舉(ju)個例子(zi)我們是(shi)一(yi)家三線城市的(de)(de)(de)小公(gong)司(si)，公(gong)司(si)沒有科學的(de)(de)(de)薪(xin)酬管理體系(xi)，員(yuan)(yuan)工的(de)(de)(de)漲薪(xin)也主要靠公(gong)司(si)每年的(de)(de)(de)普調。時間(jian)長了，就(jiu)發現這個工齡久的(de)(de)(de)老(lao)員(yuan)(yuan)工，會比同崗位的(de)(de)(de)新員(yuan)(yuan)工每個月多拿一(yi)千多塊錢。面對這樣的(de)(de)(de)問(wen)題(ti)，老(lao)板(ban)也認為不太(tai)合理，邀請我們HR去進行一(yi)些改善(shan)，最好能夠是(shi)降低(di)老(lao)員(yuan)(yuan)工的(de)(de)(de)成本。那(nei)面對這樣的(de)(de)(de)問(wen)題(ti)，該如何破(po)局(ju)呢？我的(de)(de)(de)理解是(shi)，優化(hua)老(lao)員(yuan)(yuan)工，解決當下(xia)，調整薪(xin)酬結構(gou)，激(ji)勵未(wei)來。
第一(yi)(yi)，老板(ban)認為(wei)不合(he)理，一(yi)(yi)定是(shi)對老員(yuan)工(gong)(gong)有(you)不滿意的地方，甚至說(shuo)比新員(yuan)工(gong)(gong)掙得多，但(dan)干的少，價值產(chan)出低(di)，對吧？所以說(shuo)我(wo)們要(yao)去做一(yi)(yi)些人(ren)才(cai)(cai)盤點，把老板(ban)和大家所看到(dao)的這種現象分解成關(guan)鍵的素質(zhi)與業績(ji)，并聚焦到(dao)人(ren)才(cai)(cai)九宮(gong)格，將這個不合(he)適(shi)的員(yuan)工(gong)(gong)淘汰(tai)。心要(yao)狠，刀(dao)要(yao)快。為(wei)什(shen)么(me)？因為(wei)降薪一(yi)(yi)定會有(you)負(fu)面的聲(sheng)音(yin)或(huo)情(qing)緒，它是(shi)會傳(chuan)染的，比安撫情(qing)緒更(geng)重要(yao)的是(shi)切斷(duan)情(qing)緒的源頭。而且大多數企(qi)業是(shi)沒有(you)這種薪酬升降的文化的，這點非(fei)常的關(guan)鍵。
第(di)二，我們看(kan)調整薪(xin)(xin)酬(chou)的(de)(de)結構(gou)。因為每年的(de)(de)漲(zhang)(zhang)薪(xin)(xin)導致(zhi)老員(yuan)工(gong)(gong)(gong)(gong)比(bi)同崗位(wei)新(xin)員(yuan)工(gong)(gong)(gong)(gong)多拿一千多元。我的(de)(de)判斷是(shi)(shi)，第(di)一，你(ni)的(de)(de)工(gong)(gong)(gong)(gong)資構(gou)成是(shi)(shi)有(you)工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資的(de)(de)。因為工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資的(de)(de)漲(zhang)(zhang)幅比(bi)崗位(wei)年度(du)的(de)(de)正(zheng)常漲(zhang)(zhang)幅還要高。或者說(shuo)企(qi)業(ye)在(zai)用幾年前(qian)的(de)(de)薪(xin)(xin)酬(chou)制(zhi)度(du)招(zhao)聘(pin)當下(xia)的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)。結果發(fa)現這(zhe)(zhe)個新(xin)來(lai)的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)他依(yi)然能接受幾年前(qian)的(de)(de)這(zhe)(zhe)種薪(xin)(xin)酬(chou)。那老板(ban)自然心里面有(you)想法了，這(zhe)(zhe)兩(liang)者都是(shi)(shi)有(you)可(ke)能的(de)(de)。如果說(shuo)你(ni)的(de)(de)企(qi)業(ye)有(you)工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資，可(ke)以(yi)設置工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資的(de)(de)封頂。比(bi)如說(shuo)時(shi)間(jian)(jian)是(shi)(shi)三年五年，超過這(zhe)(zhe)個時(shi)間(jian)(jian)，工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資也(ye)不再去(qu)增加，或者說(shuo)可(ke)以(yi)把工(gong)(gong)(gong)(gong)齡工(gong)(gong)(gong)(gong)資設計(ji)成為獎金包。針對企(qi)業(ye)工(gong)(gong)(gong)(gong)作滿一定年限的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)，根據價值呢獎勵不同的(de)(de)比(bi)例，把時(shi)間(jian)(jian)的(de)(de)大鍋飯改(gai)為價值的(de)(de)靈(ling)活分配(pei)。
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