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THE ENTERPRISE AWARD

Peer pressure works, at Sheng Siong

There is no performance evaluation in the supermarket group. Weak performers simply face social pressure to shape up or quit.

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Mr Lim (above) believes that to succeed, Sheng Siong must aim to sell higher-quality goods as it cannot compete on price alone. It will be fighting in other ways to get a slice of the revenue earned by the bigger boys in the market. The company's efforts to retain staff include offers of various incentives to its employees. In its remuneration system, for example, 20 per cent of profit before tax is paid out to staff as variable bonuses.

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Mr Lim believes that to succeed, Sheng Siong must aim to sell higher-quality goods as it cannot compete on price alone. It will be fighting in other ways to get a slice of the revenue earned by the bigger boys in the market. The company's efforts to retain staff include offers of various incentives to its employees. In its remuneration system, for example, 20 per cent of profit before tax is paid out to staff as variable bonuses.

MANY corporations use performance evaluations to assess and reward their staff with year-end bonuses. Supermarket group Sheng Siong has done away with the system altogether. All employees in the same job role and of the same rank get the same bonus regardless of how well or badly they have

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