After leaving Tian Xiaofeng's office, Yan Wenlong was a little disappointed, he didn't know why Tian Xiaofeng's fear of difficulties was so strong. Pen ~ fun ~ Ge www.biquge.info He knows that everything has difficulties, but the more difficult things are, the more valuable they are, the more worthy of doing them wholeheartedly, and the sense of achievement after achieving them will be higher.

"Ignore him!" Liang Xinjie said to Yan Wenlong, who was sitting opposite in the office: "This guy has always been unconcerned about his work, and the work I assigned is always delayed. My guess is that he has already found a home and will soon be leaving. ”

Yan Wenlong nodded: "I also had this kind of speculation in my heart. If that's the case, it's no wonder that he's not interested in his current work and he's always disheartened. It's no wonder that he made a bet with me, saying that he was willing to give way to me if he lost, and it was irrelevant to dare to love. ”

Liang Xinjie snorted: "We won't talk about him." Tell us about the commission reform you want to implement. ”

Yan Wenlong took out his own plan and introduced it to Liang Xinjie in detail.

According to the data that Yan Wenlong saw, the distribution method of Trinity's year-end bonus last year was drizzle, and everyone was drenched a little, but everyone couldn't quench their thirst. In particular, those employees who have made contributions will naturally have to leave if they do not get good material feedback.

According to Yan Wenlong's suggestion, the current reform of the program should highlight the key points and clearly distinguish rewards and punishments. The most direct way is to tilt resources to the core team and build a sales team with excellent ability and strong fighting will.

Therefore, Yan Wenlong plans to shorten the incentive cycle of the sales department. The original semi-annual bonus and year-end bonus were changed to quarterly distribution, showing the timeliness of incentives. Yan Wenlong believes that in the later bonus package distribution, those salespeople who are classified as the core team should be reflected in each person, and based on the quarterly performance and personal performance of their respective teams, they should be given enough incentives to open up the grade.

Liang Xinjie asked: "Increasing incentives is naturally a joy for everyone, but it means a significant increase in salary. Our company has a salary package limit, and we have to make a budget at the beginning of each year. Salary that exceeds the budget has to be approved at various levels, and this rule is set by me, and I can't take the lead in violating it myself. ”

Yan Wenlong responded: "It is true that the general salary package will definitely be higher than before, but according to my reform method, some people's bonuses will be reduced, and the core team will be increased, but the number of people in the core team is limited, so the total package will not exceed too much, I estimated, about 8%." ”

"Boss, the salary package is linked to the budget, and the budget is planned at the beginning of the year and linked to the estimated performance. However, the market environment is ever-changing, and there is no room for adjustment, and employees cannot be allowed to let go of performance in order to control the general salary contract. ”

"In the face of fierce competition, compared with the salary level of peers, a breakthrough in the salary package is inevitable. The so-called wealth scatters people gather, wealth gathers people scattered. If you can't keep employees, you can't do business. In the case of Fangda and Leapfrog, which I have worked for, the corporate culture and style of doing things are completely different, but the motivation for employees is equally unambiguous. ”

Liang Xinjie shook his head: "You don't know how expensive firewood and rice are!" When the company opens, there are countless places to spend money, and if we don't look at every penny and don't hold our money bags tightly, our company will soon collapse. We are not like large companies like Leapfrog, they are strong, the proportion of compensation and commissions is small, our total income is so much, we have to spend every penny carefully. ”

Yan Wenlong thought to himself, you guy is really picking on the door, the pattern is too small, and the profits in front of him are too important, no wonder the company has not been big. Even if there is more money coming in, you don't dare to spend it. If this continues, the company will never improve.

"Boss, some costs are consumable and do need to be controlled. But you can think of employee compensation as an investment. Referral commissions are a direct investment. For every extra dollar you invest in commissions, you generate seven dollars in output. Of these seven yuan, with the expansion of the scale, the profit that can be earned has also changed from 1 or 2 yuan to 3 or 4 yuan. ”

"That's leverage. Eventually, you'll find that the more you invest, the higher your output, the faster your marginal costs will fall, and your profit margins will go up. This industry is an industry with obvious scale effect, we will increase the scale through investment, and our profit growth rate will exceed the investment growth rate and income growth rate. ”

Liang Xinjie listened in disbelief. He was self-made, had no economics courses, and didn't care about marginal costs or economies of scale. He only believed the report numbers he saw, and was very distressed about every penny spent.

Liang Xinjie said: "What you said is very reasonable, you put this plan here first, and I will think about it again." ”

Yan Wenlong sighed in his heart, it was not easy to change this stingy boss. He had to speed up: "Mr. Liang, what is your dream for Trinity?" ”

Without waiting for Liang Xinjie to speak, Yan Wenlong continued to speak: "I know that you must have a great dream, and I also have high expectations for Trinity, hoping that this company can become a world-class financial company and a respected brand, right?" ”

"Yes, you're right!" Liang Xinjie said: "But to do this, it is very difficult, my ability is too poor. ”

"It's time for you to reflect on yourself, after so many years, the company is half-dead, and you don't have the courage to make big changes. If your thinking concept is still in front of the immediate interests, the company will continue like this, and there is no change from the past, and it is getting farther and farther away from your dream. Instead of hanging like this, it's better to go out, give it a fight, and try a different way of living! ”

Liang Xinjie raised his head and looked at Yan Wenlong with a complicated expression.

After a while, he said with emotion: "Well said, Wenlong! Your words woke me up. Give it a go, yes! If you want to make Trinity bigger, you should really open it up, and you should really change your way of living! ”

He nodded: "Okay, I agree with your plan, I will also give up my previous mentality and concepts, and try to see if I can break through this time." ”

He lowered his voice again and said, "But." This matter will definitely be reviewed by the office meeting, and on the other side of the office meeting, other vice presidents will definitely raise objections, and it will be another war of words. When the time comes, you will come to the meeting together, and tell them the reasons you just told me, including investments, dreams, and so on, and silence the opposition. ”

"I will speak at the end in solidarity with your plan and finalize this matter!" Liang Xinjie said, clenching his fists.

On October 29, after a fierce closed-door meeting, Yan Wenlong's proposal "Trinity Company's Sales Salesman Commission Reform Plan" was approved and officially implemented on November 1.

In the final published version, the plan was reformed in four main areas.

The first is to increase the intensity of commissions. The first is to ensure the basic salary, so that those inexperienced salesmen can also have the most basic income, be able to support themselves, and solve their worries. This can effectively reduce the mobility of grassroots salesmen.

At the same time, in order to challenge employees to higher goals and complete sales tasks, the program has increased sales efforts. The sales rebate has been changed from the previous uniform ratio to the interval ratio.

According to Trinity's previous plan, the salesman will receive a commission of 30 yuan for each valid card issued. However, according to the new scheme, within 100 sheets, each piece becomes 30 yuan, between 100-150 sheets, each piece becomes 50 yuan, and between 150-200 sheets, each piece becomes 70 yuan. For more than 200 cards, each card is 90 yuan.

According to this scheme, the salesperson will set his own goals higher, because the higher the range, the higher the commission. The salesmen who were able to complete 120 sheets have also moved towards the goal of 150-200. And some employees with outstanding ability have secretly set a goal to go straight to the range of more than 200 tickets, and strive for a commission rate that is almost three times higher than before.

The second is to link with customer quality. In order to solve the problem of poor customer quality, the new commission system has added relevant reward and punishment mechanisms.

If the customers introduced by the salesperson are high-value customers and the card is swiped more than 3 times a month, the salesperson will receive a reward of 10 yuan per customer. If the customer contributes interest and installment fees to the company within three months, the reward amount will also be doubled to 20 yuan per person.

On the contrary, if the quality of the customers introduced by the salesperson is not good, and the salesperson does not trade for a long time, does not withdraw cash, or fails to repay the customer within the time limit, Trinity will punish the salesperson. For each customer who incurs non-performing loans, the salesman's commission of 20 yuan will be deducted.

The purpose of this is to let these salesmen not only pursue quantity when introducing customers, but also pay attention to risk control, control the entrance, and pursue the balance between customer quantity and quality.

The third is to expand the scope of commission rewards. Under the new system, sales commissions are open to every employee of the company and even to the company's customers.

Trinity employees will receive a commission of 50 yuan for each valid customer introduced. The reason why it is higher than that of salesmen is that internal employees sell part-time, which saves a lot of sales costs and can be increased to commissions.

And such a generous commission ratio will also stimulate the sales enthusiasm of internal employees. They can earn commissions and increase their income levels by selling to the people around them at any time. You must know that the number of employees in the company is 3 times the number of sales employees, and using the tool of commission to activate the workforce may increase the company's production capacity in the short term.

Similarly, for Trinity's clients, they will also receive a $50 cashback for each valid customer referred. Such a means of bundling interests has brought in millions of customers of Trinity and become its potential sales force. And the success rate of customer referral is much higher than that of direct sales.

The fourth is to create a quick enrichment effect. Yan Wenlong believes that commission reform should not only have real incentive policies, but also have false stories and role models.

Therefore, in the new program, Trinity incentivizes sales personnel every year, conducts comprehensive evaluation according to performance, customer quality, personal progress, etc., and issues a special award at the end of the year, a set of housing, a progress award, and a car.

Although this suite is in the suburbs, the value is limited, and the car is also an ordinary car within 200,000. However, the advertising effect brought by the "award house and award car" will be extraordinary, which can greatly stimulate the morale of the sales team and make it easy for employees to feel the company's courage.

But after the announcement of the commission plan, the emotions of all employees in the company were mobilized. The crowd was excited, and they inquired about the details of the plan. In particular, the employees on the sales front line are ready to do a big job.

Yan Wenlong, on the other hand, began to brew his next plan.