One aspect so easy to treat, how difficult is transformed into reality. I do not want to go into various aspects of managers personnel in depth, just a few brush because what I want to focus and as an element so simple can be a very important factor in helping the company to take the path of excellence or that of disaster .
I think because the management there are two schools: that the staff and a mere executor and must thank the company for a salary later this month, and what will the staff as a resource to the greatest ' Company, at any size is concrete image, outcome, with the commitment around ... It seems so obvious that the second form of Mangement and proper not go beyond that. I just wanted to pin that first there, and very present in our reality. I do not think it is that the road to excellence, but that for the company to send whores because at the end as in politics, self-sufficiency and dictatorships end sooner or later.
You want to talk about the shape of managers pay policy, which may even be in both cases exposed, even in the second.
The beginning of my professional life has been in a department of trade and both were motivated by a highly variable part, by the way you tell what led to disastrous consequences in me as manager, from that moment I did not believe in more variable and not I have talked as variable pay, you get good, if not the "same". The fact that in a moment of difficulty the company has decided to cut the bonus, which is fully assume for a junior manager or the staff. Do not like it, can not be your fault directly, but if the company goes bad, you understand that something must be sacrificed. The problem and the explanation. Our boss, senior manager is present at the meeting by saying: "I am sorry to report that this year there will be bonuses that the situation does not permit" to them so good, so a guess, was preparing an all could remain there. No! He added "I understand that hard, I had to go to the bank this morning to renegotiate my second mortgage on the house that I bought!" Son of the great ...! As you are not able to strapolare that the effect is not the same for you and for us as persons ninth on an assembly line! As you are not able to understand that what you and an optional, for the rest of the staff and a need to live!
I must say that was a very good manager, but these "ticks" are very often present when deciding whether and how the party will be variable. We are not yet able to understand what the staff needs to be paid, not optional, hindsight to live. And as this tiny part may be important to motivate him and the rest to produce more or better, to grow the company.
Point one, pay too little motivates more than anything.
Point two, must pay those who know the merits of one or another. I have already spoken in other chapters that a company is not a democracy. But the very fact that deciding the remuneration of individual staff in Great pyramid Committees which are reducing in attendance to measure up to pay out.
Some may object that a company made up of interrelated and that the result of team work, yes, I agree, but not all levels. The more salt if, as most important in low and work within their team. And if this true, and that, as can be evaluated by a manager who will have seen him maybe once pasando for a corridor or entering or getting the job? And so instead. Sperpentico a spectacle that turns into a struggle between departments to see who to award more people and how much in value. A fratricidal struggle between managers explaining why or why not is completely absurd. After a year and someone able to say "if, I agree, because one day he saw me in corridors and seem very active" or "si le chiedemo one thing one day and we responded kindly and quickly!" Once After 24 hours, after 365 days! How many times can we have in this space time! And this in the positive side, if another manager supports a candidate. But what happens when the same experience and negative? War, resentment, preparations for the next game. Why this crime can not go unpunished! So when will the next manager of return, according to its answers, the battle will be more or less harsh in contrast to opinions on the candidates, going to take the same subjects.
But not impossible! There narrative of fiction! A certain levels of management and experience so things are not possible! There will be someone who does nothing! No, No, No! Even the coldest of managers, even those that most people, even more than that "passes" in a moment or another explodes! It participates in the "sarao."
A process this committee loable the willingness of transparency and sharing, but deeply wrong in the application. Only generates battle, bad mood and little equity.
Demotivating for the management, demotivating for people because the criteria are not clear why that is and I not? Quel'altro because one day you saw in corridors and do not have it hailed! I've seen you? We had greeted him? ... Because even if what is discussed in committees should remain there, nothing further after minutes you know everything already, the interest the business launch is to conquer what is lost.
As a lever so important as staff remuneration becomes a motivating factor to get something that is good and if not, "the same".
Rather than take any responsibility for an as is paid, the responsibility of taking that decision means to reward and a warning to another. And too good share bread and fish to all equally, but at that point that serve? And too good not to have to explain it to you and you will not. And too good to survive. But then, what do you pay to the company! The policy responsibility in pay means pay and otherwise justified. So easy! Yes.
One thinks that the DRH should be the guarantor of a transparent process, well! I am referring to the already long chapter on the DPO.
Instead I was also contrary to the process. As the pay policy was creating a spirit of belonging to the company, loyalty to the company, and to fight for better results and to stimulate close to obtain better results. The fact that he is in a company that each year shared a portion of the profits among workers was that they were motivated. And that was true in France and the law so that it provides. But being in that situation was that one is left in that branch because the results were better than the others, let me say a similar market conditions. And an application was in the fact that to motivate staff with two, sometimes even three months' salary to do all that is creassi a spirit of work to do that the oars were all moved in the same direction. Some may consider that this state intervention in the economy. And true, and so. But having lived the experience makes me think and that should be in the rules of good management of a breakdown of that type, resulting from the development and redistributed equally. To punish those who had remato contra there in the business daily.
I have so valiant, which the company later at the same time, Sofri the opposite case. The true situation and that was less successful, partly because the company had a child, but also because the strategies were different affiliates, applying for the transfer costs much higher than that or at least should be and why I always thought Or rehen certain costs sopramercato. As the staff knew, and as logically there were no profits to be distributed, the effort to motivate the management and staff was very strong, most of the time was not motivate more focus on its goals to grow the company via turnover . Knowing that one can enjoy a social benefit derived to the extent of his own political effort to multinational and not enjoy was very frustrating for staff.
France and intervention, and public and so, but in some respects to lavorali of issues that should incorporate the managerial conduct for not sending whores to a company. One we discussed how the 'la participation et l'interessement, "the other" l'entretien annuel "as part of the process of MPP, Management du Potentiel et de la performance.
