The most important principle of Japanese work, which is fundamentally different from the Western labor market, is to work in one place as long as possible. The longer a person works, the higher his chances of moving up the career ladder. At the same time, promotion is possible only within one company, and every six months the status of a specialist increases.
The Japanese are very attentive to their employees and watch the potential of each person. That is why in the land of blossoming sakura, a leadership position is never passed on by inheritance. It is occupied only by truly worthy talented people.
It is interesting shareholder database that if a Japanese person moves from one corporation to another, he starts building a career from scratch. That is why people there often work in one place for 50-60 years.
Such a model of employment is unlikely to take root in our society. In Russia, staff turnover has taken root, so employees can change companies without much thought, and employers can hire or fire an employee.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
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I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
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Grading
A well-proven incentive system, actively used in American and European businesses. It demonstrates excellent results in sales, advertising and marketing departments. The system works as follows: specialists develop a set of special indicators and metrics that employees must meet for each individual position. Payment at the end of the month or quarter is proportional to the results of the work.
Point system
Source: shutterstock.com
Some of the possible metrics for evaluating and paying employee performance may include:
include:
productivity of an individual employee;
sales volume;
number of new clients attracted;
volume of attracted investments;
processing time.
However, there is also one drawback here: in different companies, specialists in the same position can demonstrate different results from each other and, accordingly, receive different salaries.
It may happen that one company objectively evaluates the work of its employees, while another understates the merits of its personnel. In addition, the budgets of small companies often simply do not provide for an objective motivational program even for highly effective employees, unlike the budgets of large corporations.