How to solve the salary inversion?

The solution of salary inversion is as follows:

1. Establish a salary adjustment mechanism.

It is necessary to adjust the salary of some well-behaved employees at a fixed time to keep up with the market, otherwise new employees will be recruited, and their salary will be higher than that of old employees with good performance in the short term. If it is not adjusted in time, it will easily lead to the loss of old employees with good performance.

2. Develop a diversified salary structure.

In the process of development, enterprises are always in a dynamic unbalanced state, and it is unrealistic to be completely fair and reasonable. In order to recruit excellent high-quality personnel and pay a relatively fixed monthly salary, we can set up a generous year-end bonus model for old employees with outstanding performance, at least strive for an annual income higher than that of new employees and retain their hearts.

The embodiment of salary inversion:

Generally speaking, there are three basic forms of enterprise salary inversion: first, the salary of new employees is significantly higher than that of old employees; Second, the salary of front-line employees is significantly higher than that of managers; Third, the salary of subordinates is significantly higher than that of supervisors. Of course, it doesn't matter whether these three kinds of "upside down" are accidental or individual phenomena. If it is the overall average, long-term upside down, enterprises must pay enough attention, otherwise they will suffer.

In the concept of modern human resource management, salary is labor remuneration, which embodies a person's ability, performance and value. In an enterprise, the old employees will definitely create more value and contribution for the enterprise than the new employees because of their long working hours and familiarity with the products. Otherwise, the enterprise will run badly. Therefore, the salary of new employees should not be higher than that of old employees in any case.

The performance of a supervisor is reflected by his subordinates, which is a team performance. Otherwise, you are not worthy to be a supervisor, and the excellent and competent performance of subordinates is only a personal performance. When compared with each other, they will be judged. Therefore, the salary of subordinates cannot be higher than that of supervisors.

Moreover, managers themselves are promoted from excellent employees, and their quality and skills are obviously higher than those of grassroots employees. Otherwise, enterprises resort to deceit when promoting talents, and their role is to implement management supervision. Performance also depends on collective performance, and the salary cannot be lower than that of front-line employees.