在企業(ye)推進績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)考(kao)(kao)核(he)(he)，大(da)家都習慣性的(de)(de)將員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資拆分成(cheng)固定(ding)收(shou)(shou)入和浮動收(shou)(shou)入兩個(ge)部分。浮動收(shou)(shou)入。就是(shi)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資跟當月(yue)的(de)(de)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)考(kao)(kao)核(he)(he)結果(guo)(guo)(guo)進行(xing)(xing)(xing)管理(li)。比如(ru)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)原來每個(ge)月(yue)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資是(shi)1萬塊(kuai)錢，現在推行(xing)(xing)(xing)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)考(kao)(kao)核(he)(he)的(de)(de)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資就變(bian)成(cheng)了(le)固定(ding)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資8000塊(kuai)，績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資2000塊(kuai)，績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資跟績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)考(kao)(kao)核(he)(he)的(de)(de)結果(guo)(guo)(guo)進行(xing)(xing)(xing)關聯，上(shang)下進行(xing)(xing)(xing)浮動。公司對員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)提(ti)出的(de)(de)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)目(mu)標(biao)總(zong)不可(ke)能那么科學，變(bian)成(cheng)一(yi)(yi)個(ge)崗位的(de)(de)真正(zheng)產(chan)出，往往不是(shi)一(yi)(yi)張績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)考(kao)(kao)核(he)(he)表就能夠衡量的(de)(de)清楚的(de)(de)。就拿行(xing)(xing)(xing)政部舉(ju)例，如(ru)果(guo)(guo)(guo)完成(cheng)了(le)例行(xing)(xing)(xing)行(xing)(xing)(xing)政事務，績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)得了(le)滿分，是(shi)不是(shi)應當進行(xing)(xing)(xing)獎勵？銷售(shou)人員(yuan)(yuan)銷售(shou)的(de)(de)目(mu)標(biao)是(shi)一(yi)(yi)個(ge)應訴者，達成(cheng)這個(ge)目(mu)標(biao)會受到多重因素的(de)(de)影響。如(ru)果(guo)(guo)(guo)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)得分只(zhi)有(you)70分，是(shi)不是(shi)就表示(shi)(shi)銷售(shou)的(de)(de)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)比行(xing)(xing)(xing)政的(de)(de)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)差？那可(ke)不一(yi)(yi)定(ding)了(le)。如(ru)果(guo)(guo)(guo)把績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資改改，改成(cheng)績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)獎金，員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)感覺可(ke)能就不一(yi)(yi)樣了(le)。績(ji)(ji)(ji)效(xiao)(xiao)(xiao)(xiao)獎金表示(shi)(shi)只(zhi)要員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)做好(hao)了(le)就有(you)獎勵。
以(yi)(yi)華為為例，華為的(de)(de)(de)(de)基層管理(li)干(gan)部都(dou)(dou)有及時(shi)激勵的(de)(de)(de)(de)權(quan)利，這(zhe)(zhe)些及時(shi)激勵，其實(shi)就(jiu)是(shi)(shi)針對員工(gong)(gong)的(de)(de)(de)(de)優(you)(you)秀表現(xian)(xian)給(gei)予的(de)(de)(de)(de)一(yi)(yi)種(zhong)獎(jiang)勵。這(zhe)(zhe)種(zhong)獎(jiang)勵的(de)(de)(de)(de)金(jin)額可(ke)(ke)大可(ke)(ke)小，可(ke)(ke)以(yi)(yi)提(ti)前設(she)(she)定(ding)(ding)一(yi)(yi)個標(biao)準，也可(ke)(ke)以(yi)(yi)事(shi)后來進行(xing)提(ti)報(bao)。在這(zhe)(zhe)個基礎上還可(ke)(ke)以(yi)(yi)設(she)(she)計另外一(yi)(yi)個獎(jiang)金(jin)。這(zhe)(zhe)個獎(jiang)金(jin)的(de)(de)(de)(de)發放周(zhou)期可(ke)(ke)長可(ke)(ke)短，最(zui)長一(yi)(yi)般不(bu)超過(guo)一(yi)(yi)年。建議采用以(yi)(yi)季(ji)度(du)作為周(zhou)期就(jiu)可(ke)(ke)以(yi)(yi)了。每個季(ji)度(du)根據公司的(de)(de)(de)(de)經營情況，拿出(chu)一(yi)(yi)定(ding)(ding)比例的(de)(de)(de)(de)獎(jiang)金(jin)包給(gei)優(you)(you)秀員工(gong)(gong)發獎(jiang)金(jin)。這(zhe)(zhe)些優(you)(you)秀員工(gong)(gong)一(yi)(yi)定(ding)(ding)是(shi)(shi)通過(guo)績(ji)效綜合評(ping)估以(yi)(yi)后，排在最(zui)前面(mian)的(de)(de)(de)(de)20%或者是(shi)(shi)30%的(de)(de)(de)(de)優(you)(you)秀員工(gong)(gong)。把(ba)原來的(de)(de)(de)(de)固(gu)定(ding)(ding)收入(ru)進行(xing)結構(gou)性的(de)(de)(de)(de)拆分，這(zhe)(zhe)是(shi)(shi)給(gei)員工(gong)(gong)的(de)(de)(de)(de)感覺，就(jiu)是(shi)(shi)被扣錢(qian)了，這(zhe)(zhe)種(zhong)扣錢(qian)的(de)(de)(de)(de)方式(shi)往往會激發員工(gong)(gong)的(de)(de)(de)(de)惡，有時(shi)候還可(ke)(ke)能出(chu)現(xian)(xian)員工(gong)(gong)跟主管對著干(gan)的(de)(de)(de)(de)情況，如果提(ti)前預(yu)設(she)(she)一(yi)(yi)個標(biao)準，做好(hao)了就(jiu)有獎(jiang)勵，這(zhe)(zhe)是(shi)(shi)在員工(gong)(gong)收入(ru)的(de)(de)(de)(de)基礎上來做加法。這(zhe)(zhe)種(zhong)加法只要設(she)(she)計合理(li)，很容(rong)易激發員工(gong)(gong)的(de)(de)(de)(de)善意，提(ti)高員工(gong)(gong)的(de)(de)(de)(de)工(gong)(gong)作積極性。管理(li)是(shi)(shi)沒有定(ding)(ding)式(shi)的(de)(de)(de)(de)，但(dan)真正是(shi)(shi)用從(cong)最(zui)終的(de)(de)(de)(de)目的(de)(de)(de)(de)出(chu)發，不(bu)管是(shi)(shi)績(ji)效工(gong)(gong)資也好(hao)，績(ji)效獎(jiang)金(jin)也罷(ba)，這(zhe)(zhe)些通通都(dou)(dou)是(shi)(shi)手(shou)段(duan)(duan)，都(dou)(dou)是(shi)(shi)實(shi)現(xian)(xian)目的(de)(de)(de)(de)的(de)(de)(de)(de)手(shou)段(duan)(duan)。所以(yi)(yi)管理(li)的(de)(de)(de)(de)最(zui)高境界就(jiu)是(shi)(shi)從(cong)技術的(de)(de)(de)(de)層面(mian)上升到藝(yi)術的(de)(de)(de)(de)層面(mian)。管人(ren)也是(shi)(shi)一(yi)(yi)樣的(de)(de)(de)(de)，既(ji)需要技術，更需要藝(yi)術。
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