Original link: https://onojyun.com/2022/06/06/6183/
△ 157｜How to get employees to voluntarily reduce their salary?
In fact, the story of “voluntary salary reduction” has always been there, but this year, it has become more and more popular. In addition to the spread of the Internet and short video platforms, more and more people know it. Since “voluntary salary reduction” is the “routine operation” of many companies, and even praise and thank the company for giving me a job during the “hard” period, it is time to “come through difficulties”, “advance and retreat together” and “share weal and woe” with the company, This kind of loyalty, determination, original intention and sincerity need to be reflected and appreciated at this time.
So, today I will provide these big bosses with a few strategies and methods on how to get employees to voluntarily reduce their salary.
Method 1: Create a pay cut competition
If the corporate culture is a “wolf culture” or a company with the theme of “gratitude”, then method 1 is perfect.
What is “salary reduction”, we can’t just start the discussion from the actual occurrence of salary reduction. For both public and private, we should open the pattern and give the behavior of “salary reduction” richer connotations and definitions. Then we have to discuss “why does the company choose to cut wages?” If at this time, the company has been promoting that “employees are part of the company, employees are my brothers, and we will not give up any brothers”, then the company what is it? The company is a part of the employee’s family. The reason why the company wants to cut wages is because the family is in trouble. At that time, if you are not a part of the big family, you should stand up and advance and retreat with the company?
Then “moral kidnapping” is a means that must be used. What a company is, not a place for employees to work, but a warm home for employees. If the staff names are changed to brothers and friendly names, it will better reflect the integration and integrity of this big family.
The “company’s salary reduction” is due to the family’s difficulties. If employees as family members choose to “voluntary salary reduction”, they are helping their family members and making a huge contribution to preventing their big family from falling apart. Just imagine, if it is your family, suddenly the family is in poverty, he was your good teacher, your good friend, he will give you gifts every holiday, and he will serve you a hot meal when you work overtime. The instant noodles, and the tail tooth banquet will be held so that everyone can see who the boss will value the most next year. Shouldn’t you, as a family member, empathize with him to understand his difficulties at this moment? “Voluntary salary reduction” means “returning kindness”, and complaining means “betrayal”. Those who “betray” their family are neither moral nor ethical, nor the traditional Chinese virtue of filial piety. loyalty”.
Then, at this time, a certain mechanism of “competition of salary reduction” can be introduced, that is, the one with the most “voluntary salary reduction” is regarded as “absolute loyalty”, that is, “non-absolute loyalty means absolute disloyalty” . And those who only think about individualism when the company is in crisis are all “disloyal”. If the company “retires”, they don’t retreat together. When the company “enters” in the future, they will naturally not be able to move forward together.
Method 2: Establish a “squid game” in the field of salary reduction
Method 1 has a very critical “objective condition”, that is, whether the company is based on a “wolf culture”. If more than half of the company does not support or agree that “voluntary salary reduction is loyalty”, then this rule naturally does not exist. At this time, I suggest you fools, sorry, I missed the point, and business leaders adopt a brand-new “non-traditional competition mechanism”.
The “squid game” of voluntary pay cuts. The rules are very simple. In fact, many companies are already using this method, which is to ask employees to sign a contract of “Voluntary Salary Reduction”, and the parties themselves decide how much to reduce their salary. But the problem is that if there are complaints and common goals among employees, they can easily reach an unanimous decision-for example, after employees discuss in private, they decide to all publicly confront the company with a 1% salary cut. The key to the problem in this situation lies in the formation of an alliance between employees. When they fight against the company together, they tend to be more united and orderly. Then at this time, a mechanism should be introduced to destroy the alliance relationship between them and form subtle internal contradictions among the people. Naturally, they will not unite again.
This mechanism is also very simple: 1. The person with the largest salary reduction (if the salary reduction is the same, the actual salary reduction is determined to be the largest), the application for a salary reduction for the quarter can be cancelled; 2. All members of the “Voluntary Salary Reduction Agreement” After signing, an average salary reduction ratio can be calculated. Those who exceed or refuse to sign the “Voluntary Salary Reduction Agreement” will be reduced according to the average salary reduction ratio; those who exceed the average salary reduction ratio can receive a certain percentage of “salary reduction credit”. Deduction”, which can be used as a deduction for the actual salary reduction ratio in the next salary reduction.
Perhaps the second point is more difficult to understand. This deduction seems to be giving employees a certain “discount”, so that they do not actually take a pay cut, but this must be viewed from a long-term perspective. It’s like there is only 100,000 yuan of subject matter in the market, but 1 million yuan of currency has been printed at this time, so what does this mean? That is to say, the more the “salary reduction discount” is consumed, the actual salary reduction ratio will be diluted. After everyone consumes the “salary reduction discount”, they will face a larger average salary reduction ratio.
Method 3: Establish a salary reduction mechanism on the edge of the labor law, that is, require employees to voluntarily reduce their salary on the premise of not breaking the law. Everyone is happy!
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Here everyone should have a question: “Hey, so my country has a labor law?” I can tell you clearly and responsibly that my country does have a labor law, and then there is no such thing.
write at the end
I need to clarify: if you click on this article through a search engine, you can basically conclude that it is “stupid or bad” . Of course, “stupid” and “bad” are not the same thing, and even more often they are One, when it is one, it has another title, which we generally refer to as “stupid”.
Why do I say this, because it seems that people who are going to ask this question on a search engine have a clear purpose. Of course, it is also possible that the employees who are afraid that they will be “requested for a voluntary pay cut” will do the opposite, and want to see how they can deal with this situation – but the problem is, if they really encounter this step, they will How to choose can not be solved by anger and others’ sympathy. Those who resolutely leave because they can’t stand the humiliation, also “why not eat meat” and can’t understand those who would rather “voluntarily take a pay cut” than have to stay in a job.
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