At the beginning of this year, I took over as the leader of a certain department. This department includes business roles such as Presale, hence there are some incentive programs or target-based bonus schemes in place. I suggested directly using the number of signed contracts achieved by the entire Presale team for the first quarter as an evaluation criterion; if the preset goal is reached, corresponding bonuses can be awarded. Unlike previous signing bonuses, this method does not require complicated contract procedures or refund terms.
This improvement not only makes the mechanism more transparent and fair but also allows department employees to focus more on business development rather than excessive administrative formalities. This approach is simple and straightforward, avoiding unnecessary issues and disputes while effectively motivating team members to actively complete goal tasks.
Furthermore, we have adjusted other related bonus systems, such as valuation bonuses, to align with the newly proposed incentive schemes. We have reached a consensus that instead of forcing contracts, performance evaluation metrics will be used to determine the distribution of bonuses, thereby maintaining the original level of incentives while reducing process complexity.