The operations officer performed excellently in the company, but his salary only increased once in three years of work. He trained new people but was abandoned by the company... Is this phenomenon common in the cross-border industry?

1. I can still tell the difference between training a new person and training an assistant, but my salary should be different, right? Training a new person means that she has her own links and promotes products, and I teach her step by step; an assistant just needs to handle some of my daily affairs for me, and I don’t need to teach her step by step from start to finish to promote products.
   
   
2. How are the profits of the team members' products and the team leader's profits calculated? Should the profits of the entire team be calculated together, and losses and profits be borne by everyone, or should the profits of the team members and the team leader be calculated separately?
   
   
3. What does the team leader need to teach the team members? In my impression, my team leader did not teach me anything step by step. I had to solve all the problems by myself. If I couldn't solve them, I would either look them up online or ask the team leader. I also figured out advertising by myself, and even understood the advertising positions and running ads by myself.
   

"Wonderful Reply"

Late autumn leaves fall   -Be determined, work hard, and never give up.

Agree with: sellerbig, life has smoothed out the past, katty_lay_v

It's a very simple thing. If you can lead people and get output, it's a win-win situation. If you can't lead people and they leave, the salary and commission space you have freed up can replace two or three new operators or four, five or six college graduates. So in this case, don't think that you are so important to the company or how much you share. The company will at least win anyway.

You can talk to the company about salary increase and commission for training people. If they disagree, just be passive in training people. If the company moves against you, you can just keep the evidence and sue them, and you will be content with the money.

The workplace is a huge Shura field. You might as well get to know the outside market and companies in advance, interview and compare them before making a decision. To be honest, the outside world may not be very good, even if your current company is very bad.

Don’t listen to who is so good on the Internet. You should get the same amount as others. Many ordinary people in the workplace always talk about their department or group’s top sales performance. I really don’t want to complain about this (maybe I am also tired of my own company’s recent recruitment)

Anonymous user

Judging from the fact that your salary has only increased once in three years, either your company is sure that you dare not resign, or your links are mostly based on company resources, and personal factors have little impact on store performance. You can judge the specific situation yourself. The first one is easier to deal with. Be honest with your boss and explain your concerns and requirements. At worst, you have to ask for a salary increase or an increase in commission points. For the second one, you need to be wary of someone taking over your position.

Anonymous user   • Shenzhen

For the first case, it is hard for me to judge, but I believe in my own ability. Another person in the company where I make products is also doing the same thing. His links are hovering around 300-400, and my best link is already in the top 100 (90-100 per day on average), (my price is higher than his). There are 4 key products, and I have controlled the advertising proportion of these 4 products to less than 10%. In addition, I took over a link that they had not been able to push before, and the ACOS was more than 200% at that time. Now I have made this product my main product. More than 30 orders a day are not a lot, but the profit margin is high.

The products I own were all developed from 0 to 1. When I came, they didn’t even know how to make videos. I was the one who taught them the advanced A+ methods, not to mention advertising. If it was a product problem, there would be products that were not promoted, but I have achieved the least loss. 80% of my products are profitable, so I have no doubt about my operational capabilities.

In the second case, I have already talked to them. They subsidized me 1,000 yuan for training, but there has been no follow-up. I don't plan to teach the newcomers anything now. I am waiting for the right time to leave.

In addition, my manager also hinted to me that the company's resources brought me performance, but it is obvious that these products are not customized products. There are many competing products, and they are exactly the same. And is it really just relying on products? If I change to another company, don't other companies have good products? The products given by the company are also the ones I have seen before I decide whether to do it or not. I also contribute to the promotion rhythm and advertising control, and the later maintenance. I think so. Besides, these products are basically tested, not all of them are self-owned products.

Anonymous User • Dongguan

@Anonymous user I guess the company thinks you are taking too much commission and wants to bring in a new person to kick you out. Now let the assistant handle all the store chores. You can start looking for a new company when you have some free time. It will be convenient for you to interview and join the company directly after the new year.

Anonymous user

Agree with: Ignorance is endless

Let me start with the argument. From your description, the manager's behavior is a bit of a scam.

1. I can still tell the difference between training new people in operations and training assistants, but my salary should be different, right?

Yes. Personally, I think that whether you are bringing in new people or hiring assistants, it means that you are continuously creating profits for the company. So both situations should see a salary increase. The difference is that if you bring in new people, you can also get the added value commission generated by the profits of the new people's stores (or you and the new people can share the profits of the new stores~), but if you bring in assistants, you don't get this commission~

To bring in new people means that she has her own links and promotes products. I teach her everything step by step. An assistant is to handle some of my daily affairs. I don't need to teach her how to promote products from beginning to end. -- Yes, that's generally the understanding.

2. How to calculate the profit of the team members’ products and the team leader’s profit? Should the profit of the entire team be calculated together, and the losses and profits be borne by everyone, or should the team members and the team leader calculate their own profits separately?

I think that new employees usually lose money at the beginning, so it must not be included in your income and the new employees' income because at this time, new employees are generally not responsible for the basic salary, so it should not be counted on you. Secondly, after the probation period, the boss will ask how long it will take to make a profit. If you achieve the goal within this time, you don't need to bear the loss, and you should also enjoy the profit of the new employees. That is, the profit should be calculated by group.

If there is a loss at the end of the probation period, some money may be deducted. If the company is not large, like our company, the profit of last month is calculated as commission. If there is a loss this month, as long as it is within a reasonable range (two to three thousand US dollars), the boss will not deduct money. If you have people with you, then the income must be higher than your income alone. Otherwise, why would you start a company and recruit people as a boss? Why does the company expand its scale?

3. What does the team leader need to teach the team members? In my impression, my team leader did not teach me anything step by step. I had to solve all the problems by myself. If I couldn’t solve a problem, I would either look it up online or ask the team leader. I also figured out advertising on my own, and even understood the ad placement and running ads on my own.

I think you are not here to guide new people. If not, I think it may be about store compliance issues and advertising optimization. The main thing is that new people should be proactive and ask you for answers. It will be easy to get started. Otherwise, it will be a thankless job.

Cat Box 123

I just feel that this depends on whether your company will provide you and your team with additional resources.

As an operator, you only make money from the product. If you are asked to lead a new person, and your original resources are diluted, then it is really meaningless. If the company is willing to invest resources in you and give you more products, then you can treat it as an opportunity to exercise and change your identity.

In terms of commission <br>I am the same as you. I have trained all my subordinates myself. The advantage of this training method is that the relationship with you is relatively stable, which is convenient for management to a certain extent.

I will account for their gross profit. If resources and time are given, the plate can be expanded and you may get better income. However, after all, it is a group model and you are unlikely to be able to manage it completely. You still need to keep the products in your hands to operate. The upper limit of this income is your energy. After all, it is quite energy-consuming to manage and operate at the same time. But it is also a kind of exercise.

Anonymous user

Agree from: Judy577

1. First, look at your current income situation, how much you get after tax, and whether the commission is stable.
   

2. As for work, you can still consider the next one. It is best to change jobs after about half a year to a year.
   

3. At this point, your purpose in the original company is clear. With the practice of management and leading people, you can start from a management position when you change jobs in the future. Keep a calm mind, the majority of the losses will be the company's, so try it yourself.
   

4. If there is still room for negotiation on salary and the new employee is capable of guiding you, continue to recruit people, expand the team, and continue to improve your management skills.

Anonymous user

Agree with: yomo111, Toda, I am a cross-border philanthropist, Tutututu, Xiaochen001 More »

1. This is a typical example of killing the donkey after it has done its job. The master starves to death after the apprentice has taught him a lesson. When the master is a little older, he is "optimized" = laid off. Women who are about to get married and have children will also be optimized, and then new people will constantly replace them. Many small companies operate in this way.

2. Senior operators have high base salaries and high commissions. New employees, especially graduates, have low salaries, so the boss can save costs. This is the case with our company. We are only hiring employees born around 2000.

Xiaochen001 • Shenzhen

This is basically the case, especially for large companies, where the turnover rate and the recruitment rate are relatively high. In this way, there is no need to pay high commissions or high year-end bonuses. From the company's perspective, this is called "increasing revenue and reducing expenditure."

Anonymous user

Agree with: hammon, 123 Lee Min Ho, sellerbig, andy鲸123, darius more »

Congratulations, you have reached the company's killing line. You have been promised this before. In fact, it means you are bringing in new people, not only will they share your products, but they will also use the profits from your products to cover the profits of the entire team. Doesn't that mean your original commission has been reduced? To put it bluntly, they are disgusted with your current high salary and high commission, and they are trying to deduct it, and then you have to do an extra job of bringing in people. Workers, remember that what you get is the real deal.

aalak apa • Guangzhou

The steps are exactly the same. After using the value of the operator's identity, you start to use your many years of experience and familiarity with the company's procedures to train new people for free. You have less energy to train products, and you get less commission. You have to be separated and you are directly discarded after training people.

Anonymous user

Supported by: device 、 Akboom 、 rainco 、 Nameneo 、 Toda more »

Isn't this me? Although I'm making 8-9k now, I won't get a raise. I have to do all the interviews and training myself. The commissions of new employees have nothing to do with me. Things have doubled now, but sales are slowly decreasing. The commissions are almost negligible. I don't know how long I can hold on. PS: I'm already a solo artist

Anonymous user

If your company's organizational structure is relatively complete, it may be easier to lead team members. If you have just started to work in a group mode and you are leading new people who know nothing, you will probably have to spend a lot of time leading these new people through the entire process. These things will definitely take up a lot of your time, and team members will come to you for help from time to time. If you find that the commission brought to you by team members is not proportional to the time you spend, you should think of ways to let team members go out independently and leave more time for themselves.

Anonymous User • Shenzhen

Currently, new employees do not make any profit, and those who lose money are counted as part of a group. This is equivalent to me teaching new employees, and I have to spend money to make up for the losses. I have already talked to the manager, but he said that I can get a commission if I can bring people up. I think this is unreasonable for me. Since we have already talked about it and he has made it clear that there will be no salary increase, and this system will not be changed, so I will leave after this period is over.

Who doesn't like chicken legs?

Agree from: Tomato Scrambled Eggs 123

I think from the perspective of maximizing personal interests, you can take the job first, and then see how the manager manages and how to lead people. With this experience, it will be easier to find a management position. It is more difficult to find a management position directly from a business position. Whether the company can keep you depends on whether you can find a better one outside. If you only stand from the perspective of not wanting to do more work, you will miss some good opportunities, so you must have the judgment to take them.

Anonymous user

Agree from: Yin Xinghe

After three years of excellent performance, the salary was only increased once, which is too unreasonable. To prevent you from changing jobs or working alone, the company first lets you help train new people to squeeze out your surplus value. Once the new people learn, you are dispensable. Teaching the apprentices will only starve the master. Now many companies are laying off employees in disguise. My friend was laid off this year.

Anonymous user

Agree from: rainco, yomo111, Nameneo, 吟星河丶, djj123456 more »

They will definitely squeeze out your last bit of value. This kind of boss only cares about profit and doesn't care about friendship at all. Forget about three years, five or ten years will still be hard labor. A boss with vision will naturally give you some shares, and then you will work harder for the company.

luy uforever • Wuxi

The pattern is nothing but the fantasy of the lower class about the higher class. If you have the ability, just go and work on your own, isn't that better?

Anonymous user

Remember, the fastest way to get a pay raise is to change jobs. I worked at my previous company for 3 years and was the top seller. I built up several of the company's links from scratch or very low numbers. As a result, my base salary was only raised by 1K, and my commissions were getting smaller and smaller. I was furious and went out for an interview. The offer I received doubled both the base salary and commission. I hated myself for not leaving earlier.

Late Autumn Leaves Falling Shenzhen

It would be a waste if you don't work on your own with this experience. You can save money with data as a backing. You need to know this.

123 4 I Love Liaoning Basketball Team • Dongguan

It would be convenient for me to ask what your previous comprehensive salary (base salary + commission) was?

Anonymous user

If you are already leading people, I suggest you learn some things on the management level. The real operational skills do not necessarily have to be taught; then you can learn from the next level up and learn how to manage people. When you go out to look for a job, you will have the confidence to say that you came from a management position.

Urgot

Agree from: Ke Xiaobai, yomo111, Oshimao, no name

The team leader usually has a base salary of 12-15K, and then his own commission is calculated as his own commission. The team members' commission is calculated as 2 points of gross profit, which is the base salary + his own commission + 2 points of commission for team members.

Anonymous User • Shenzhen

I will start to earn money when the peak season ends. My income including commission is only 1.3, and I also have to lead people and make a lot of links. I don't want to be a hard laborer. I have wanted to leave for a long time, but I can't bear to give up the links. In addition, the peak season in the second half of the year is when my product will explode. It would be a great loss if I leave now.

Who doesn't like chicken drumsticks ? Shenzhen

A 2-point commission for team members is already a lot. The two companies I met were 1 point and 1.5 points respectively. There is also a accrual, so there is really not much left.

Anonymous user

I'm in the same situation as you. My boss didn't give me a raise. Instead, it added to my burden when my job was already full. I'm completely new and starting from scratch. The profit of the new store has nothing to do with me. I'm just a pure laborer. Now I'm just playing around. If you ask me questions, I'll answer them. If you don't ask me, I won't do it. By the way, the base salary is 6k

The Energetic Girl Li Kui • Langfang

Your basic salary in Beijing is 6,000? I now understand why it is difficult for me to find a job in Beijing

xiao xiaolan • Shenzhen

How can your company recruit people with only 6K? Hahaha

ha mmon • Shenzhen

@Anonymous user Maybe the company wants to be prepared for any eventuality, fearing that you are difficult to control, and also preventing you from going out on your own. First, they let you train a group of new people for the company for free, so that the new people can learn all your things.

Anonymous user

Agree from: Happy Little Frog, Ryan7900, Literary Young Woman, Orange abcd

I have been abandoned after my work has been done. I have led people to produce, but there is no salary increase, and the performance of new people is not counted. I just have the title of team leader. After teaching, the profitable links in my hands are divided, and new people can't get commissions. It's just called maintenance.

Anonymous user

Agree with: rainco, Jillian221, ygor0011, Diving salted fish waiting for a comeback

Same world, same routine. No salary increase for more than 3 years. Basically no new products. Some new products I developed were rejected. Basically, I am allowed to take the current salary and commission.

yg or0011 • Jinhua

I just want to save n+1. After a long time, you will get annoyed and leave by yourself.