于业务部门等一线员工一直采取的是低固定工资高提成的方法，这种方法有不少优点：第一，对员工激励效果明显。当月完成任务好当月提成就多，一放松收入立刻下降，所以员工每月的压力都很大，不敢松懈；第二，公司固定成本低。销售淡季由于一线员工固定工资低，而且一线员工人数占公司员工总人数的百分之八十，因此公司销售淡季时整体人工成本降低，能更好地抵御风险。

　　但是每当招聘时问题就来了：虽说员工整体收入并不很低，但固定工资少，招聘时应聘者一般最关http:https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13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　　后来招聘时，我只能采取一些临时的补救方法，不提基本工资，只提基本收入，新员工入职后再在基本工资基础上以奖金等形式增加其收入。不过这终非长久之计。

　　我又参考了一些案例，发现大公司业务部门员工与小公司业务部门员工在每月工资组成部分比例上的一个普遍差别：大公司员工月收入固定部分占总收入的60%，浮动部分占40%。小公司员工月收入固定部分占总收入的30%，浮动部分占70%。对照一下自己公司，一线员工每月固定工资与浮动工资比例还真挺符合小公司平均比例。

　　显然，这两种方法各有利弊。对于小公司来说，自有资金少，抗风险能力低，所以员工固定工资定得比较低，当公司效益好时，员工的浮动工资水涨船高，总收入也随着增高；当公司效益不好时，员工的浮动工资应声而落，公司在收入下降时有效地控制了人工成本。

　　对于大公司来说，公司家大业大，所从事的行业利润较高，吸引和留住人才是首要任务，对人工成本的顾虑相对较少，所以愿意为员工提供高一些的固定工资，增加公司对人才的吸引力。

　　这也产生了一个有趣的现象：经济危机来临时，大公司一般需要不断裁员以降低人工成本抵御寒冬，小公司根本不需要裁员而只要维持低固定工资，在很多的小公司，员工几个月拿不到奖金提成等浮动工资自己就跑了。

　　其实有时小公司员工虽说名义工资较低，但总体收入并不比大公司员工少。但是随着公司的不断发展和市场环境的改变，低固定工资高提成方法的缺点越来越明显，除了招聘困难，更重要的是员工觉得没保障辛苦多年，固定工资仍然很低，因而对公司的归属感不强，一遇别的公司挖墙脚，只要基本工资比较高，员工容易跳槽，从而造成员工流动性大。

　　如果你的公司跟我公司一样不断扩大，员工工资发放方法也应该逐渐向大公司靠拢，虽然这样会增加公司负担，但两害相权取其轻，否则招不来能人留不住骨干的问题必将影响公司的进一步发展。这是小公司向大公司发展过程中所必须承担的风险。

　　面对涨工资的压力

　　这两年物价上涨厉害，垄断行业及国家公务员纷纷大张旗鼓地涨工资，自然每个公司员工都希望工资收入大幅增加，但估计90%以上的小公司无法做到这点。面对这些压力，有时我这当老板的恨不得将公司大门一关，自己拿着资金炒股或炒房去，图个清净，还不见得少挣钱。

　　管理书上经常说：要给员工树立远大理想，创造发展空间，制定个人职业规划，分析公司现状及长远规划，激励团队精神，激发员工士气。通过这些年的实践，我发现要完美做到以上几点真的很难，再说光有精神力量缺乏物质奖励管得了一时管不了一世。大部分人对金钱的追求是无止境的，让公司人人都满意是根http:https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps: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　　我采取的方式是发展骨干员工入股。我将公司股份买一送一，半价销售给骨干员工，五年内退股只退还本金，至于五年后如员工想要退股，我定的是或者按当时公司净资产计算股价赎回，或者按员工实际出资的三倍赎回。而且每年拿出公司纯利润的60%分红反正有钱大家赚。不过享受权利的同时也得承担义务，股东一旦做了对不起公司的事，加倍惩罚，所致损失由股金中扣除。

　　当然，各公司搞股份制方法不一样。我公司员工入股，什么无形资产，市盈率等都未计算在内。我们只算公司的净资产，老板让利，员工实实在在得到实惠。每年年底会计出张报表，列清楚公司的固定资产、流动资金、应收应付、待摊折旧、当年利润，费用税金等等，明明白白，对于希望入股的骨干员工以上数据全部公开。

　　因为平常员工对我十分信任，大部分人连报表都不看，他们觉得只要明白公司净资产值多少钱、投资入股后每年大概的分红比例和增值比例就满意了。当然，正规的做法应该是让第三方会计师事务所进行资产评估并出具报告，但员工都认为没必要我也就乐得省事。

　　员工入股后，公司给每个人一张收据，写清楚该员工出资金额，再与每个股东签订一份入股协议，写清楚员工实际出资金额、占公司总股份百分比、每年分红方案，双方权益责任、退股方法等等，双方签字盖章，各留一份，一切OK。

　　为什么不白送骨干员工股份？其实我并不是在乎钱，主要是白给的东西别人不珍惜，而且入股的钱又可作为押金，以防股东做出格的事，再说员工入股的钱不出5年即可通过分红收回，不投入哪来的产出啊。

　　头些年我每年将公司当年盈利的30%用于分红，虽然总数不少，但对于小股东来说，有些不痛不痒。近两年听取高人建议，一方面公司自有资金目前足够支撑日常运转，另一方面最近几年生活物价指数涨得比较快，我索性将年底分红的比例提高到当年净利润的60%，消息一公布，公司小股东乐得嘴都合不拢了，一些原http:https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/https:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comhttps:https://www.job13580.com/https://www.job13580.com/www.job13580.comhttps://www.job13580.com/www.job13580.comht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　　这招还真好使，将公司股份分一部分给员工不仅留住了人才，而且还能激励员工更好地为公司工作，由于公司一直发展不错，在近五年里没有一个股东离职，经过这几年的分红后，早期入股的股东已经收回了当初所投的钱，而且手中持有的公司股份价值也增长好几倍。

　　不仅如此，公司重点岗位都有股东，管理上也省了我不少精力。当老板将公司50%以上股份分给公司员工时，他一定感觉到肩上的担子轻了不止50%，其实公司老板控股并不一定要占公司50%以上股份，如果其他小股东每人所占公司股份比例都不到5%，那老板股份只要占到公司总股份的20%至30%就已经是公司的绝对大股东了当老板总不至于当到公司所有小股东都团结起来对付你的地步吧？

　　还有一个小技巧是，以前我公司年底分红与年终奖财务上都是作为费用在第二年按月摊销，方法不甚科学，现改为当年按月计提，每月在利润中将这部分费用预留出来，这样年底发奖金时就能做到心中有数，各部门在计算年终奖总数时也有依据了。

　　曾经无意中听到某股东对其他人说：同行业的另一家公司要挖他过去，月薪比现在高不少，要不是他在公司有股份，这回就跳槽了。听了这话，我颇感欣慰：是不是股东到底不一样啊。

　　根据二八法则，公司80%的利润都是由20%的骨干员工创造的，因此公司的首要问题就是留住这20%的骨干员工。另外80%的普通员工工资根据工作年限适当调整，多做思想工作，如果还不行就一切随缘吧。通过近几年的情况看，我公司的员工相对稳定，公司经营没有产生大的波折。

　　激励政策也需前瞻性

　　说到底，老板是公司奖励政策的制定者，他可以利用人趋利避害的本性制定政策，将公司员工利益尽量与公司利益统一起来，这样根本不需要做思想工作，员工自己就朝着老板希望的方向使劲了。

　　但是我也遭遇了两次惨痛的教训。我们公司几年前开始经销某类电子设备，由于此类电子设备安装和售后服务比较复杂，所以售后服务时间成本很高，严重影响售后服务人员工作效率，同时按照公司规定，售后服务部人员各负责某片区的客户。售后是按维修费和工作单数量拿奖金提成，所以一旦某项工作占用大量时间会直接影响到售后服务人员的当月收入，因此有了该类设备安装或上门售后服务的任务，大家都不愿意去。

　　鉴于此，后来公司单独指派了两名技术人员重点负责这项业务并出台了相应的奖励政策，规定每安装一套此类设备奖励100元。这下倒真是极大提高了员工安装设备的积极性，但好景不长，很快又产生了一些新问题：其他员工对此类设备安装维修都不学了，因为他们觉得谁挣这份钱谁去操这份心，既然自己不拿这份钱那么当然此类工作与他们无关了，所以当销售出这种设备后，只要公司指定的那两个员工有事脱不开身，就往往无法及时给客户安装。

　　更麻烦的还在后头，那两名专业员工干了一段时间后越来越摆谱，除了愿意干此类设备的安装工作外，公司分配的其他任务竟然拒绝接受了。当经理问他们为什么这样时，他们反问：干其他活一次给多少钱？不给钱我们没时间去。

　　这种情况一出现，我觉得实在无法忍受，与他们谈了两次话后效果不明显，于是只好让他们走人了，好好的两名员工让有问题的奖励政策给毁了。

　　还有一个例子。公司有一个部门当初由于利润率比较大，所以提成政策定为利润的30%。

　　过了几年时过境迁，由于竞争激烈以及各种成本费用都在不断增长，为取得与原来相同的利润需要公司投入更多的人力物力，而且除了提成之外公司还要给每个员工发放基本工资，季度奖，年终奖及各种逐渐增长的补助，所以再按30%的利润比例支付提成变得非常困难。

　　但当公司将这些情况向员工说明后提出需向下调整提成比例时，遇到了非常大的阻力，很多员工都对此表示难以理解。他们一方面觉得每年工资不断增长是应该的，因为现在物价指数在不断增长，日常生活费用越来越高，另一方面又觉得如果公司要求员工创造的利润每年不断增长没有道理，因为现在市场竞争激烈而且每个人的能力不可能无限增长。

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　　所以制定各种奖励政策时，老板一定要全面考虑，要有前瞻性，不但要根据眼前的情况，还要考虑以后的情况：要详细算出过些日子一旦部门或公司业务发展了，现在定的奖励政策标准公司是否还能继续承受。

　　因为奖励政策的金额和百分比向上调员工容易接受，向下调整常常会使员工怨声载道。所以如果奖励政策缺乏前瞻性，则随着公司的发展，将来公司有可能不得不整体换一拨人才能使新政策执行下去，代价会很大。

　　事实上，这个世界上没有任何一所学校或培训班是用来培养老板的，哪怕是MBA课程也只能培养出职业经理人，老板是从实践中干出来的，不是培养出来的。知道别人如何失败比知道别人如何成功要重要得多，不过大家读过后未必就不会犯同样的错误。我只是希望大家犯的错误小点，过程短点，毕竟下水后还得呛点水才能学会游泳。

　　工资预算方法：

　　首先统计出公司每年的流水和利润，然后根据所在城市和行业的平均水平计算出为完成这么多流水和利润应按百分比支付多少的工资总额，其中一线员工应占多大比例，后勤和管理岗位应占多大比例，公司工资现状是否符合上述比例，是否人员大量冗余、工作效率低于市场平均水平，还是根据目前公司员工的工作效率可以适当向上调整公司人员的平均工资……用数字统计出这些后同时还可以判断以目前的管理水平和工资水平能否继续支撑公司生存下去、目前从事的行业对公司来说是否还有前途。当然，不同行业人力资源总成本占公司总费用的比例是不一样的，具体数字上网一搜很容易查到。

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