The situation of each company is different, and the growth rate is also different. There are also great differences in positions. Since you asked, I'll tell you something in general. If it is good, it is good to increase by 1000, generally about 10% - 20%. As you have heard, there are thousands of salary increases, but you can only envy them, or don't envy them. It's very hard for technicians or salesmen.
It depends on what your position is, your position value and your personal ability value. Then what is the market level.
Having high salary is everyone's dream and the most ideal. However, in addition to good unit efficiency, we also need to see how much we can do.
The ability and quality of work is the standard for us to set our own salary. The leaders are disgusted with people who want to pay what they want before they do the work.
In fact, as long as you create value for the company, smart leaders will not treat you unfairly. At that time, your salary will naturally increase.
Of course, if the leader asks you about your salary during the interview, we need to do a good research in advance. This company's situation, the salary of the position I am looking for, we will expand our own explanation around this.
The salary adjustment standards are:
1、 Overall salary adjustment according to salary survey.
The salary survey report can provide at least three clues for salary adjustment: the average salary adjustment proportion in the market, the comparison between the overall salary level of the company and the market, and the comparison between the specific positions of the company and the market salary level.
The main purpose of salary adjustment according to the salary survey report is to maintain the external fairness of the salary system. Moreover, it is also conducive to the development of many problems in salary management, so as to improve them in time.
2、 The salary will be adjusted according to the annual performance evaluation and market salary situation.
Although the annual salary adjustment focuses on the potential and value of employees in the next year, the performance of the past year is rewarded in the form of annual bonus. However, enterprises can still predict the value of employees in the next year based on their ability performance in the past year, and annual performance evaluation can largely ensure the fairness of salary adjustment.
The main purpose that enterprises usually adopt this basis for salary adjustment is to gradually rationalize the salary level and salary structure according to employees' performance and future potential. This is a salary culture oriented by performance and ability, so that employees with different performance and ability can enjoy internal and external fairness when adjusting salary.
3、 Adopt a diversified salary structure for salary adjustment.
The same is true of talent strategy, where scarcity is the most important thing. The supply and demand of talents of different majors and different levels in the market are different. Therefore, the salary structure design should also reflect that the salary is adjusted through a diversified salary structure.
