Can the level of salary really affect employee loyalty?

About three years ago, the company hired a new janitor, and the uncle gave him a monthly salary of 1,800 yuan.

In the next period of time, the company's performance was poor and it was very likely to go bankrupt. During that period, the boss of the company was so angry that he shed tears every day.

In fact, this is not a big deal. After all, for companies, survival and death often occur within cycles. Some companies can build century-old stores, but the number of century-old stores is ultimately small. Pitiful.

With the collective efforts of all our employees, the company finally overcame that hurdle, performed well and developed in the following period.

At such a port, the guard uncle suddenly said: How come this company has not gone bankrupt? How great would it be if it went bankrupt? Now if you can give me a little more compensation, I can find a job elsewhere.

Because this old man’s mouth is like a bamboo fence. He says what he wants to say when he wants to say it, and his emotional intelligence is slightly lower.

After hearing this, the company leader didn't say anything, his face just turned uglier, and he found any reason to fire him after a period of time.

According to the company boss, even if the company does not have a doorman, it is absolutely not allowed to have such a doorman. A doorman who always expects his company to go bankrupt is not worthy of respect.

1. Tell an interesting little story.

I have seen a joke on the Internet before. This joke is very good. I will bring it here for everyone to enjoy.

If your monthly salary is 2,000 yuan, you may not feel the connection between the company and you.

If your monthly salary is 5,000 yuan, your work may have a little motivation at this time.

If your monthly salary is 20,000 yuan, you will think that even if the company asks me to work overtime, I will not complain.

If your monthly salary is 500,000 yuan, at this time you will think that the development direction of the company is my development direction.

If your monthly salary is 1 million yuan, at this time you will think that I am willing to do everything for the company.

2. Salary is the hard currency, and drawing a pie will not solve any problems.

There is no need to scold an employee for being obsessed with money. In fact, most people are willing to be obsessed with money, as long as the money is real money.

When company leaders paint a pie for employees over and over again, and give employees false propaganda over and over again, the only thing that will be destroyed in the end is the company.

If you have this skill, ability and ability, you might as well compensate your employees with more salary.

As long as the salary is paid, the vast majority of employees are willing to work in this company, right?

So we are back to the previous topic: Does the level of salary really affect employee loyalty?

Although this topic is very sensitive, we can still discuss it: Yes, it really does affect it.

Friends, what do you think?

Others don’t know, but I will definitely do it. I’ll just do it for a small salary. Anyway, life is hopeless. It has nothing to do with me whether the company’s performance is good or not. I don’t worry about it. High salary is different. Do it with your heart. , I also hope that the company will develop better and better, and I am willing to work overtime on a voluntary basis. At least I can deserve the salary.

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Lao Wang is the technical backbone of the company, and his salary is 4,000 yuan. , In the past, Lao Wang did very well. However, later, new employees came to the company, and some were even master's students. Unintentionally, Lao Wang learned that the wages of these newcomers were actually higher than Lao Wang's salary. Lao Wang has a relatively low salary among skilled workers. Lao Wang didn't want to do it anymore.

I reported this to the company leaders several times, but no salary increase was received.

However, Lao Wang is an old employee after all, a technical backbone and rich in experience. Although new employees have high academic qualifications, they lack experience. Once, the company's equipment broke down, and several new employees could not fix it. And the company's orders are in a hurry to produce. Lao Wang was on vacation at this time. The workshop director contacted Lao Wang and asked him to come back for repairs. However, Lao Wang refused to go back, using the excuse of being in another place.

The workshop director asked Lao Wang to provide remote technical guidance to the new employees. Lao Wang refused on the grounds of vacation. The director became anxious and quarreled with Lao Wang, saying that Lao Wang was stingy and disloyal to the company.

Lao Wang was also angry and counterattacked: "Who said I am disloyal? I have worked in the company for so many years and made great contributions to the company. With these wages, I should do these things. Take a vacation Just taking a vacation and not talking about work. ”

In fact, Lao Wang is very loyal to the company, but due to unfair wages, Lao Wang has a lot of opinions about the company. . The level of salary does not affect employee loyalty. The fairness of wages will affect employee loyalty. There are several reasons why I say this.

First, unfairness can easily lead to friction. Don't worry about scarcity but inequality. Employees actually don't have much of an opinion on how much their wages should be. The salary is set when signing the contract and is beyond reproach. But the fairness of wages will affect employees. No employee would accept the same conditions, the same job, but different wages. Encountering unfair treatment will definitely affect the enthusiasm and loyalty of employees, thereby causing friction.

Second, unfairness can easily lead to employee resignation. When employees discover unfair treatment, they usually become very angry and have a bad impression of the company. If this unfairness is unacceptable, many employees will choose to leave.

Therefore, what affects employee loyalty is not the level of wages, but the fairness of wages.

There are many factors that affect employee loyalty.

First, the recognition of corporate culture. Regarding company culture, whether employees recognize it from the bottom of their hearts, whether they will integrate themselves into this cultural atmosphere, and the degree of recognition will all affect employee loyalty. If employees recognize the corporate culture and implement the corporate culture, they will be loyal to the company.

The second is a sense of career gain. Whether employees work in the company, achieve work performance, receive work remuneration, and have a high sense of career gain are also factors that affect loyalty. If an employee feels very satisfied and has a sense of accomplishment after working, he will be highly loyal to the company and will not do anything detrimental to the company.

The third is the company’s recognition. When employees work in a company, they can be recognized by the company, they can get the trust and support of their leaders, they can get help and relationships from their colleagues, and everyone works in a happy atmosphere, just like a family, then his loyalty must be relatively high.

In summary, the level of an employee's salary will not affect his loyalty. Many factors, including wage fairness, are factors that influence employee loyalty.

The level of salary will definitely affect employee loyalty. High wages are a recognition of employees' personal abilities, a reward for their hard work, and an affirmation of their contributions to the organization. 1. High wages are a recognition of employees’ personal abilities.

The level of wages represents the strength of employees’ personal abilities. Under the same market environment, the salary levels of similar positions in the same industry are roughly the same. Under these conditions, if someone has a higher salary level, it proves that his or her personal ability is better than most people, and there must be someone who is superior to others. at.

For example:

Now when recruiting college graduates, employers give priority to students who graduated from the 985 and 211 programs, while students from other colleges and universities are obviously not competitive enough. Because in terms of college entrance examination admission scores, 985 and 211 colleges are higher than other general colleges, which proves that the starting point of students in these colleges is higher than that of students in other colleges, and their learning ability is definitely better than that of students in general colleges. of. Then, the salary level after graduation is generally better than that of students in ordinary colleges and universities. 2. High wages are a reward for employees’ hard work.

In the same position, hard-working employees should receive high wages, reflecting the distribution concept of more work, more gain.

In real work, many employees work overtime and sacrifice a lot of personal rest time in order to complete their work. High wages are a reward for their selfless dedication to the organization. 3. High wages are an affirmation of employees’ contributions to the organization.

Employees who have made outstanding contributions to the organization must be given generous rewards. This is not only an affirmation of these employees, but also sets an example for others.

For example, if a company encounters a problem during the production process, if it cannot be solved in time, it will affect the delivery date promised to users, and it may face huge claims for breach of contract. In this case, some employees stepped forward and solved the problem through individual or team efforts, guaranteed the delivery date, avoided the company's breach of contract losses, and protected the company's reputation. Such employees should be heavily rewarded.

Although employee loyalty cannot be maintained entirely by the level of salary, the level of salary is an important factor affecting employee loyalty. Employees with strong abilities, selfless dedication, and great contributions to the organization must be given high rewards so that these people can fully feel the recognition and trust of the organization and work harder. Do you agree with my point of view?

Salary does affect employee loyalty. In the past three years, our analysis of data on the reasons why outstanding talents change jobs (nearly 2,000 R&D talents) shows that leaving for higher salary ranks first.

There have even been many extreme cases where the other company just walked away because the other company only offered 2-3K/month to add talents. This phenomenon is more common among technical talents aged 27-32.

In response to this situation, I will make a simple analysis. 1. Career values ??have changed significantly: Income first is an important value for professionals.

Urbanization is accelerating into cities, resource factors are increasingly monetized, and consumerism is prevalent. These have seriously affected the values ??of working people, and income first has become the value of many people.

Fresh graduates are flocking to high-paying positions. It is not uncommon for some research institute staff to leave for well-known companies to seek high incomes. Evergrande’s poaching of economists with an annual salary of tens of millions has caused a nationwide sensation. Relative to loyalty to companies, more people choose to be loyal to high-income companies. This will make them feel more secure. 2. Realistic pressures such as housing, education, medical care, and elderly care force workers to choose high-paying jobs.

Millions of dollars in house payments, hundreds of thousands of investment in education, expensive medical expenses for parents, and the pressure of future retirement are all huge burdens for working people. For those who live by earning wages, they must do everything possible to increase their output per unit of working time.

There is no way or choice. If you want to achieve a high-quality life, you must continue to choose high-quality platforms and positions. People in the workplace are loyal to those excellent platforms that can continuously provide them with value space and growth space. Higher income is related to workplace value and dignity, and is an important factor in their consideration of work.

In the two cases of job-hopping from a research institute to a company in 2019, both were caused by the pressure of mortgage loans, as well as the inability to advance in professional titles based on seniority and the inability to improve salaries, which caused outstanding talents to change jobs. 3. The company’s realistic view on employment and loose employment relationships hurt people in the workplace.

From "Lenovo is not home", to Huawei cleaning up 35-year-old ordinary employees, to corporate collective performances that make layoffs and survival the first choice in times of crisis.

Xi'an baseband engineer Guo Gong experienced three layoffs from companies due to poor economic conditions from 2010 to 2015. From then on, he would go to whichever company offered the highest salary. This became his motto. He could no longer Trust the company.

People in the workplace are really in pain. How can we guarantee a sense of security in the workplace? How to maintain a sense of security in your own existence. Professionals have their own answers. Summary

Mumu’s point of view In theory, more money is definitely more loyal, but in reality, it often does not work. Want to understand where the problem lies? Need We need to analyze from three aspects:

1. What are the standards by which we define our own salary? ——Comparison

2. Are the results we defined correct? ——Cognitive behavioral bias

3. Why are people with high wages but not loyal? ——There is always someone with more leisure and higher salary than you

Let’s analyze them one by one:

1. The standard for defining the level of salary: not the salary itself, but the relationship with the people around you Compare people

How do we define the level of wages? Is it the salary itself? Actually no, the high and low must be compared. Compare yourself with others, compare yourself with your colleagues, and compare your company salary with those in the same industry. There is a very good saying that you can refer to: "Your happiness does not depend on how big your house is and what kind of car you drive? It depends on how big your neighbor's house is and what kind of car he drives?"

You don't You may compare yourself with Jack Ma or Bill Gatsby, but you will definitely compare yourself with your colleagues around you. For colleagues who joined the company together, after a period of time, no matter how much salary they offer, as long as they are not higher than you, you will feel okay. If one day he tells you that his salary is higher than yours, you will be unhappy even if your salary is pretty good now.

2. The result of the definition is not necessarily correct: cognitive behavioral bias

In the workplace, cognitive behavioral bias has two typical manifestations. Are you familiar with them?

1. When achieving success at work, the first thing to consider is the internal reasons; when encountering failure at work, the first thing to consider is the reasons from the external environment;

2. Often feel that the boss is stupid and the supervisor is stupid Dumb, colleagues are incompetent.

Is it accurate? In fact, there is no need to worry too much, because most people are like this, more or less. In other words, most people use their own cognition to measure their salary when defining it, and this measurement tool itself is biased.

I think my ability is higher than yours, and the salary the company pays me is also higher than yours. OK, I have no objection. The company is great. On the contrary, I feel that my ability is higher than yours, and the salary the company pays me is lower than yours. That doesn't work. This company is too screwed up and not worthy of my loyalty. But the fact is that your colleague thinks the same as you, and he has never felt for a moment that his ability is inferior to yours.

3. Reasons for disloyalty due to high wages: deprivation of satisfaction, there is always someone better off than you

In fact, in many units, wages are not low, especially in some state-owned enterprises and institutions unit. Many people appear to the outside world to have a leisurely job and good remuneration. But within the system, they are not necessarily happy. The reason is simple: because here you can always find people who have more time and make more money than you.

Therefore, the level of salary itself is no longer important. The harm of comparison leads to the deprivation of satisfaction. Without satisfaction, you will gradually lose your passion for work. Dissatisfaction with other people's treatment will gradually be vented to the company. After all, those people are so comfortable because the company is used to it, leading to a decline in loyalty in the end.

Summary

In summary, we must have a clear understanding. First of all, the standard for defining the level of salary is comparison, not the amount of salary itself; secondly, due to the existence of cognitive behavioral bias, we often feel that our salary is not high in a small circle. Finally, in the company, You can always find someone with more leisure time and a higher salary than you.

This also explains why employee motivation cannot be improved through salary increases. Because salary increases can only make us focus in the short term on comparison with ourselves. My salary is higher than before. However, soon, we will turn our attention to the outside world and wonder why he has risen higher than me. This company is really not good!

The perspective of "workplace practitioners": Salary can really affect employee loyalty, but it is by no means the only condition that determines employee loyalty.

Facts are the best proof. Let’s first take a look at the impact of colleague Xiao Wang’s salary changes on loyalty. Then we will analyze the real relationship between salary and loyalty in detail, and explore how to effectively improve employee loyalty. What happens around me depicts the ups and downs of wage changes on employee loyalty

Xiao Wang is a colleague of my previous company. He joined the company after graduation in 2012 and was responsible for the development of electronic and electrical systems.

With the annual salary increase, and the company's quarterly bonus and year-end bonus, after working for four or five years, his salary will be around 100,000 yuan a year.

Although the salary in Beijing, Shanghai and Guangzhou can only be regarded as low, in our third-tier town, it can be regarded as the upper-middle level. Therefore, Xiao Wang is still quite satisfied with his salary level and is very loyal to the company. When he encounters customer complaints and technical problems, he will cooperate and solve them as soon as possible.

Inadvertently, Xiao Wang learned that the wages of employees recently recruited by the society were higher than his own. Some employees have fewer working years than themselves, but their salaries are higher than mine. Xiao Wang expressed his frustration with the company's policy that foreign monks like to chant sutras, but he could not change it. From then on, Xiao Wang's work enthusiasm was not good and his sense of responsibility was also greatly reduced. Every time I communicate with him on a project or check on the progress of a problem, there will be endless complaints, and I don’t see anyone else taking responsibility.

Later, the company underwent group integration, and this restructuring lasted for nearly two years. During this period, the company revealed that the principle of restructuring was to increase salary in favor of young people like Xiao Wang.

As soon as the news came out, Xiao Wang changed his previous negative attitude, and the dark cloud hanging above Xiao Wang's head seemed to disappear in an instant. He no longer complains about the company's policies at work. The passionate and fighting Xiao Wang is back again, with a face full of expectations for a better future.

But things went counterproductive. Just when wages were about to be raised, an epidemic swept across the country, dealing a fatal blow to the already depressed automobile industry. The operations of the automobile supporting industry have been hit by an unprecedented impact, and the salary increase plan can only be shelved.

Hope was cruelly extinguished, and adding insult to injury. Due to the sharp drop in orders, the company's cash flow is tight. In order to reduce expenses, employees are restricted to work overtime. Young colleagues who could have relied on working overtime to increase their income felt like their salary had been drained from the bottom of the cauldron. After deducting five social insurances and one housing fund, their March salary was only 3,000 yuan.

Such a salary is not even enough to pay for a basic mortgage and car loan, let alone have any surplus. On the day when his salary was paid, Xiao Wang updated a circle of friends that was visible to everyone: I worked hard, and finally, I couldn’t make ends meet! While making fun of himself, he also indirectly expressed his dissatisfaction with the company.

Just last week, Xiao Wang asked me about changing jobs. In their words, they all revealed their disappointment and chill with the company's policies, not to mention the honor and disgrace of the company and the struggle to overcome the difficulties. At this point, Xiao Wang's loyalty to the company has dropped to the extreme and reached rock bottom. It’s no secret that you’re riding a donkey to find a horse, now it’s just a matter of timing.

It can be said that Xiao Wang’s loyalty to the company is like a roller coaster, but the driving force behind every peak and trough is the adjustment of wages. The level of wages directly affects the loyalty of employees, and drawing a pie without a wage guarantee is just a cloud.

Since the outbreak of the epidemic, some companies with weak anti-risk capabilities have been unable to recover due to the break in the capital chain and have had to Declared bankruptcy. The companies that barely survived, in the early stages of resuming work and production, made drastic cuts in layoffs and salary increases, in the hope of going into battle lightly and surviving in dire straits.

01 When we are in a desperate situation, it is the best time to test the loyalty of employees based on their salary level

It is inevitable that there will be companies around us that are affected by the epidemic and have difficulty operating, and we will also avoid Don't let yourself or your colleagues suffer a salary cut or lose their job because of this. Faced with sharply reduced wages and watching mortgage and car loan repayments, anxiety and stress come at the same time.

Some people are sad because of this. The salary adjustment has made their lives difficult, they have lost motivation to work, and they are full of complaints about the company. When the company was in difficulty, he did not show high morale, and his honor, disgrace, and pride had long been swallowed up by the pressure of life.

Of course, maybe not to the point where everyone is in danger. Some colleagues did not show a strong sense of crisis or fear of gains and losses. On the contrary, it may also show calmness and calmness that were rarely seen in the past.

Don’t think that these people don’t care about the difficulties at hand or the meager basic salary. Their calmness does not come from indifference to the crisis, nor does it come from trust that the company can get out of trouble.

02 When looking at anything, don’t be deceived by superficial illusions

Just imagine, if employees work hard and only receive a basic salary in the end, this little money may He can't even afford to support his family, and he has no hope of the company getting out of the quagmire. Will he really be loyal and focused?

Those who still work hard and keep silent during work are actually not as calm and peaceful as they appear on the surface, nor are they trying to overcome difficulties with the company.

The truth of the matter is that everyone is just like Xiao Wang, but the time is not yet ripe, or their abilities are not enough to find a better job, so they have to ride the donkey to find a horse. Those employees with better abilities are already carefully polishing their resumes, building plank roads openly, and secretly building warehouses. Employees' loyalty to the company is the result of multiple conditions such as money and power, honor and recognition.

For example, if you want to have a high salary, then you must have the corresponding skills. If you advocate rights, then you need to bear the responsibility behind the rights. If you want to realize your own value, then you have to invest more time and energy.

In fact, working people do not blindly pursue high salaries, nor do everyone only care about material rewards. Instead, they constantly make trade-offs between high salaries, rights, honors and self-realization in order to achieve their goals. Achieve a balanced and win-win situation.

If you want to gain the loyalty of employees, the following conditions are indispensable.

First of all, employees must be given a salary that matches their personal value. After all, salary is the most direct way to reflect value. If the salary an employee receives is not proportional to his ability, loyalty will not be discussed. But this does not mean that the reward should be several times higher than that of other employees. You must know how to leave room and maintain an appropriate increase in order to have lasting incentives.

Secondly, managers must truly understand the needs of employees, truly get into the hearts of employees, gain their approval, and let employees feel the recognition of their leaders.

Finally, the company level must actively create an environment of fair competition. Only by maintaining a high degree of consistency between the company's corporate culture and employees' values, outlook on life, and world view can they create a strong sense of belonging.

丨Conclusion:

Any company can only light up the happiness in the hearts of its employees by sincerely helping its employees to become better people on the premise of meeting their basic material needs. Loyal fire. Only then can he face the work in a positive state, radiate continuous passion, be willing to contribute to the company, and devote his loyalty without reservation! Friends, the level of salary can greatly affect the loyalty of employees. In some cases, it can even determine the loyalty of employees.

I often have colleagues who were born in the 1990s to complain to me, saying that their boss is in the company every day, giving employees a thumbs up, talking about the corporate culture, the company's dream of going public, and the partnership system. What the boss talks about is all over the top. But employees didn't buy it at all. This can be explained from Maslow's need theory:

According to the needs model, human needs are divided from low to high into physiological needs, safety needs, belonging needs and self-actualization needs. In 2020, China has basically achieved the goal of becoming a moderately prosperous society, so current company employees have passed the stage of physiological needs. However, most employees have mortgages and car loans, and those who are slightly older also have to consider the raising and education of their children. Therefore, most employees still stay at the level of safety needs and have to consider the tea, rice, oil, salt, sauce, and vinegar at home. matter. The sense of loyalty belongs to the fourth stage of the model. When we are still in the security demand stage and the pursuit of belonging stage, to be honest, it is difficult to talk about any sense of loyalty for enterprises. After all, everyone has to eat. Yes, I don’t even have anything to eat. You come to me to talk about loyalty and dreams. What nonsense are you talking about? This is also the reason why many bosses are criticized by their employees.

On the contrary, if a company gives enough money so that employees have a sufficient sense of security, only then will there be true employee corporate loyalty, and employees will believe that the boss will continue to work with the boss. Therefore, Alibaba's values ??can be recognized by everyone. After all, Alibaba is recognized for its high salaries, and Jack Ma once said "Let employees make money." Look at the proportion of Alibaba employees who choose to leave because of money. After employees already feel safe, they will pursue higher levels of esteem needs and self-actualization pursuits. So, friends, if you are a business manager and want employees to be loyal to the company, you must first enable employees to make money in the company.

Loyalty or disloyalty is a matter of human nature. It does not depend on the level of salary. Some people work diligently even though their salary is not high. People with high salaries may not necessarily work hard. They are glib, deceitful, and do not behave well. First, they act according to the prevailing situation and bully superiors and deceive subordinates. Most of them are people who receive high wages, and less than half of those who receive high wages based on their strength are not even half. (I mean under normal circumstances). 1. Let me tell you an interesting story first.

When your monthly salary is 2,000 yuan,

Boss: You stay and work overtime today.

Employee: Boss, I have made an appointment with a friend tonight.

When your monthly salary is 5,000 yuan

Boss: You stay and work overtime today.

Employee (whispering): Just asking me to work overtime for such a small amount of money, the boss is too exploitative.

When your monthly salary is 10,000 yuan

Boss: You stay and work overtime today.

Employee: Don’t worry, boss, I’ll work all night to make it tonight.

When your monthly salary is 20,000 yuan

Boss: The deadline for this project is coming soon.

Employee: Boss, I promise to arrange things well.

When your monthly salary is 50,000 yuan

Boss: There is a problem with the project. Is it because I am going in the wrong direction?

Employee: Boss, you are right. , is my negligence.

When your monthly salary is 500,000 yuan

Boss: Why don’t you get off work?

Employee: Boss, I don’t need to get off work.

When your monthly salary is 1 million yuan

Boss: Why are you still in the company?

Employee: Boss, the direction of the company is the meaning of my life!

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Ren Zhengfei once said: "What is talent? In my opinion, the most typical Huawei people are not talents. If they are given too much money, they will become talents even if they are not talents."

2. Just follow Bosses who talk about feelings and never talk about money are all hooligans

There may be many factors that affect an employee's loyalty, such as the company's values, personal sense of accomplishment, etc. Rights and so on.

However, I think the most fundamental issue is wages.

Jack Ma said that when employees resign, they will either receive less money or suffer grievances.

As for the colleagues around me who resigned, 90% of the reasons for their resignation were due to lack of salary.

Lao Zhang is my former colleague and an excellent formula engineer. He has a certain reputation in this industry regardless of his formula design experience or field experience.

However, he resigned last month. That night, when I had dinner and drinks with him, he told me that, in fact, the company’s development prospects were not bad, but the company’s remuneration and benefits were really poor. Gao, we have been colleagues for so many years, and you should know my abilities best. The salary the company gives me is really not high in this industry.

Moreover, in the past six months, many headhunters have approached me, and they all said that many companies want to recruit me to work in the past. I have pushed forward several times, but , then one company really impressed me with its benefits and benefits, and its development prospects were also very good and more challenging. In the end, I decided to give it a try.

Salary can best reflect the value of an employee. When an employee cannot be rewarded according to his ability, how can he be loyal?