According to our statistics, successful bosses who implement vimigo all do one important thing right:
Simply put, the company needs to set what good standards are for each department. Once standards are established, it’s easier to identify who the good employees are, reward them accordingly, and the bosses can clearly know who is willing to work and who is not.
Next, you might as well ask yourself this question: why is the first step to distributing money setting good standards? Understand, how does the boss achieve this?
Before we start, let me introduce the background of vimigo, and let you clearly understand how vimigo helps to solves your business problems.
Hi! I am Shane Mun, also a boss of a small and medium enterprise, with 16 years of practical experience, serving as a director of several companies with over tens of millions of turnover and an expert in talent data digital transformation!
At the age of 21, I successfully transformed a traditional hardware store with 15 employees into a chain store of bathrooms and kitchens —— BIG BATH, with 150 employees.
During this period, I tried many methods and invested millions in training courses to solve “employee management problems”. As a result, I established a tech company, integrating my practical experience to create a transparent performance reward system.
Now, I want to share with you the secrets of what I have learned and achieved, hoping that vimigo can help you overcome your business challenges.
If you search online now for ’employee motivation’, ‘how to reward employees correctly’, ‘talent management’, etc. You might find a variety of explanations and even some theories, but the solutions provided are not very effective.
Because everyone lacks a good performance reward system to help your business grow.
So, I will explain what vimigo is in one sentence:
vimigo is a transparent performance reward system. Currently, we are the FIRST to develop a performance reward system in Malaysia. vimigo – which stands for Vision, Mission, Goal. We hope you and your employees will always remember your company’s vimigo.
In simple terms, it’s not an HR management system, a payroll system or even a clock-in system for work, we simply want to make the company’s performance reward system transparent, retaining the right people, letting the bad apples leave on their own.
But how to achieve this? I will show you three classic industries and how the bosses achieve it?？
What are the standards for good customer service? It seems difficult to measure in vimigo.
Can the boss buy a car as a reward for employees?
How to use vimigo recuitment interview?
These 4 bosses all achieved their current results after implementing it for a while.
Truth be told, these four bosses have all played the vimigo system very well, and they have also created their own unique reward systems
– BK Ideal Edu Sdn Bhd
– Golden Choice Marketing Sdn Bhd
– Ng Kim Heng Advisory Services Sdn Bhd
– Interspace Management Sdn Bhd
Simply put, the company needs to set what good standards are for each department. Once standards are established, it’s easier to identify who the good employees are, reward them accordingly, and the bosses can clearly know who is performing and who is not.
What? Is it that simple? Setting standards can distribute money, and then employees self-motivate? However, it’s not that simple…
Next, you might want to ask yourself why setting good standards is the first step in distributing money? How bosses manage to do it?
Before we start, let me introduce the origins of Vimigo and make it clear how Vimigo can help to solve your business problems.