#31度网赚班# 《基层激励工具课》+《团队分红激励实操课》企业中层 管理 老板必看


企业中层 管理 老板必看 激发员工的自驱力 提升员工工作效率

1:《基层激励工具课》:别让员工惰怠成为企业最大浪费
1-第1节先导片_ev.mp4
2–第2节基层不好管不主动,如何——打破?_ev.mp4
3–第3节为什么发了工资我们还要激励基层?_ev.mp4
4–第4节 基层员工需求的三个特征_ev.mp4
5-第5节公司业绩差,该招新人还是刺激老人ev.mp4
6–第6节如何设计薪酬制度,快速招人留人ev.mp4
7-第7节解决新人留存问题2大策略_ev.mp4
8–第8节 制造业如何巧用福利,让员工10年不提离职ev.mp4
9-第9节餐饮店节后返岗率如何从60%提升到90%?_ev.mp4
10–第10节用竞争机制,让佛系员工也拼命干_ev.mp4
11-第11节竞争机制设计的6大步骤(上)_ev.mp4
12–第12节自我pk:让团队大多数人动起来_ev.mp4
13–第13节团队PK:让先进带动后进ev.mp4
14–第14节如何设计提成和奖金让基层员工主动干_ev.mp4
15–第15节设计高效提成,点燃营销动力(上)_ev.mp4
16–第16节设计高效提成,点燃营销动力(中)_ev.mp4

2:《团队分红激励实操课》让员工像老板一样努力工作
1-第1节:先导片_.mp4
2-第2节:从“累死累活”到“解放老板”,差的是什么?_.mp4
3–第3节:打造管理砝码,让“要挟老板”成为历史.mp4
4–第4节:聚焦中层管理,找到破局起点.mp4
5-第5节:身股分红:让优秀员工对公司死心塌地.mp4
6–第6节:身股六要素:让老板越分越有钱的底层逻辑_.mp4
7-第7节:从哪分:如何杜绝员工躺着拿钱.mp4
8-第8节:分给谁(上):功劳者还是苦劳者?_.mp4
9–第9节:分给谁(下):新人没能力,老人没激情.mp4
10–第10节:分什么(上):超额分红,想多拿钱就得从市场上去赚.mp4
11–第11节:分什么(下):存量分红,让团队善死完成目标_.mp4
12–第12节:账怎么算(上):让员工比老板还关注回款和利润.mp4
13–第13节:账怎么算(下):财务核算中的四大难题及解决方法.mp4
14–第14节:分多少(上):员工满意、公司得益的黄金分割线.mp4

Middle management bosses must see to stimulate employees’ self drive and improve their work efficiency 1: Basic level incentive tool class: Don’t let employees’ laziness become the biggest waste of the enterprise 1 – Section 1: Leading film_ Ev.mp42 — Section 2: If the base course is not good and the management is not active, how can we break it_ Ev.mp43 — Section 3 Why do we still need to encourage the grassroots after paying salaries_ ev. Mp44 — Section 4 Three Characteristics of the Demands of Grass roots Employees_ Ev.mp45 – Section 5 The company’s performance is poor, but the recruitment of new employees still stimulates the elderly ev.mp46 – Section 6 How to design the salary system and quickly recruit and retain people ev.mp47 – Section 7 Two strategies to solve the problem of retaining new employees_ ev. Mp48 — Section 8 How does the manufacturing industry make good use of benefits to keep employees from leaving their jobs for 10 years ev.mp49 — Section 9 How does the return rate of catering stores after the festival increase from 60% to 90%_ Ev.mp410 — Section 10 Let the Buddhist staff work hard with the competition mechanism_ Ev.mp411 – Section 11 Six Steps of Competition Mechanism Design (I)_ Ev.mp412 — Section 12 Self pk: Let Most People in the Team Move_ Ev.mp413 — Section 13 Team PK: Let the Advanced Drive the Backward ev.mp414 — Section 14 How to Design Commissions and Bonuses for Grassroots Employees to Take the Initiative_ Ev.mp415 — Section 15 Efficient Commission on Design, Ignite Marketing Motivation (I)_ Ev.mp416 — Section 16 Efficient Commission on Design, Ignite Marketing Motivation (middle)_ Ev.mp42: The Practical Course of Team Bonus Incentive Let Employees Work Hard Like Bosses 1 – Section 1: Pilot Film Mp42 – Section 2: What’s the difference from “working hard” to “emancipating the boss” Mp43 — Section 3: Building Management Weights, Making “Threatening the Boss” History. mp44 — Section 4: Focusing on the Middle Management, Finding the Starting Point of Breakthrough. mp45 — Section 5: Share dividend: Let outstanding employees be faithful to the company. mp46 — Section 6: Six Elements of Share: The underlying logic of letting the boss get richer as he gets richer Mp47 – Section 7: From which point: How to prevent employees from taking money lying down. mp48 – Section 8: To whom (Part 1): Meritorious or hard worker? _ Mp49 — Section 9: Who to give (Part 2): New people have no ability, old people have no passion. mp410 — Section 10: What to give (Part 1): Excess dividend, you have to earn from the market if you want to get more money. mp411 — Section 11: What to give (Part 2): Stock dividend, so that the team can achieve the goal with dedication Mp412 — Section 12: How to calculate the account (top): Let employees pay more attention to the payment collection and profits than the boss. mp413 — Section 13: How to calculate the account (bottom): Four major problems in financial accounting and solutions. mp414 — Section 14: How much to divide (top): employee satisfaction, the golden section of the company’s benefit.mp4
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