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In order to increase the enthusiasm of miners, Lu Xin adopted commission wages, stating how much commission each miner can get by mining one ton of ore, and strictly implement the system of more work and more income. In the end, most miners' monthly income is 30% or 40% higher than that of other private mines, and the most capable miners' salary can even reach 20,000 or 30,000 per month. Moreover, their welfare benefits are excellent, with fifteen days of paid leave a year, and the wages are issued according to the average salary within these fifteen days, and there is an opportunity for public travel. There is an opportunity to study at the University of Geosciences and the opportunity to advance. Some backbone miners even have the opportunity to get Sanjin Mining shares.

Lu Xin has been an ordinary employee for a year. Based on his experience, he believes that if the boss makes employees suffer losses, the employees will suffer losses, and the customers will suffer losses, so he can never treat his employees badly!

Jack Welch said that when the salary is the highest, the cost is the lowest. Why do you say that? Because we only consider accounting costs, opportunity costs, and people's costs. What is the biggest problem for grassroots employees of the company? They are very mobile and are always looking for a job, so it is difficult to calm their minds on the company. What is the biggest problem for middle and senior management? They don't worry too much, and do not treat the company as their lifelong business. They are uneasy and have no feelings to lead the team. Therefore, you need to keep people with treatment, keep people with careers, gather people with wealth, and gather people with money. Only by increasing the salary of employees to a certain level and allowing them to work with you with satisfaction, can your company prosper.

The boss of Chinese companies never understands this principle. They always care about customer value rather than employee value. They are more willing to shout slogans and are eager to improve their professional qualities, but they put real money in their pockets to play pornography, gambling and drugs instead of sharing wealth with their employees. However, they do not know that the value of employees is gone, so who will help you care about customer value?

Lu Xin is unwilling to be a bad boss who wants to try to squeeze the interests of employees. He wants to fully stimulate the enthusiasm and morale of the employees below.

Lu Xin said he wanted to increase the salary of employees, but Li Qingqing and Wang Pengju both expressed their confusion.

Lu Xin moved out of the deeds of Yu Donglai, the boss of Pang Donglai in Central Plains Province to convince them.

Yu Donglai, a child from the countryside, came to society at the age of 16 and worked as a migrant worker to build a house. Later, he took over a 40-square-meter tobacco hotel from others. Today, he has an annual sales of more than 5 billion yuan. He is not a second-generation official or a second-generation rich, and he has no special abilities, special resources and background. He is made by himself. What is the secret to his success? People-oriented, not customers-oriented, but employees-oriented!

Yu Donglai's "Pang Donglai" has the least worry about employees. Because the boss Yu Donglai likes to raise their wages, the salary of his store employees is several times that of those international hypermarkets Walmart. Even so, when Pang Donglai mall is opened, hypermarkets like Walmart have closed down. Why? Because employees of hypermarkets like Walmart have no enthusiasm and passion for doing things, customers are unwilling to go to such lifeless hypermarkets. The boss's labor cost is low, but the efficiency and efficiency cost are also low.

Yu Donglai not only likes to raise wages for his employees, but also likes to raise wages for employees of other companies in Sifang Lianjiao. Once, Yu Donglai went to Dazhang mass seller in Luoyang without telling anyone. When he saw Dazhang employees, he said, "General Zhang entrusted me to raise wages for you." He increased the wages of employees with a monthly salary of less than 1,000 yuan by several hundred yuan, but Dazhang CEO Zhang Guoxian was not aware of it. After hearing the news, the department manager immediately called Zhang Guoxian to report to Zhang Guoxian. Zhang Guoxian smiled knowingly: "What are you saying, just do it." Facts proved that Zhang Guoxian did not lose money. After the accounts were settled at the end of the year, his performance increased by 40%...

Interested people can search online for the deeds of Pang Donglai. Only such a boss should make a fortune, right?

Lu Xin also summarized from the deeds of Pang Donglai that to meet the basic material needs of grassroots employees, avoid their worries, and allow them to live a decent life, they no longer focus on finding a job and will be at ease. This is the peace of mind. Let some people get rich first, turn the core level into small bosses, and others are reluctant to leave, so they no longer focus on finding a job. If they focus on starting a business, they will be at ease and worry. This is the worry mechanism. He thought this way and did this.

Lu Xin has a strong capital and is confident in paying high wages. Because of his high wage incentives, the miners below are very passionate about their work, high mining efficiency and high output, which also accelerated Lu Xin's speed of making money. Finally, Lu Xin only needs to pay more salary and welfare costs that account for 10% of the total profit, so he can get 50% of the profit.

Lu Xin's incentive policy to give employees high wages and benefits is not only a big profit in terms of economy, but also a big profit in reputation. Many experienced workers in mines come here. Lu Xin's Sanjin Mining's technical strength has increased greatly and its development speed has increased greatly. In the future, it will surely encroach on whales and swallow up a large number of mines.
Chapter completed!