5 Sample Employee Incentive Plans

In order to ensure that work or things are carried out smoothly, it is usually necessary to prepare a plan in advance, which is a type of planning document. So have you ever understood the plan? Below I bring you a sample employee incentive plan, I hope you like it!

Sample Employee Incentive Plan 1

Amazon was created in a garage. What started out as a handful of employees has now revolutionized the way most people on the planet buy everything from books to toys to clothing. Amazon is currently one of the top 100 companies in the United States, and its success is largely due to long-planned products like the Amazon Kindle.

Bezos said in an interview with Wired magazine in 2011: "If everything you do is centered around a three-year plan, then you have too many competitors; but If you're willing to invest in a seven-year plan, you have a lot less competition - because few companies are willing to do that."

In a nod to Bezos's obsession with long-term planning. , we have sorted out Bezos’ interviews and sorted out a large number of his daily habits, hoping that everyone can have a long-term perspective like Bezos and not care about short-term gains and losses.

The following are the six management philosophies that Bezos is familiar with:

1. Read collectively and write down new ideas

At Amazon, the executive meeting begins Not conference calls or PowerPoint presentations, but reading, lots of reading. According to Fortune, Bezos said group reading helps ensure the team’s focus is not distracted. For executives, even more critical is the skill of writing memos. "It's harder to write complete sentences. They have verbs. Paragraphs have topic sentences. You can't write a six-page memo with a narrative structure without a clear idea," he said.

As entrepreneur and author Ben Casnocha says, when you’re speaking, it’s easy for your audience to fill in the gaps in your creativity, making it easy for you to cover up minor errors. By asking team members to write everything down, Bezos gets them to consider every detail of an idea, making it more durable for years to come.

2. Let team members become business owners

Compared with other Silicon Valley technology giants’ employee incentives with high salaries and benefits, Amazon advocates the “lean management” model. It does not provide free lunches to employees. On the contrary, it keeps wages very low. There are even rumors that Amazon once used door panels as desks instead of expensive modern office tools. But that doesn’t mean Amazon workers aren’t well paid.

Amazon prefers to incentivize employees with options rather than cash. Bezos said in a letter to shareholders in 1997: "We know very well that Amazon's success depends largely on our ability to attract and retain employees. Every employee wants to be an owner, so we should let them They become the masters.”

3. Follow the “Two Pizza Rule”

Bezos insists on avoiding complacency at all costs. The Wall Street Journal once reported that a former Amazon executive recalled that at an event, several managers suggested that employees should strengthen communication, but Bezos stood up and said, "No, communication is terrible!"

On the contrary, Bezos advocates that enterprises should implement decentralized management, and it does not matter even if they fall into a disorganized state. Only in this atmosphere can independent thinking prevail in the battle with collective opinions. He believes that the team should be kept as small as possible while moderately limiting communication between employees. Bezos says he’s a big believer in the “two pizza rule”: If two pizzas can’t feed a team, then it’s too big.

4. Set aside time to think about the future

"Wired" magazine disclosed in an interview about Bezos in 1999 that he sets aside time every week to Two days to think about life and find new ideas. Sometimes, he just surfs the Internet or is immersed in his own world.

5. Routine "check-ins" on long-term goals

"Wired" magazine also mentioned in a 1999 report that Bezos would meet with his assistants every quarter. Evaluate the latter's progress on 12 pre-selected plans. Bezos did this mainly to ensure that he would not waste his time every day by testing his performance in the past three months. This check-in style helps ensure that he stays on track with his long-term goals without being distracted by new, fleeting ideas.

6. Reverse working method

In the nearly two decades since its founding, Amazon, which started from selling books online, has continued to enter new fields such as music, cloud storage, and content production. , these attempts may seem random, but in fact they all have the same goal, that is, everything starts from the needs of customers. This "work backwards" model is different from the "skills-forward" approach, in which individuals or companies often decide their next move based on existing skills and capabilities.

Bezos wrote in a 2008 letter to shareholders: "Eventually, existing skills will become obsolete. The 'reverse working method' requires that we must explore new skills and hone them. Never mind the discomfort and awkwardness of taking the first step.”

Bezos also applies this logic to his personal life whenever he has to make a major decision. When he was 80 years old, he would often think about the problem in this way, assuming what his attitude would be towards this choice when he was 80 years old.

Bezos told "Wired" magazine that when he was considering whether to resign to start Amazon, his fear of regret for missing out on the Internet opportunity finally drove him to make a choice: "I would feel bad about leaving. Does Wall Street regret it? No. Will I regret not seizing the great opportunity of the rapid development of the Internet? Yes. ”

Employee Incentive Plan Sample 2

1. Evaluation. Purpose

In 20__, with the joint efforts of all Hong Machinery employees, everyone worked together and worked together to achieve good economic benefits. In order to promote a positive, united and harmonious corporate culture, we encourage all employees to be enthusiastic and

proactive in scientific and technological innovation activities, so as to create a vibrant and good working atmosphere in the factory. The "__ Annual Advanced Employee Selection" activity is specially launched to commend and encourage advanced ones. The purpose is to further stimulate the work enthusiasm and motivation of all employees through this evaluation activity, and form a good atmosphere of comparison, learning, catching up and helping, so as to make Hong Machinery's Production and operation are full of vitality, and a survival of the fittest mechanism has been established.

2. Evaluation Category:

Participant: All employees of Hong Machinery Manufacturing Factory (those who have major safety or quality accidents or are subject to administrative sanctions by the group company during the year will be disqualified from the evaluation) )

Evaluation categories: According to the employee structure characteristics of Hong Machinery Manufacturing Factory, they are divided into three categories:

(1) Excellent employees (staff who have worked on the front line of the factory for more than one year; including In-service staff with a college degree in quantitative indicators)

(2) Excellent squad leaders (squad leaders of planers, pliers, and electricians)

(3) Excellent college students (worked in the factory for one year College students with a bachelor's degree or above, including in-service personnel with a college degree with non-quantitative indicators)

3. Evaluation content

1. The details of the evaluation of outstanding employees are as follows:

1) Professional ethics: Ability to consciously abide by factory regulations and disciplines, and have good professional ethics and codes of conduct;

2) Professional skills: Have proficient professional skills, good professional knowledge, and be able to apply what they have learned , take the initiative to put forward reasonable suggestions;

3) Work attitude: be able to work diligently, strive for excellence, obey leadership arrangements, and obey deployment. Those who do not care about personal gains and losses, are solid in their own work, forge ahead with determination, establish a good image for the company and employees, and take the lead;

4) Work performance: Pay attention to the effectiveness of work. Able to complete various work tasks, with a completion rate of more than 95%; able to strictly control work quality, with a pass rate of more than 98%;

5) Safety production: There were zero safety accidents throughout the year.

2. The content of the evaluation of outstanding squad leaders is as follows:

1) Professional ethics: Have good professional ethics and code of conduct; be able to promote unity and cooperation within the company; be able to maintain Maintain the reputation of the company and keep the company’s technical secrets;

2) Execution ability: Able to command and train subordinate employees, guide subordinates to complete work tasks on time according to established work goals, arrange work reasonably, continuously improve production efficiency, and To take the lead and set an example;

3) Communication skills: Ability to accurately understand leadership intentions and communicate effectively in actual work.

Able to fully mobilize the enthusiasm of employees;

4) Innovation ability: able to seek innovative production methods and models based on existing production models, proactively identify problems during work, and make reasonable suggestions and solve them , which plays a certain role in promoting the design, development and manufacturing of products

3. The content of the evaluation of outstanding college students is as follows:

1) Professional ethics: Have good professional ethics and Code of conduct; can maintain and improve the company's reputation and keep the company's technical secrets;

2) Work performance: Have correct working methods, be able to arrange and use working time reasonably and effectively, and follow work goals and specifications Carry out effectively, do not procrastinate, be able to use your brain to find ways to improve work efficiency, and complete work ahead of time or on time

3) Innovation ability: Have the ability to continuously explore advanced concepts of technological innovation, and be good at product design and development Question existing technologies and working models and make effective improvements;

4) Learning ability: Insist on improving one’s professional and technical level through multi-channel learning methods, and combine theory with practice through project tracking management , apply what you learn and improve your work skills;

5) Communication skills: Have good communication skills, be able to express your ideas clearly and accurately, and establish effective communication channels in the project tracking and management process ;

4. Evaluation method

1. The evaluation of outstanding employees adopts the method of democratic evaluation; the democratic evaluation adopts secret voting, and organizes all employees to participate in voting according to the prescribed number of votes. Then, the advanced ones will be selected after a comprehensive evaluation by the factory management staff who count votes together.

2. The evaluation of outstanding squad leaders and outstanding college students adopts a method that combines self-evaluation, preliminary evaluation by the evaluation team and democratic evaluation; the self-evaluation work summarizes the work of the whole year based on the respective evaluation contents. First, fill in the "Advanced Employee Appraisal Application Form", and self-score in the self-evaluation column of the "Advanced Selection Rating Form", and submit it to the General Management Department within one week; then the review team will score the participants, select the candidates, and finally use secret voting In this way, all employees are organized to participate in voting according to the prescribed number of votes. The managers in the factory will count the votes together and make a comprehensive evaluation to determine the winner.

Requirements:

(1) Team leaders who participate in the evaluation must submit a "Work Summary for 2006 and Plan for 2007", 1500~2000 words;

(2) College students participating in the evaluation are required to submit a "2006 Work Summary and Personal Appraisal", which mainly refers to aspects such as work attitude, ideological trends, learning ability, innovative thinking, etc., 1,500 to 2,500 words.

5. Establishment of competition awards

The competition awards are divided into first, second and third prizes, including:

16 outstanding employees, including 3 first prizes , 5 second prizes, 8 third prizes;

1 outstanding class leader;

2 outstanding college students, including 1 first prize and 1 second prize .

6. Evaluation time

Complete the personal self-evaluation work before December 28, __, complete the democratic evaluation work on the 30th, and complete the comprehensive evaluation work on the 31st

This selection follows the principles of democracy, openness, fairness and impartiality. For those who are rated as outstanding, a commendation meeting will be held in the factory, and bonuses and certificates will be awarded to the winners. Individual employees at the bottom of the selection will be given job warnings.

Employee Incentive Plan Sample 3

Due to the rapid development of the company's business and the increasing demand for employment, all employees are now called upon to recommend outstanding talents to the company, and the company will reward the recommended employees. The specific implementation measures are as follows :

1. Reward objects:

All employees of the company (except the Human Resources Department)

2. Reward plan:

1. New employees introduced into the company can only have one introducer;

2. The incentive fee will be given in the form of cash or paid to the salary card along with the next month's salary;

3. Being introduced If the person passes the company interview and has officially worked for 1 month, the introducer (current employee) will be given 50% of the reward fee;

4. If the person being introduced has worked for 3 months, the introducer (current employee) will be given a reward 50% of the fee.

3. Reward amounts:

1. 1,000 yuan for broadcast engineers, 2,000 yuan for sales representatives/supervisors, 3,000 yuan for R&D engineers/managers, and sales directors.

4. Reward distribution process:

1. When the introducer meets the conditions of the reward plan, the introducer (current employee) fills out the "Employment Introduction Reward Application Form" and submits it to the Human Resources Department ;

2. The Human Resources Department will handle bonus collection procedures for introducers (current employees) who meet the bonus conditions in accordance with this plan;

3. The Finance Department will issue corresponding bonuses in accordance with this plan.

5. Recommendation process:

1. Directly recommend the outstanding talents needed by the company to the Human Resources Department. Please come to the company for interviews regarding welfare benefits.

2. When the introducer recommends an applicant, please prompt the applicant to fill in the name of the recommender in the "Application Registration Form" so that the Human Resources Department can verify and issue the introduction reward.

We hope that all employees will take advantage of their personal connections, make enthusiastic recommendations, and contribute to the development of the company.

Employee Incentive Plan Sample 4

Chapter 1 General Principles

The first item

In order to fully mobilize the work enthusiasm of all employees of the company nature, creativity, give full play to the wisdom and talent of each employee, create an excellent team with high efficiency, high performance, and high goals, build an excellent human resources team that meets the company's development needs, improve the company's core competitiveness for sustainable development, and strengthen employee This system is specially formulated for communication with company leaders.

Article 2 Scope of Application

This system applies to all employees of the company

Chapter 2 Incentive Measures

Article 3 Daily Conduct a 5 to 10 minute broadcast exercise

The company will implement a 5 to 10 minute broadcast exercise every afternoon before going to work. All employees can perform it to the beat of the music. In the early stage, some personnel will be selected from each department ***Students, as leaders in the future, we hope to enliven the working atmosphere in this way.

Article 4 "Monthly Outstanding Employee Award" and "Monthly Progressive Employee Award"

1. Monthly Outstanding Employee Award: Each department will award each month based on the work performance of department employees, Recommend/select one or more employees with outstanding monthly performance in terms of work attitude, attendance rate, monthly performance appraisal results, etc. as the department's monthly outstanding employees.

2. Monthly Progressive Employee Award: Each department can recommend/select a few employees who have made rapid progress this month as the department's monthly progressive employees every month, mainly based on work performance, work skills, work attitude, etc. Comprehensive thinking on progress in this aspect.

The Human Resources Department will provide the sample forms of "Outstanding Employee of the Month" and "Promoted Employee of the Month" to each department. Each department should submit the candidate list form to Human Resources before the 5th of each month. The Human Resources Department will focus on the 8th of each month to commend the "outstanding employees and progressive employees" of each department in the previous month. We will give each person a small gift and take a photo, and then post the commendation on the bulletin board.

Article 4 Monthly employee birthday greetings, distribution of birthday cards and purchase of birthday cakes. The company will, as always, order large cakes for employees with birthdays every month and distribute birthday greetings signed by the chairman of the board. Greeting cards, after the company's public address system is installed, department employees can send blessings to each other.

Article 5: A monthly symposium between department employee representatives and company senior management

Effective communication with employees and listening to their voices, the company will On the afternoon of Friday, the last week of the month, we convene employee representatives from each department to have a discussion with the human resources department, general manager, and chairman of the board to talk about work, the company's current situation, the company's future development, and everyone's respective ideas etc.

Article 6: Experience fun and a sense of accomplishment from the working environment

Every month, the Human Resources Department solicits opinions from employees in various departments and organizes a cultural salon with the theme of "Innovation". Communicate with each other, express their opinions and discuss ideas. Everyone can prepare courseware that needs to be discussed in advance.

We hope that through this method, our employees can use their own initiative and intelligence, enhance emotional communication among colleagues, and gain happiness in learning.

Article 7 Regular and irregular team activities

Daily small-scale team activities will allow us to relax physically and mentally for a short time after work, and we can also feel The warmth of the company as a big family.

1. Every month, each group will make great progress on the project or complete the work project or be rated as the monthly advanced team. The department head can apply for necessary department funds and organize department employees to have dinner together,* **Speaking of emotions

2. Every two months, the company's senior and middle-level leaders gather together or conduct study and development activities

together to strengthen communication. We work hard with each other and provide suggestions for the future development of the company.

3. Every three months, all employees use weekend time to organize a small outdoor activity or competition within Shenzhen.

Article 8 The Human Resources Department will organize employee training from time to time

The company is mostly young people, most of whom are eager to grow. The company will be led by the Human Resources Department, with strong cooperation from other departments. , conduct training for employees in various aspects such as quality and skills from time to time, implement an internal tutoring system, and provide employee training at least once a month with outstanding managers as the guides for employees' work and life.

Article 9 Seniority Incentive

This incentive will also be mentioned in the "Salary System" plan to be announced later. It is temporarily set to be for every employee who has served for one year. A seniority subsidy of 100 yuan will be provided in the monthly salary

The seniority subsidy will be 100 yuan per month for each full year, calculated from January 1, 20__ (remarks: the ninth above) Article 10 will be implemented after the company's revised "salary system" plan is officially implemented)

Article 10 Incentives of corporate culture

Corporate culture generally includes 4 levels, namely the material level , behavioral layer, institutional layer, and core layer.

→On the material level (appearance), we will complete the VI design work of company employee work badges, work badge slings, work clothes, business cards, vehicles and other VI designs as soon as possible and put them into practice.

→At the behavioral level, we advocate the role of leaders and managers within the company, set an example, be proactive, constantly improve, and innovate in terms of work attitude, work methods, and work concepts, and influence each of us with our heart. Be a team member and become a role model for everyone to learn from.

→At the system level, the company will adhere to the "people-oriented" strategy while formulating systems on the premise of complying with laws and regulations, and create a mutual trust between employees and the company. good relationship constraints.

→At the core level, the company’s senior leaders should focus on explaining the company’s overall strategic goals and grand vision at employee meetings and year-end summaries, and explain a clear execution plan to encourage all employees to achieve their goals. To achieve, let’s work together.

Eleven Innovation Incentives

Enterprises like ours need continuous innovation, so we encourage innovation and encourage employees to think more, whether in film and television creation, program planning and design, or In terms of technology research and development, process flow, etc., as long as you are innovative and have been proven to improve work performance, the heads of each department should report it to the human resources department. We will commend the employees, call on all employees to learn, and Provide necessary material encouragement. Maybe we do not lack the spirit of innovation and innovative cases, but we lack a pair of eyes that are good at discovery, so we must take action and pay attention to everyone around us.

Twelve Performance Incentives

The company will then introduce a performance appraisal mechanism and specific incentive plan. Each employee will refer to the company's "Performance Appraisal Plan and Salary System Plan" at that time

Chapter 3 Supplementary Provisions

This system will be officially implemented on December 1, 20__ after being reviewed by the general manager and chairman of the board (excluding Article 9). The right to interpret and modify this system The power belongs to the Human Resources Department and the General Manager's Office!

Employee Incentive Plan Sample 5

One of the biggest confusions facing the hotel industry is brain drain, especially the frequent job-hopping of core personnel. This is closely related to the lack of effectiveness of the incentives adopted by the hotel. At present, there are common problems in the domestic hotel industry such as unfocused incentive methods, unclear targets (such as incentives for employees at different levels), lack of intensity, single mechanism, and emphasis on material rather than spirituality. This creates a misalignment between incentives and needs to a certain extent. The hotel industry should pay attention to the innovation of incentive means and measures, and comprehensively use a variety of "alternative" incentive means according to its own actual conditions to achieve the expected goals.

1. Employment security - let employees feel occupational security

Hotels should reduce employee unemployment by designing security policies and not easily propose layoff plans until they have to, so that employees can have occupational security feel. Some hotels in Japan advocate a lifelong employment system, which integrates employees with the hotel. Employees will have a greater sense of identity and ownership of the hotel, achieving employee loyalty to the hotel.

2. System training - allowing employees to continue to recharge

Hotels should not only provide employees with opportunities to recharge, but also have continuous opportunities to recharge, and establish a system for every employee in need

Training files, career planning with employees, and linking employee development with the development of the hotel. At the same time, we advocate the establishment of a learning organization so that employees can feel that the hotel's atmosphere allows them to continuously improve their skills and enrich their experience.

3. Immediate payment - let employees feel timely rain

The timing of salary payment is also tricky. Different payment times will have different motivational effects. Different employees will have different psychological needs, and the growth of employee age, changes in economic conditions and changes in the hotel operating environment will also affect the payment effect of salary. For example, young employees must be paid immediately, whether it is bonuses or vacations, rewards or recognition must be immediate. In addition, when employees are in low mood, immediate salary payment should be adopted, while when employees are in high mood, delayed payment can be adopted. This will help to maintain stable mood of employees.

4. Small incentives - make employees happy and happy

Hotels should increase small incentives and appropriately increase the coverage of incentives without reducing the weight of incentives. In fact, frequent small-scale rewards are more effective than large-scale rewards. Small incentives will allow employees to often immerse themselves in the joy of receiving rewards, which can produce a sustained motivational effect and increase employees' work motivation.

5. Psychological Contract - Give employees unexpected gains

Reduce regular rewards and increase irregular rewards to restrain employees from becoming inert due to stereotyped thinking about fixed rewards. psychology. Hotels should establish an unsystematic psychological contract so that employees do not know who will receive unexpected rewards when, which will bring unexpected surprises to employees and make them feel more interesting at work.

6. Contact family members - let everyone and the family become one

The hotel should set up some special benefits for employees’ families, such as inviting family members to participate in festivals In the hotel's party activities, we give special gifts made by the hotel, allow employees to travel with their families, and provide gifts, scholarships, etc. to their children, so that their employees feel "face" in front of their families, and their families feel warmth and satisfaction.

7. Full respect - let employees make progress in equality

Respect can win people's hearts. Hotels should regard employees as collaborators. Hotel owners, managers and employees are equal in personality and only play different roles at work. Some foreign hotels implement the "same citizen" system, where the general manager and employees wear the same uniform. During the picnic, the general manager will also grill steaks for ordinary employees, which brings the two parties closer and eliminates the emotional barrier between the two parties.

8. Tailor-made - let employees enjoy one-on-one incentives

Most hotel incentives are not highly targeted and still fail to capture the best needs of employees. Based on a simple rough estimate, the incentive policies and measures were not formulated based on real surveys and scientific needs analysis, nor were they combined with the hotel's own characteristics. Therefore, the incentive policies lacked pertinence and timeliness, and the incentive gap phenomenon occurred. Incentive misalignment has resulted in a waste of human, material and financial resources. If hotels want to improve the efficiency of incentives, they should adopt "one-to-one" incentives for employees (especially core A-type employees). Tailor different benefits to employees' different situations and needs, and ensure that this benefit is the most attractive to that employee.