For the marketing team to set the salary system has been discussed for many businesses and headache. If you set a good, you can play a small but powerful chain of effects; if the set is not good, then make the team lifeless, unable to inspire the team dynamic. Now many companies marketing team to set the salary system is generally base salary plus bonus or commission, the basic salary is fixed, while the bonus and commission rate of or are based on sales or profits to reach the floating state. and bonus calculations are set according to some formula, the higher non- the right to determine the distribution of lower bonuses. This is just the hardware evaluation of the marketing team, while the team's cohesion. discipline. team building. execution so they can not use money in the form of assessment. and so it was a blind spot of the assessment team.
So how in the form of bonus marketing team at the same time evaluation of hardware and software, the maximum excitation team dynamic? I believe that the marketing team can effectively set up the team prize to solve this problem. Specifically as follows:
1. Establish the marketing team in various positions in the base of the team bonuses, such as 500 yuan, director of marketing; marketing manager for 400 yuan; marketing director or the Office of the Director of 300 yuan; marketers 200 yuan.
2. Determine the marketing team of software assessment indicators.
3. All the hardware assessment targets marketers pay staff bonuses based on the formula, but the team bonus pay not to be directly calculated.
4. After the end of monthly appraisal software by a higher index based on lower-level team to determine the distribution of bonuses, and pay staff salaries. Should be emphasized that higher levels can only determine the distribution of direct subordinates of the team prize, not leapfrog distribution. Such as marketing general manager only director of marketing team can determine the distribution of bonus, but can not determine distribution, marketing manager of the team bonuses, and so on.
Note: 1. Bonus percentage of total team prize too hard to 5% to 15% more appropriate. If the ratio is too large, it will lead marketers money floating base is too large, is not conducive to marketing team stable and prone to fraud and bribery marketing management phenomena, but the ratio is not easy too low, the ratio is too low there will not achieve the purpose of the assessment team of software.
2. Despite the higher level team can leapfrog to the distribution of bonuses, but the monitor has a responsibility and obligation, once the lower levels found lower in the distribution of bonus among the team of serious anomaly should be ordered to lower-level explanation and correction.
3. To avoid the marketing managers in the allocation of bonuses to team appeared''to do good "for the average distribution of the phenomenon.
This bonus can also be used to set system to other departments, specific methods and issues can refer to the above methods and issues.
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