Salarisonderhandelingen voor agency eigenaren - #122
35m 25s
Een salarisonderhandeling voelt vaak als een spannend moment, zowel voor de medewerker als de agency-owner. Maar wat als je het niet ziet als een onderhandeling, maar als een gesprek over waardering en beloning? In deze aflevering van De Verkenners Podcast bespreken Alen en Fabian hoe je salarissen slim en eerlijk bepaalt, zonder dat het voelt als touwtrekken.De Verkenners CommunityAls eigenaar van een agency merk je vaak dat je veel alleen moet doen. Echter, er zijn talloze ondernemers die voor jou dezelfde weg hebben bewandeld. Je hoeft dus niet zelf elk pad te ontdekken...
Transcription
8230 Words, 44777 Characters
The conversation where you always go to a bit of a kitchen next to it.
Saladeshondenhanderlinge, we take you with you how you can feel this conversation effectively for yourself, for your agency and for your media work.
My name is Alen, I'm Fabian and this is the Perkennis podcast.
Welcome back.
We're back.
Yes.
And today we're going to look at the Saladeshondenhanderlinge.
No, I don't like that.
Well, it's a good feeling to have a Saladeshondenhanderlinge as an agency owner/manager.
We've been working here for a year and a half.
Yes.
It's a fun moment.
Also for the media work.
For everyone.
Yes.
It's a lot of work.
Yes.
And we're going to talk about how you can do it effectively.
But also how you can control the charging.
And how you can do it well.
Well, look.
Yes.
What effect does this have on your agency, but also on the media work?
Yes.
Let's start.
Well, first of all, a piece of context.
So, Saladeshondenhanderlinge has, I think, a term, a bit of a negative charging.
It feels like sourcing.
So, we're going to win in an agency owner/manager.
And I think you're going to have to frame that frame.
Yes.
Saladeshondenhanderlinge is not going to win over the world.
But actually, how can you work together to help each other, to achieve each other?
Yes.
Saladeshondenhander is one form of that.
And if you're paying Saladeshondenhander through Wardeer and Belonin,
you'll get a piece of bread.
Sure.
So maybe there's a piece of context there.
Try Saladeshondenhanderlinge to pay Saladeshondenhander through Wardeer and Belonin,
and try to look at them as a collaboration.
And I think you're going to have a job as owner/manager.
Exactly.
Well, we're going to end up thinking about how it's going to work,
and how are you going to do everything right?
Yes.
In the beginning, we're going to give you some advice on what to do.
Saladeshondenhander is for you as an agency owner/manager.
What kind of effect has that on your office?
What kind of effect does Saladeshondenhander have on your office owner/manager?
Yes.
I'm looking forward to that.
The other side is that it's all about how people feel about Wardeer or Belonin.
But there we're going to talk about it.
Now we're going to talk about the Keijer Harde Euros and the business 7ers
that we have to deal with.
Because I've seen that a lot of things are going on,
or in any case, the company does not have a lot of agencies.
One euro of Saladeshondenhander.
What does that mean to you?
Well, let's leave that as an example.
Is that true?
Yes, exactly.
Yes.
And I think we can talk about that through.
It was an effect on your whole agency.
With how big the effect is of every euro that is going to be in Saladeshondenhander.
And at the beginning it was simple,
"Where are we going to meet?" Yes, it's just Bruto Saladesh. That everyone does that.
That's called in a "vaculture" often.
Yes.
That's what everyone talks about.
If they say what you're going to do there, if you're going to do a hypotech interview,
then they say what you're going to do.
So that's what we're going to talk about.
That's the starting point.
But actually it's very starting point.
If I look at that, because Bruto is for no one,
just tell what is going to happen.
What do you think is going to happen when you're going to do a hypotech interview?
Or what is going to happen when you're going to do a hypotech interview?
That's a very important thing.
So if we think about Saladeshondenhander from 3500 to 5000,
there will be a lot of people coming in.
So Saladeshondenhander or the police who are at the top,
and then you have to talk to someone from Saladeshondenhander,
but 35% of them are at the top.
And from every euro that comes up,
just like 35% of the population is at the top.
So 65% of them are at the top.
And from every euro that comes up,
they're going to have a lot more population,
because then you have to give up the higher ones.
That's a very good deal.
So maybe you think as an ACO owner,
well, I've given you 100 euro extra,
but that's not on the other side.
That's a factor, but 60.
So 100 euro extra is 60 euros in the bag,
what you're going to feel.
Exactly.
We're now on the hard financial side,
and I think that's for the media.
It also feels like it's the co-ordering.
That's also on the strategy.
But we know that the seven of us,
100 euro extra is on the other side of the media.
Exactly.
60 euros.
And you're on the team list, and I'm on the ACO owner.
So, well, there's 100 euro that I'm saying.
And we're going to do 100 euro above.
Per month.
Well, you think, well, that's nice.
I've earned 60 euros.
That's something else.
Maybe the performance that you let me take a look at
on your slowdown, I think.
Well, I thought it was worth 100.
No, it's not, but this.
The rest goes to the performance.
That's your low-belasting.
But as an ACO owner,
do you have more costs that come with it?
Yes.
Because you have more direct costs that come above
on the average low-belasting.
Yes.
Work expenses.
Well, it's a little bit of a bit of a passion,
and then you give it a passion contribution.
But you also have to adjust a passion.
So you also have costs.
Then you still have the funds.
Either you're certain.
Or you just have to pay.
And you don't get the money back for it.
Or a combination of them.
And then you still have the opportunity.
Because yes.
You also have the opportunity.
Well, that's all for now.
I'm not going to give it a try.
One for one.
I'm going to give it a try.
What is it?
But yes, you're going very fast.
With only this.
On 1.35 or 0.35% increase.
So my 100 euros is now 135 euros.
But you still have 60 in your bag.
Yes.
So the 100 euros increase.
We talked about that.
Thank you very much.
Yes.
In the beginning, when I was a midwife, I got a bit of a 60 euros.
On my vacation.
Yes.
And it costs you 135 euros.
Exactly.
In the organization.
Yes.
So the organization is 135 euros.
Always directly.
Yes.
And you don't have to pay half of it.
Yes.
Then part two comes.
Because now I have only one about the direct costs.
Well, then you also have one more thing.
Whether extra costs.
Yes.
That can be.
Yes.
We do all kinds of fun things.
And there you have a nice WKI regulation for a Dutch country.
Well.
Yes.
Yes.
The extra costs that you can give me.
Yes.
Well, that's 2% increase.
So my 1.35 factor is now 1.37% increase.
Yes.
So the 150 euros is also 137 euros increase.
Yes.
Well.
Then you also have one more thing.
Yes.
You also want to go to work here.
Yes.
Yes, direct costs.
There is nothing between them.
But it is.
But it will not increase at the basis of the 100 euros.
Well, that is certainly in the basis.
So you can't take that as a percent.
So it will remain a vast amount.
But I'm telling you that the 2% was.
Then we can't say that the 2 euros are the same.
But it is still a matter of what you have given to you.
Surely if you take someone's news.
Yes.
And this is also for other things.
For example, you also have a workplace near.
And a office.
And a office.
And then you want to be in the office.
And then you don't have the easiest Apple M4 chip.
I don't know if you know that.
But with a difficult laptop and everything up and down.
You can also do it with you.
Exactly.
Yes.
You use all the packages that you use to make good design work.
Yes, they are also not free.
So that's what we call it.
It can be somewhere like that.
That 100 euros.
And you think that you get 145 euros.
Yes.
Because, yes.
We also do something similar.
Extra facies.
We stick a little bit out of the WKR.
Also, fixer.
Can't do this.
So, yes, that's really going to be hard.
Yes.
And there you really have to realize that.
As an agency.
Certainly, as a new company comes.
Yeah, let's hope for every small trap you make.
There are a lot of costs.
And a lot of extra reloading on the other side.
And that is definitely not all the time.
Yes.
No, exactly.
No, so that's also the way you go about the handling.
So it's good to know this.
Because you have 10 employees.
Where you talk about the salary.
And on the bottom of the line, you get out.
Well, let's say that it has been an increase of 150 euros per manufacturer.
1500 euros for increase for the income in the year.
Per month.
Per month.
Then you actually say, well, that's about 1.4.
Exactly.
Well, then you set it up as soon as you reach 200 euros per month.
Just a little bit.
Yes.
I'll put the pen on it.
No, I'm not going to do that.
No, no, no.
That's not much.
In 2000.
Yes, exactly.
And if you do that again 12 times a week, you have a cost post.
Above your operational costs.
You have created a small 25.000 euros per year basis.
Exactly.
And why?
To protect your employees.
And not let them go away.
Exactly.
There is no guarantee that all these three things will still not happen.
But that's what you have this example.
For example, at the end of 25.000 euros per year basis.
Yes.
And you can even ask yourself, what is going to happen to me in a different way?
Sure.
Yes.
Well, that's something you have to take with you before you go into the conversation.
And it really doesn't want to say, because that's why you have to go into the conversation with the masters.
You don't think so?
I think we'll just lose the conversation.
But it's good enough.
Exactly.
You have to know what you are doing.
You know which euros you are giving away.
And is the euros really an euro?
Yes.
And that's really good about thinking about it.
And you are 25.000 euros.
Costs over a year.
Yes.
And now we have an agency of 10 men.
Yes.
That's not very big.
But well, almost 20.000 euros.
And on the other hand, the team is going from there.
And of course, I'm going to give it away.
Maybe 10.000 euros.
On the recommendation.
Exactly.
Together, I'm going to give it all away.
And maybe on the other hand, it's good enough.
Maybe for people who are looking at us.
If you ask for the extra euro, do you know what the extra euro costs?
Yes.
And then you think about other ways.
Yes.
Okay.
But before we go to the other way, the perspective is good for the media workers.
Yes.
That's certainly what to say.
One of the most important things is to know what you've seen.
Yes.
I want to be grateful for the insight I've made.
Exactly.
And there is a lot of belonging to it.
The loss of the fact that I'll get more euros on my income.
Yes.
I also want the organization to know me.
As someone who really has gained weight.
That's more than a year before.
Yes.
Yes.
And that's understandable.
And then I have a mental expectation of, well, I think this is something for me.
A nice confirmation from the last year.
Exactly.
You are looking for a way to improve the relationship.
I have done my best.
I have done my best.
I have given some extra money.
I have been very important.
Yes.
That's what I want to feel.
If you get out with no expectations, it feels like an exam.
An exam in your face.
Exactly.
Yes.
But what do people feel?
I don't think only for you, for your money.
Well, it's a kind of basis factor that you've seen a lot.
I notice that a lot of media workers say that as well as the first access point.
But yes, I have done a lot for this organization.
Maybe also from my function or what it can be.
Yes, I just want to return to my salaries.
Yes.
Because I think I hear that.
Yes.
But actually, you do it yourself, sometimes also with the court.
If you, for all, you are very hyper focused on that one element.
Yes.
Because why do you want that?
Yes.
And what are you going to bring?
That are important questions.
Yes.
Because where do I want to go?
What do I want to talk about?
What do I need?
How do I feel about this?
And I think that that is also important for me.
In the speech that you are being warned.
That I gave you a compliment about what you have done.
That I might do that in front of the whole group.
So that you are also getting extra information about this.
Yes.
Of course I have to be in the country, because it is very rare if I give you a compliment.
That for the whole group do it again and again.
And then we will talk about it together.
That is very rare.
Of course.
I think that there is actually a correlation in it.
And they should also be there.
They also have to be there.
There is actually a lot of people.
Yes.
But you are not looking for...
I want to say that you are looking for something you want.
Yes.
Because what are you going to do with that money?
I will tell you.
I am just starting to talk.
I give you three times as high as possible.
Tomorrow is the same.
But you can't do anything.
Yes.
Yes.
You also have to give money.
Yes.
You also have to be able to do something.
Where you stay.
From the work that you really like.
Of course.
But...
Well, that is the...
The behind the scenes.
So maybe you are going to travel.
You will have a new house.
That is a lot of people's dreams.
That is a lot of people's dreams.
That is a lot of important things.
What do I get for your tears?
Yes.
So even for the agency owner or the manager...
...who is talking about that...
Is it really important to understand?
Where is someone in his life or his life?
Yes.
And what do they do for years?
Well, we have a lot of dreams.
travel, shopping, children...
...to get paid, to be able to do research...
...financial independence...
...then it is called up?
Yes.
So if you get the situation better...
...you can also talk about money about money.
Because money has to go on and on.
Yes.
Well, something has to go on and on and on.
A lot of money is a lot of money in there.
But there can also be other ways.
Yes.
And maybe I want to get back to what is important for everyone...
...for each agency owner or manager...
...so you know where we are going...
...to get the payment changes.
Because you want to get the 100 euros...
...and you get the 100 euros.
Yes.
And we do something like...
...what do you do with 500 euros?
Then I can make a good income.
That's how it works.
So you go fast, right?
Yes.
I also get a loan.
You earn 5,000 euros...
...and you get 500 with you.
Yes.
The fast income is of course...
...you have 10% higher.
Yes.
It's a year and a half.
You earn 5,500 euros.
Do you get a loan again?
10%?
So you get 500 euros...
...and you get 400 euros...
...and you get 400 euros...
...and you get 100 euros again.
Actually, you get it.
Yes.
Because the percentage is just a bit higher.
Yes.
And if you keep that for five years...
...then it also says that...
...that doesn't have a direct effect...
...then it also has the future of the future.
And you can't come back.
No.
And that's also very important.
If people start spending less time...
...or they don't even have a good time in the office...
...you can't come back.
No.
So I think that's enough...
...for even some important countries.
Yes.
And I want to say...
...I want to say...
...people need to be paid...
...as they earn...
...and as they say.
So I'm here for that.
But I also think...
...people with names, agency leaders...
...you have to determine...
...how my euros will go through that too.
Yes, exactly.
And those two have to be paid.
Yes.
And that's a important key point...
...that at every euro...
...that you pay for a salary...
...the factor of 1.4...
...has to be a bit safe.
Yes.
...at your cost.
Then you don't know what kind of cost effect...
...it will have.
Yes.
...that's what we just talked about.
I agree with the conversation...
...because you know...
...that we have a known community...
...over a known community.
This is a community...
...for agencies, entrepreneurs...
...and M.T. leaders...
...where there are many known experiences...
...and insights.
The new or known community...
...that you get...
...check out the show notes...
...for more information...
...and check it out there.
But let's go through that.
Okay, but what can you do now?
And what do you have to talk about?
Then let's talk about...
...the word "dearing" and "beloening" now...
...in the place of Salaris on the other hand.
There we have a number of events to point out.
The first thing we have to describe...
...is a Salaris house or a system...
...which is called a Salaris house.
Also, if you are a little bit...
...you can set up a nice way of a Salaris house.
What effect does that have?
It has a effect...
...that it makes it clear to a lot of expectations.
Exactly.
The media works actually know...
...where those two are in the main line...
...and which group perspective is financial possible.
A Salaris house consists of...
...when you get the whole organization...
...you have three of them...
...and of course that's exactly what it is.
You get a number of clubs.
Yes, but that's for big organizations...
...that we do quite well.
It doesn't do that.
But it gives a lot of ratios...
...and it works with scales...
...and ensures that you have a certain expectations...
...that there is a role in it.
You can actually build a global system...
...and a different system...
...where the Salaris house is called...
...is Salaris development.
So what can I do when the media works...
...in Salaris development?
And what kind of conditions can I expect?
A small example...
...we also have that...
...when we have a component...
...on this point...
...inflation correction.
We want to change that to...
...market correction.
So what does the market grow...
...or crimp that...
...has the Salaris in the market?
So Salaris in the market?
Yes.
So that's a component.
But let's leave this example...
...to keep the inflation correction...
...that's a bit easier.
And then we have...
...a piece of presentation...
...for a year.
For a year.
What did I expect for you as a manager?
What steps are you going to make?
How are you going to do that?
Why are you going to order?
Why are you going to order?
So if we are in a year...
...and we think that these things are going to be done...
...then we can set up...
...that you have made a lot of money...
...but also made a lot of money.
And then...
...you get a lot of hopes...
...that you will be able to hear that.
With that...
...you get a lot of hopes...
...because someone knows...
...that 12 months ago...
...that they can work on...
...what they have done.
And then...
...it doesn't really matter...
...that you get the money...
...that you have made...
...that you have made...
...that you have made...
...but you can set up a gradation.
So for example...
...we have an inflation correction...
...as a basis component.
An inflation correction...
...that is 3%.
And then...
...we actually say...
...that everyone who works normally...
...you get a lot of 3%.
Exactly.
So that's like step 1.
Then...
...we talk about...
...a number of categories...
...wherein you...
...you would be able to...
...wherein you would be able to fall...
...I am your presentation manager.
That is, for example, the 8th floor.
You have made it bad...
...then we have talked about it.
Through what reasons...
...maybe private reasons...
...or what it is possible to say...
...but you have actually made it bad...
...then what you have talked about.
And that you have done that.
And that you have actually...
...died through a level.
Yes, exactly.
That is category 1.
category 2 is...
...you have actually made it bad...
...then you have made it bad...
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Key Points:
Discussion on the Saladeshondenhanderlinge.
Importance of effective communication and collaboration in agency management.
Considerations on financial aspects and salary structures in organizations.
Summary:
The podcast conversation revolves around the concept of Saladeshondenhanderlinge and its significance for agency owners and managers. It emphasizes the importance of effective communication, collaboration, and framing the concept positively to enhance agency performance. Financial aspects are discussed, including the impact of salary structures on employee motivation and organizational costs. The idea of a "Salaris house" or salary structure is introduced as a tool to manage expectations and create a transparent system for employee compensation. The discussion delves into the intricacies of developing a structured approach to salary adjustments, considering factors like market corrections and performance evaluations. Overall, the episode highlights the need for thoughtful consideration of financial decisions, effective communication strategies, and creating a conducive work environment to foster employee satisfaction and organizational success.
FAQs
Saladeshondenhanderlinge is a term related to managing expectations and collaborations in an agency or media work. It can be effective by fostering teamwork and achieving mutual goals.
Agency owners/managers can control charging by framing Saladeshondenhanderlinge positively, encouraging teamwork, and managing expectations effectively.
Saladeshondenhander can impact an agency's finances by influencing costs, salaries, and employee satisfaction. Understanding the financial implications is crucial for agency owners/managers.
A Salary House or Salary Development system helps in setting clear expectations, managing financial perspectives, and creating a structured approach to salary adjustments.
Components like inflation correction, market correction, performance categories, and progression levels impact salary adjustments in a Salary Development system, ensuring fair and structured salary increases.
Understanding the financial implications of Saladeshondenhander and salary adjustments helps agency owners/managers make informed decisions, manage costs effectively, and maintain employee satisfaction and retention.
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