一步:设计出公司目标

Step 1: Design the company's goals

任何公司的发展都是为了目标进行开展，有了目标的实现，公司才会有盈利，才会考虑下一步的发展方向;般设计三级目标;保底目标、平衡目标、冲刺目标可采用正推法);

The development of any company is carried out for the purpose of its goals. With the achievement of these goals, the company will be profitable and consider the next development direction; General design three-level objectives; The bottom goal, balance goal, and sprint goal can use the forward push method);

二步:梳理当下公司架构

Step 2: Sort out the current company structure

梳理公司组织架构，一方面是缕清权责利;一方面是确定哪些岗位能参与分红;

Sorting out the company's organizational structure, on the one hand, is to clarify the rights, responsibilities, and interests; On the one hand, it is to determine which positions can participate in dividend distribution;

三步:量化参与岗位的工作分析

Three steps: Quantifying job analysis for participating positions

在架构清晰的基础上，进行具体量化的数值和标准，同时很重要的是找到具体的责任人;

On the basis of a clear architecture, it is important to quantify specific numerical values and standards, while also finding specific responsible individuals;

四步:通过核算账计算出核算利润分钱的前提是账清楚，让公司、让大家分的清清楚楚;

Four steps: The prerequisite for calculating the profit distribution through accounting is to have clear accounts, so that the company and everyone can share them clearly;

五步:各岗位分红比例的确定

Five steps: determining the dividend ratio for each position

不同岗位属性不同，负责的范围也不同，给到的比例也不一样;

The attributes of different positions are different, the scope of responsibility is also different, and the proportion given is also different;

六步:进行绩效考核

Six steps: Conduct performance evaluation

目标的制定是为了实现，绩效考核的推行是为了做好过程管理,保证目标达成;

The formulation of goals is to achieve, and the implementation of performance evaluation is to do a good job in process management and ensure the achievement of goals;

七步:确定发放形式

Seven steps: Determine the distribution form

目前分红发放的形式很多公司采取一年一次，这种方式不具有激励性，建议采取季度的形式发放，可先发放60%，剩余40%与全年目标挂钩;既保证了分红的激励性，又让高管关注全年目标;

At present, many companies adopt the form of annual dividend distribution, which is not incentivizing. It is recommended to adopt a quarterly distribution, with 60% being distributed first and the remaining 40% being linked to the annual target; It not only ensures the incentivization of dividends, but also keeps executives focused on annual goals;

八步:目标责任书签订

Eight steps: signing the target responsibility letter

目标订出来了，需要各部门的人员共同承担，而不是老板或者某一个人去完成，需要大家共同关注，千斤重担人人挑、人人头上有指标!

The goal has been set, and it needs to be shared by personnel from all departments, rather than the boss or someone else to achieve it. It requires everyone to pay attention to it, and everyone should take on the heavy burden and have targets on their heads!

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