is worthy of being a veteran trainer who has been on the battlefield for a long time, and a few words will eliminate the dissatisfaction of the students present. On the other hand, the three of them were overjoyed that, as promised in the email, the first case study of Professor Zhao's training in the second half revolved around 'donkey in the rivers and lakes'.

The reason for choosing 'donkey in the rivers and lakes', Professor Zhao's explanation is as follows:

First, although "Donkey in the Jianghu" is a small company, the company's employees, the starting salary has reached 5,000 yuan, in Shandong, such a high salary is still not too much, so the operational requirements for work management will be relatively high.

Second, in addition to employing division management to assess its own internal employees, 'Donkey in the Rivers and Lakes' must also assess cooperative businesses and franchisees. For these partners who do not have a basic salary, the operation idea of labor division management is a completely different form.

Thirdly, Ms. Yan Haiyan, the relevant person in charge of "Donkey in the Rivers and Lakes", prepared the most sufficient information for this case analysis, the clearest thinking, and the best cooperation with the management team!

Fourth, as a start-up company that has just been established for less than two years, the management of 'Donkey in the Rivers and Lakes' is not mature enough, and many details need to be improved, which just brings excellent materials for training.

******

For Jun Mo, it doesn't matter what the reason is for choosing 'Donkey in the Rivers and Lakes' for case analysis, the important thing is that this rare opportunity is given to them!

Therefore, the three of them listened and analyzed every question that Professor Zhao said very carefully.

What I didn't expect was that when Professor Zhao sorted out the management ideas of 'donkeys in the rivers and lakes', the first thing he criticized was their salary arrangement!

In the past, Jun Mo and Wang Lei had no concept of salary payment, and "Donkey in the Jianghu" has always been the name of a small and micro enterprise, and an external accountant was hired to help keep accounts, and everyone's monthly salary was arranged by Jiayi. Small and micro enterprises, there are few inputs, and no one cares about whether they are taxed or not.

After Junmo and Duoduo became shareholders, Wang Lei and Haiyan also upgraded the company to general taxpayers when they went to the Industrial and Commercial Bureau to re-register the equity agreement. The new accountant has not yet taken up his post, so for the time being, let the original accountant simply help him.

Everyone was so busy that they hadn't had time to deal with taxes, salaries and other things, but at this time, Professor Zhao gave a vivid lesson!

"The purpose of implementing the division management is as follows:

First, let employees establish a sense of belonging to the company, and all points will be cleared after leaving, which is very costly!

Second, let employees be clear about their own development direction, and through the score, always understand their true value and development potential in the enterprise. ”

When he told the above two sentences, Professor Zhao still had an indifferent look, but he didn't expect to change the conversation to the next sentence:

"Originally, I was reluctant to interfere with the company's financial system, but the company 'Donkey in the Rivers and Lakes' basically made all the mistakes that could occur in the payment of employee salaries.

It's like a particularly skinny child who does something bad, and then pouts his ass with a wicked smile and looks at you, although it's not right to hit him, but this posture is posed, and if you don't give him a kick, your heart will always itch. ”

After speaking, he looked at Yan Haiyan in the front row without saying a word, Haiyan naturally knew what he meant, and quickly replied:

"Professor Zhao, 'Donkey in the Jianghu' is a start-up company in the exploration stage, you are welcome to correct any questions at any time, our nerves are very thick, if there is a mistake, we will change, and we will definitely not be hit by a few reasonable suggestions!"

Professor Zhao was obviously satisfied with this reply and continued:

"It's good that you pay your employees well, but the way to put all the salaries on the payroll is too backward!

Taking the basic salary of 5,000 yuan as an example, according to your existing method, all the money is directly paid to the employee every month, and the company does not care about the five insurances and one housing fund and other benefits, and the employee pays by himself.

First of all, this mode of operation is not allowed by national law, and if it is implemented for a long time, no matter how much money is given to employees, they may end up being blamed for the company's poor welfare and lack of insurance. And the happiness brought by the so-called high salary will also disappear quickly!

Employees' expectations of rewards are based on their own salary standards, and the higher the salary threshold, the higher their expectations for the value of each work share.

For mature companies, it doesn't matter, but it's not appropriate for startups to do this, because every year the expectations of employees are higher than the previous year, and the starting point is too high, and the subsequent welfare burden may be very heavy!

How to solve it? The answer is very simple, the total amount of money given to employees does not need to change, but the 5,000 yuan should be scattered.

First of all, the company pays all the five insurances and one housing fund, which is nearly 900 yuan, then the accommodation subsidy is 500 yuan, the monthly transportation + meal subsidy is 500 yuan, and finally each person leaves 100-200 yuan, which is placed in the capital pool as a welfare fund!

In this way, the company also pays a monthly cost of 5,000 yuan, but employees will think that they have enjoyed the benefits they should enjoy, and the salary can be increased in the future, not to mention that it can also reasonably avoid taxes and strive for more benefits for employees!

An employee who gets about 4,000 yuan a month and 5,000 yuan a month in cash is not much different, but the expectations and attitudes towards work may be completely different.

Since one of the main purposes of participating in training is to increase the happiness of employees, every link must be considered. ”

Employee happiness, this word undoubtedly touched Jun Mo greatly. Jiayi is bent on going to Shenzhen, isn't the reason for the various benefits and conditions given by that company? In other words, it can also be said to be a sense of happiness or belonging!

There is insurance, a comfortable place to live, various types of rituals, bonuses, and it is these tangible material rewards that make her willing to give up the infinite possibility of starting a business with everyone.

Successful companies are all similar, and the advice given by Professor Zhao is also their common method. Jun Mo and Haiyan are naturally good, Tao Ye also thoughtfully wrote down a few strokes on the Ipad, and it is estimated that he will have to make some corresponding adjustments to his company's salary when he goes back.

As soon as the salary matter came to an end, Professor Zhao paid attention to the equity structure of 'Donkey in the Rivers and Lakes', and after projecting the equity ratio table on the slide, he asked the venue:

"Mr. Jun Mo, do you mind if I make some of my own comments on your company's shareholding structure?"

Of course, Jun Mo doesn't mind, the management of 'Donkey in the Rivers and Lakes' has always been very transparent, not to mention that the other main purpose of participating in this training is to make plans and arrangements for the 20% equity incentive that Tao Ye originally envisioned.

Even if Professor Zhao didn't point out this issue, the three of them planned to bring it up in the follow-up discussion, so after hearing the roll call, he quickly got up and said:

"Professor Zhao, although you said bluntly, this is also a problem that our company attaches great importance to and urgently needs to find a reasonable way to deal with it!"

Professor Zhao is really a real person, and when he heard Jun Mo say that he didn't mind commenting on their company's equity structure, he immediately said mercilessly:

"As a start-up company that has only just been established, the equity of 'Donkey in the Rivers and Lakes' is a bit too dispersed, although there may be no problems now, but it may be affected when raising funds in the later stage.

This is the company's decision, I have no reason to intervene, and it has nothing to do with the management of the division of work, the main reason for this problem is that "Donkey in the Jianghu" is ready to take out 20% of the equity as a reward to the future employees or cooperative businesses that have made outstanding contributions to the company. ”

"Ladies and gentlemen, if your company has similar plans, please raise your hand."

After speaking, he deliberately paused for a while, but nearly 20 seconds later, there was still no one raising his hand! This situation is estimated to be expected by Professor Zhao, so he naturally continued:

"Although none of you have done this, there are not a few companies that have similar ideas, but the specific way of doing it is ever-changing.

The goal of division management is to let the best employees who contribute the most to the enterprise enjoy the fruits of enterprise development, so we encourage enterprises to eventually transfer part of their equity to them.

But this kind of operation is the ultimate means of work management, and it must not be used lightly! What is equity, it represents that a part of the company is truly yours. It's easy to give equity, but if you regret it later, the price can be great!

In the early days of entrepreneurship, anything can happen, and there are often personnel changes in various departments, and equity is distributed prematurely, so what should I do when this happens?

How the founders, investors, and core members distribute equity is the company's own business, and it is understandable that everyone enjoys the proportion of shares according to their own contributions!

However, it is extremely rare to be ready to allocate 20% in the second year of enterprise operation like 'Donkey in the Rivers and Lakes', and both the operation idea and the distribution ratio are seriously unreasonable! ”