Features of the distribution of the wage fund in large enterprises of the Russian Federation

It turns out that in the public domain there is interesting information from HeadHunter about increasing the payroll fund (PAY) in 2015. There is a link “Compare your company’s salaries with the market” from the page of the project “Salary Databank ” .

Direct link to pdf: Salaries in Russia. Results of 2015.


As you can see, there is a clear line between the top management, which was able to raise their salaries at a level higher than official inflation, and the rest of the staff.
You say - what is surprising is that top management has the ability to manage their salaries, and the rest are not.

And in general, many already come to mind mindful templates:

• We must not envy, but work more, and you will become the same highly paid top manager.
• I do not like it - go away and work for yourself / outsource the currency to Western companies / move to other countries.

But these conclusions and tips are too much on the surface.
We need to go deeper.
Let's see how deep this non-rabbit hole is ...

Table of contents

1. The crisis is not for everyone
2. Such a different top management
3. Personality deformation and company deformation
4. Yandex as a potential media company
5. IT response
6. Why big companies are needed, and who is not able to manage them
7. Slave owners at the helm
8. How to build a non-slave relationship in the Company
9. Yes, what else is the law
10. All captured
11. Audit paid too?
12. In plain language
13. Money is money
14. Unattractive investment
15. conclusions
16. Polls
17. What was it? What to expect next?

1. The crisis is not for everyone

Based on the generally accepted number of subordinates, the boss has n = 4..10 people, the 5-level structure from Fig. 1 corresponds to the number of enterprises n ^ 4 - i.e. from 250 to 1000 people.
In addition, this enterprise may be a branch of the company, which has the head office of the company built on the same structure. Then the total number of employees of the Company grows in multiples of the number of branches.
According to the HH classification for Russia, these are large companies (last 2 rows of the table):


Large Russian companies report that they felt excellent in 2015, better than in 2014.
However, they did not compensate inflation for ordinary employees and line management. Real employee income has fallen.
HH comments it like this:

On average, since the beginning of the year, salary for all positions fell by 1%.
... for the year the highest growth is shown by the "top", leading positions. These are the people on whom the business results and organization strategy directly depend, therefore it is important to continue to motivate them. These employees are a minority in the company, and a 20% increase in salaries for managers usually has almost no effect on the average salary.

"Usually almost no effect," well, it is necessary. Just think, an additional 3.5% could all be raised. Well, do employees really need these 3.5% - it is better to give it to top management, they are most lacking.

Ugh, what a soft and moist language HH "licked".
Let’s go after them with an emery cloth ...

The top management had very high incomes before the crisis, but they decided to write themselves an increase in their salaries exceeding inflation.
The decision of top management separated them from the company's team into a special group. This is not a trifling dividing sign, but the most important and critical, because a person perceives a drop in his income very painfully (the same HH will confirm it to you).
If you look at real incomes adjusted for inflation, the picture will become quite clear:

Top management wrote out a salary increase due to lower income for the rest of the team.

HH data objectively shows that all the stories of top management about “the crisis and the new reality” are a variation of the joke “Dad, you raised the price of vodka, you will now drink less!” “No, son, you’ll eat less!”
Just a manipulative psychological treatment of ordinary employees for an operation code-named “belt tightening”.
There are simply no economic and legal prerequisites, as we will see later, for this.

2. Such a different top management

"The head of the Russian Post criticized the proposal to limit the salaries of top managers of state-owned companies ... The
head of the post added that the proposal to establish an eight-time limit on the salary of managers in relation to the average salary of an employee does not cause him" nothing but a smile. "

" Proposals to limit the salaries of top managers of state-owned companies and to refuse luxury cars for officials were
not included in the anti-crisis plan that the Ministry of Economic Development submitted to the government, the Prime agency said on Tuesday, February 9."

Well and so on.
I combed the Internet, and you know, all examples of disregard for the team in the vast majority of cases relate to large companies, and enjoy state support in one form or another. Those. having “non-market” guarantees of their existence.

But there is another top management.

Volozh could easily throw off the "Arcadia" as an unnecessary load. It would be an act by all the rules of the era: let the fittest survive. But he not only did not close the unprofitable company, but on the contrary, raised salaries for employees, hired another person, relocated everyone to a new office on Gubkina Street and launched the Digital Bible project.
... “There
sat about five silent programmers in old, stretched sweaters, gloomy, but very smart ...
I asked Arkash:“ Listen, we pay them $ 300 a month, it's expensive, but what do they do? ”And he answered “Robert, don't worry. Something good will definitely come out of this office. ”

The decline in company revenue is a crisis. The global practice is that a top manager who saves his company from the crisis goes out to work for a symbolic $ 1 . Top management receives salary increases, and a bonus from what remains after compensation for the income of ordinary employees. A different approach has a devastating effect on the "internal environment of the Company."

3. Deformation of personality and deformation of the company

And he who is not able to
rule himself wants to rule over his neighbors.
Goethe, “Faust.”


A man is arranged so that he must prove to himself why he has the right to what he has done to shut up the voice of his conscience. Do you remember Dostoevsky by the school curriculum? The inner dialogues, that everything around the creature is trembling, and He rightfully has them?

In IT terms, a little man patches the software of his brain. The patch contains near-Gnostic theories, according to which all people are different, and now it is like born to control the rest. He is a wolf, and you all are sheep, He is a passionary, and you are suckers. He has more natural needs, and you are a lazy but unpretentious people who love vodka and whip. And other nonsense.

A man is looking for confirmation of his beliefs, the correct operation of his patched brain. Therefore, he is happy to receive a positive response from the subordinates in the hierarchy , confirming that the people love his firm hand, his, um, transformations.
This patch in some aspects necessarily contradicts the observed reality. The patched brain evades contradictions by ignoring facts that are unpleasant for it, and not making conclusions unpleasant for itself ( Cognitive distortions , List of cognitive distortions )

In order not to hear criticism that casts doubt on the precious patch and threatens to return psychological discomfort, the head disables the feedback systems in the company - risk management and internal audit. Censorship is introduced for discussions between employees on internal corporate portals.
The enterprise as a system from this loses stability and manageability.


From such positioning and such behavior of top management, a system of intangible motivation goes bad.

With pure “perfect” motivation, you need to be careful . The trick is that it works only if it is absolutely, impeccably sincere ...

As regards material motivation, the question remains - how much will the real salary be reduced by undercompensating inflation.

There will be no gingerbread, the only question is how long and how thick the whip will be.

It turns out that these top managers left only financial blackmail for themselves from management tools.
Greed, stupidity, betrayal of the interests of the team - like this ... unlike the actions of competent managers.

But is such selectivity possible when the attitude to the subordinate team is one, to the competitors the second, and to the customers the third?
Sam Walton says no:

It takes no more than a week or two, and employees begin to relate to customers in the same way as the company itself relates to its employees.

Complementing Uncle Sam. “Exactly the same” is not how the general director relates, but often worse, because the negative part of the “relationship” intensifies as it moves down the vertical of corporate power .

Like attracts and develops like - a bad leader decomposes his subordinates.
By robbing employees, he incites them to similar actions for the company and for customers. Either the database with personal data will be stolen, or they will help steal money from Sberbank customers .
The deformation of individuals, the deformation of the organization, the loss of efficiency.

So, citizens, what are we complaining about? To Russian Post? To the banks? For operators?

4. Yandex as a media company

I will quote again Yandex.Book.

As the authorities first became interested in a search engine (mandatory reading).
- First, through newspapers, and then in private conversations, we were given to understand that our company is good, but the shareholders are wrong. Say, such a serious and strategically important company should belong to others
...
“Of course, this was not about raiding,” continues Leonid Boguslavsky. - The offer was market - moreover, the money that was given for this business far exceeded its real value.
But these people did not understand one simple thing, which was the following: Yandex is the company that has grown and continues to grow solely due to the internal culture of relationships. This is not the case when today you can steer like this, but tomorrow in a different way. If this environment is destroyed, this business will simply die, and everyone will lose.
...
There is no doubt that the “friendly investor” will cause discord and try to steer the company in completely different cultural traditions after the first meeting. At it, in particular, potential owners voiced some disagreements with the current manner of managing Yandex. Offering a good price for a block of shares, they immediately put forward a number of conditions.
“For example, they made it clear to us that we would have to block the issuance of new options,” says Elena Ivashentseva. - They said so: “Why do you give people options? No need to give people options. After all, they get their salaries anyway. ”
...
Why on earth to share property with a person who should serve you faithfully and truly - you pay him the money. If you follow the logic of such slaveholding management, the 120 dollar millionaires that appeared as a result of Yandex's IPO is a direct loss to the company. But the question is: does real success come to anyone who does not know how to share it?

By the way, there is one simply wonderful case in my collection when, despite all the efforts, and even the launch of the scheme “nationalization of losses and privatization of income”, the project did not take off from the slave owners. Well, maybe it flies, but sooo low. From the side it seems that it is creeping.

- We asked: “What do you need?” - reproduces the approximate thread of the conversation Arkady Volozh. - They answer: well, you see, this resource can be used as media.
We now know you, you will not do this. And if someone buys you, some Murdoch or someone else? Indeed, by law, anyone can buy you.
The contours of the problem began to become clearer. It consisted of providing the government with such a degree of control over Yandex that it would only allow it to intervene if the change of ownership was unacceptable to national interests. But this tool was not supposed to give “sovereign people” rights to the current management of the company.

If they then sold their shares, then instantly top managers would be trusted people of new shareholders, and this holiday would begin , right on all counts.
The previous employees would have worked in Yandex-1, but Yandex-2 would have appeared - an incoming top management + advisers and consultants invited by them.
(An attentive reader will ask how the use of Western consulting can be combined with concern for the country's media security. Let us return to this issue in a separate article.)
I-1 would work contrary to the idiocy of managerial decisions from I-2. I-2 would parasitize on I-1, bringing income and assets abroad to reliable funds under the flag of cost optimization.

The principle of not giving a share in the company to employees, this is a direct message to employees - this is not your company, we are the owners here, and you are lackeys.
A self-respecting specialist from I-1 would not be able to go to Y-2 - they would need other skills, and they wouldn’t take anyone in Y-2, it must first be proved ... no, not professional suitability, but personal devotion (“ Not create trouble for those you work for ”). Therefore, in I-2 specialists from I-1 cannot be - there is another specialization.

Arkady Volozh also could not work among the new top management. Well, what kind of work can it be in a situation of “built a house, planted a tree, raised a son”, and then sold it all for good money, and now the house was made an ... hotel, the tree was cut down for firewood, and the son became a farm laborer for the new owners.

The creators of Yandex are great fellows who were able to avoid the appearance of alien top management. At the same time, they recognized “inevitable and permissible” “small evil” - the emergence of leverage from the political leadership and the supervision of special services. (However, they have been inside Yandex all the years - read on Yandex.Book about their methods. Very sincere people, from the word "strangle.") The excess with Cinema Search, which contradicts the internal culture of the previous Yandex, just reveals the influence of native foreign culture, with specific ideas aboutbetrayaldisloyalty to management. Despite the fact that the real situation is exactly the opposite - if the publicly screwed up project managers are publicly criticized by Yandex employees, then for Yandex service consumers this is evidence that Yandex is alive - there are still indifferent people in it who are struggling with insanity processes.

We have two types of shares - with ordinary votes and with “enhanced” voting rights (10 votes per share). According to the company's charter, when selling shares with an “enhanced” voting right, they are automatically converted into preferred shares with a regular vote (such shares would have been listed). Current shareholders have super-voting shares.
- Why was this done?
- This structure is typical for companies in which business is 90% dependent on the creative team, where, as with us, people are the main asset of the company. For us, the main examples were companies working in the same field as us. Google has the same corporate governance in America and Baidu in China. This guarantees the company some protection from an "unskilled" investor.

Here's how to apply typical patterns. lootingmanaging a company if its employees are shareholders? It is easy for external shareholders to hang noodles by manipulating reporting. Employees see everything from the inside, you sculpt them about cost reduction, and they: "From your reduction, revenue has fallen, and in fact, costs have only increased under another article." Here's how to push them around, how to intimidate? Yes, they themselves will tell you - it’s not you, you are our employee. You crappy manager, we vote with our super-voting shares - go away.

And what happens? One trusted man will be sent out with spoiled karma, then another ... The next representative of the golden youth will not even want to go there himself.

It was difficult for Yandex to instill the company's culture into new employees ... Happy! They did not work in the opposite situation - when a new top management comes with its own culture, or rather lack of culture and total illiteracy. When it would be better to dismiss top management in general, and the effectiveness of the company would only increase - the team of employees would not have to deal with the idiocy of the bosses' instructions, transform them into something acceptable.

For example, how would Yandex employees feel if the newer top management required to bring all the servers to a single data center? The official reasons for starting the “Single Search” project are: cost reduction + time-to-market reduction when rolling new features into search software. It goes without saying, along the way, that the investments in the project are such that the payback period is “never”, and the TTM has not decreased, but has magically increased, as well as the accident rate. But the project will continue - now as a "fashion".
The next move of the new bosses is endless regular meetings to combat the consequences of their ingenious projects (to count how many man-hours it takes for them, and multiply by the average salary of the participants).
This is not a joke, reader, not an exaggeration. This is the bowl that passed Yandex, but went to others.


That’s why, readers, don’t say: “Yandex is not the same”, “The former Yandex has died”, etc. Everything is known by comparison, Yandex is just a zinger - in its own years, at its own size, and with such attention to it.

5. IT response

But not only Yandex is so unique that it’s not to touch it, otherwise it will wither away without intangible motivation. Wherever you have to work your head, it is.
With IT specialists, the slave system somehow does not work out well.
Of course, at first you can ride on the ridge of young idealists, but as soon as they lose their intangible motivation, they also quickly think about the material:

On the mercantile side of programming
Working for hard currency and living in countries of the economic periphery is incredibly profitable.
I always considered myself a romantic, for whom money was not the main thing. But as they grow up, the emergence of a family, children, responsibility for others, a house-apartment, a gradual deterioration of health with age and the economy around, any romantic involuntarily becomes infected with “sausage moods”. At such a moment of the forced "growing up" of any romantic, sooner or later a wave of regret, resentment, horror, that his youth was wasted, was covering.

"Get a tractor" or work remotely - the first solution to the material side for IT engineers.
But there are nuances. Slavery takes many forms, and if you pay good money, it does not mean that you are not in a cage.

Few of them knew that choosing the deadlocked happiness of an employee in Silicon Valley, they lost the opportunity to win for real. “These people, of course, lost a lot,” Ilya Segalovich will say in twenty years ...
Yandex.Book.

You do not need to spend 20 years, take into account the experience of others.

6. Why do we need large companies, and who is not able to manage them

In our world, which is technically more complex than the Middle Ages, large companies function in key areas: energy, transport, construction, communications, science, space. Small companies either cannot solve problems in principle, or their costs will be higher.

Only large structures can gain a place in the international market. Alone, you can get only the workplace of a scavenger or a prostitute. Soviet corporations were smashed into thousands of non-competitive pieces by greedy directors. An important role was played by the interests of foreign competitors.
These are people who see all the problems through the quality of the finish of their toilet. Life forced them to deal with the problems of Russia — problems that were unnecessary and uninteresting to them. Hence the desire to simplify them and chat.

If one of the organizers of the very privatization now writes like this ... probably the day is not far off when the Prince of Darkness himself speaks: “These pseudo-efficient managers even got me! I gave the infernal engineers the task of developing a special boiler for them. ”

To manage energy, transport, construction, communications, science, "space", IT, we need solutions developed by the technical elite, people with specialized education and experience.

They cannot be controlled by an elite of the medieval type - people with the psychology of a slave owner, ambitions and the desire to "be on top", whatever you call them .
Ambitiousness and an MBA course do not compensate for the lack of education and specialized experience.

That in the Middle Ages slaveholders would be an elite.
And now, in the eyes of engineers, they are not an elite, but something else.

I can’t believe that one of the engineers thinks of the director-slave owner “Oh, how great this man was! He is strong in this world, I’ll try to stick to him, not to create problems,ass licking is it right to serve? ”

The engineer’s thoughts are completely different:
Why would this billionaire fumble in the pockets of the labor collective? Is it “mechanically” like Shura Balaganov’s? Is there any psychological dependence? He likes to play with people, probably in his childhood not everything was safe. What a wretched type. It would seem that he is already rich, and he has so many other ways to increase wealth. Although ... maybe these "other methods" available to him by mental abilities are not very legal? Maybe he is afraid that after that someone with a cold heart will reach him with long hands? Yes, probably this is also a factor - it’s safer to drag from the payroll, because the top management award does not need legalization.

The engineer does not work for the director of the enterprise.

An engineer always works for a greater purpose - to exit mankind into space, to increase the convenience, quality, safety of human life, to increase reliability, to automate routine operations, which are wasted in human hours of someone’s lives.
In order to collect water for flushing in the toilet itself, the engineer also worked with pleasure. The sump tank, among other things, contains a system for automatically controlling the water level with negative feedback.

A slave owner, for the sake of his soul comfort, disabling feedback in the company, is trying to make it simpler than a toilet tank. Only in such simplicity will his talent as a leader be revealed.

But in such simplicity, somehow not so much creativity among subordinates flourishes - there is neither a worthy goal, nor a mood.

To consider that the engineer asks to work "for the director" ... Listen, you have to offer him a lobotomy to start with.

When a leader sets himself high goals, like Elon Musk, he looks like the engineer works for him. But this is only to the extent that the leader corresponds to a lofty goal.
The slave owner has interests and goals - money and power, which he receives through threats, blackmail and coercion. Such an engineer is not interested, it is not his goals and methods.

Note. In man there is not only the creative-light side, but also the vicious-dark side. However, the dark side of the engineers is not as big as that of the top managers - the more space the creative side takes in the soul, the less remains for the vicious.

7. Slave owners at the helm

Let's move on to the examples.

7.1. Slave owners operate a coal mine.
In addition to the article, there is an important comment:

A special plan is being made for maximum coal production, where if the salary plan for miners is not fulfilled, it decreases sharply. Understanding this situation, the electric locksmiths at the beginning of the shift blocked methane metering sensors at the outgoing drifts, and also at the bottom, so that they would not stop the production process, with a small methane emission during coal mining. Everyone knows about it! I also knew, and 20 years ago I did not seriously imagine that such a terrible tragedy could happen ...

Feel the contribution of HR to this tragedy? Juice-squeezing methods of unfinished Taylorism , foul already by 1930.
Meanwhile, those who have implemented such a scheme of remuneration and bonuses have specific names.
Saving for these ghouls was more valuable than people's lives. Saved the freaks on salary.
And they wrote out a prize for themselves. How much did it turn out for every person killed ...

But didn’t you forget to record the loss of the mine at a loss from these measures to save wages?
You see, the slave owner is not able to effectively manage the mine, even according to the cannibalistic KPI, when human lives are not taken into account - losses are many times greater than a penny and criminal savings.

7.2. Wretchedness wanted to control the nuclear power plant (Ukraine)

The Ministry of Energy and Coal offers to maneuver atomic units The

planned life of most nuclear power units in Ukraine has ended, but they continue to be used, laying non-project fuel in the reactors and changing the capacity. This was stated by an expert on energy policy of the National Ecological Center of Ukraine Oleksiy Pasyuk, adding that such experiments could end in disaster.

It’s good that there is resistance from specialists:

The Professional Union of Nuclear Energy and Industry Workers of Ukraine strongly opposed the implementation of the order of the Ministry of Energy and the Coal Industry on maneuvering nuclear power units with daily unloading of up to 75% of rated power.

Hope that in Russia is very different?

7.3. Slave owners manage the Leningrad NPP:

The concern optimizes (read - reduces) people to solve its optimization problems under the slogan "Productivity and salary - two twin brothers." Harm was cut. Well, tighten the nuts in every way.

And in the same place below - about the BNPP.

7.4. Slave owners manage hydroelectric power stations
From one catastrophe go to another .
Both links are highly recommended for reading.

Note - again, the recovery is for budget money.
Well, in any way, such pseudo-efficient owners can not do without backup and replenishment from the state, from the budget. Nationalization of losses should continue continuously.

“Deformed” companies are kept from falling by state props.

Of course, help comes not only with money.

7.5. Slave owners are building a spaceport.
In the space industry - sloppiness.
How is the Vostochny Cosmodrome built.

7.6. Slave owners in agriculture.
What agricultural management can be from a type that does not distinguish fodder beet from sugar ?
“Sell land to developers” - uh ... but this is the destruction of agriculture, not its management.
Or maybe developers and Monsanto are rolling back to him?

7.7. Slave owners operate Aeroflot.

Он говорил о том, что безопасность в «Аэрофлоте» ставится на десятое место, а руководство волнует только прибыль. В результате график работы у летчиков такой, что они не высыпаются, живут постоянно на таблетках. Летать с такими летчиками опасно. От Сереги все узнали и о том, что после ледяного дождя ситуация с полетами была такая напряженная потому, что руководство «Аэрофлота» панически перепугалось и просто сбежало, чтобы не решать возникших проблем. В результате аэропорт не работал, люди не могли улететь, был полный коллапс.
…
Недавно суд постановил, что «Аэрофлот» в течение долгого времени не доплачивал летчикам и обязал компанию выплатить миллиард рублей.

Бонусы топ-менеджеров авиакомпании «Аэрофлот» во много раз превышают их зарплаты. А платят эти бонусы за то, что в авиакомпании недоплачивали лётчикам за работу во вредных и (или) опасных условиях труда.

Salary of pilots, by the way, is only 3% of the ticket price. You definitely need to save 0.5% of the ticket price, risking to kill passengers. However, why save it? Not to save, but to send top managers for a bonus.

If you organize trade unions, it is necessary to take into account the experience of Aeroflot: Aeroflot
slave owners easily imprison trade union leaders , put them on court decisions, and are not punished for breaking the law.

The Slave Owners Club successfully resists the resolution of labor disputes by legal means.

The law does not work for large enterprises; a billion unpaid rubles were not returned to pilots.
Well, you should not forget about such a method as contract killings .

7.8. Word to German Gref and his girlfriend:

Как только все люди поймут основу своего я, самоидентифицируются, управлять, то есть манипулировать, ими будет чрезвычайно тяжело. Люди не хотят быть манипулируемы, когда они имеют знания. В иудейской культуре Каббала, которая давала науку жизни, она 3000 лет была секретным учением, потому что люди понимали, что такое — снять пелену с глаз миллионов людей и сделать их самодостаточными. Как управлять ими? Любое массовое управление подразумевает элемент манипуляции. Как жить? Как управлять таким обществом, где все имеют равный доступ к информации. Все имеют возможность получать не препарированную информацию через обученных правительствами аналитиков, политологов и огромные машины, которые на головы, средства массовой информации, которые как бы независимы, а на самом деле мы понимаем, что все средства массовой информации всё равно заняты сохранением страт. Так как в таком обществе жить?

One wants to reassure - nothing threatens his life in the new society. The Kabbalist will take his place, according to his abilities. So it will only become easier for him from this. Respect, however, will not be the same. Stop, and now is it? Perhaps there is little, but this, as he himself puts it, is “from a lack of knowledge”.

I wonder how there under his leadership IT lives in Sbertech ...

... immediately after the collapse of the course of Ross. In 2015, Sberteh experienced a biblical outcome of key programmers.
Having been involved in vacant posts such as team lead and others for half a year, as a result, Sberteh was forced to gradually index his salaries to a more or less acceptable dollar level in order to at least somehow equalize his salaries with the neighboring offices of outsourcing companies, which, like a giant vacuum cleaner, were sucked off by all qualified labor shots from the ruble zone smoking in the devaluation ruins.

But I must note that, against the background of other slave owners, Gref’s sensitivity to the feedback signal is very good (or the signal is amplified well):

• The salary indexation of Sberbank employees in 2016 will average 10%
• Bonuses to top managers of Sberbank will be about a quarter lower, since they depend on annual net profit .

It’s clear about the top managers’ awards, but there isn’t about salaries - how did they grow?
Oh, these trivial tricks: “There are two terms, I’ll say one thing, and let's forget about the other.”

To summarize all these examples: A

leader with psychology and knowledge of a medieval level is not capable of managing complex technical systems, teams and enterprises. He will try to lower social relations to the medieval level, at which his managerial character will be appropriate and in demand.

8. How to build non-slave relations in the Company

When a person disconnected moral restrictions within himself, burned his conscience and patched his brain, he was peddling - his choice of goals and methods for achieving them were perverted, becoming harmful and dangerous for the rest of society.

At first they gave him a position for acquaintance, he earned some money at the expense of the team, and felt like a pan. Then he aggravated, then he switched to parasitism and knocking out the appearance of respect for employees through the fear of losing his job. The output of this “devolution” is a person with a deformed psyche. All that he could buy - he had already bought, and this no longer pleases him.

He had only one entertainment left ... Such a “humanities” (read - dumb-dummy in mathematics and physics), at school I felt flawed, and now it is fully compensated ... How sweet it is for him to pull the strings of people ... And it's sweeter when these are not janitors, but engineers (even cooler - academicians of the Russian Academy of Sciences).

He feels like a master, but in fact he sank to the level of a pinch in his pockets.
For those that they do not do business, you need a special look, and it is better for them to establish a strict framework of restrictions on authority.
Actually, this already means that they are unsuitable for top management - a top manager, by definition, should have fewer restrictions on actions than ordinary employees. The top manager should have his own moral core.

Therefore, the golden youth does not fit - “at the entrance”, before being appointed to the top management, it is already rubbish, and even after the experience of the “board”, even more so. Garbage at the entrance - garbage at the exit .

But this is if you do not resist. While a person is alive - not everything is lost, you can work on yourself. Set limits yourself. As a first step, to separate the top management payroll from the employee payroll.
Did you learn the rule “Payroll should not grow more than profit” on MBA courses? Ah, well done. Now introduce the rule "Bonus and salary increases for top management only after compensating for inflation to employees."

You tell the team how you could make money at the bank, but went to manage production, because is it more interesting? And like “for interest”, you and the others want to contract and therefore pay them below the market?
О богатый и счастливый человек, так распредели же свою директорскую з/п и премию между сотрудниками, и работай за 1 рубль, раз тебе настолько интересно в этом коллективе. Вот тогда тебя и уважать будут, даже если как специалист ты ничтожен и толку от тебя для компании и коллектива как раз не более, чем на этот 1 рубль. Стоп, нет, всё еще лучше – тогда от тебя толку будет как минимум на величину твоей з/п и премии! Такой поступок – это не языком трепать, очень авторитетно получилось бы.

Думаешь, раз критики не слышишь, это значит, что ты типа так грамотно и ловко управляешь компанией? Да нет, это просто негативные эффекты вертикали власти – ты же сам перестроил систему, чтобы не слышать обратной связи. Голый король, оденься, а то простудишься. Возьми на работу внутреннего аудитора или риск-менеджера, информацию от которого ты будешь воспринимать. Пусть он подчиняется не тебе, а как положено – совету директоров. И пусть делает тебе больно – делать тебе приятно и так слишком много желающих.

Не нарушай законы, перестань гнобить специалистов своей компании. Доверяй им больше, чем пришлым и внешним консультантам.
Изучи производственный цикл своей компании со всеми его особенностями, стандартами…

Eee, reader, do you already feel that I have italicized some fairy tale about the country of pink ponies?
In fact, the requirements for the leader are correctly formulated, but this does not happen in life, right? Stanislavsky "I do not believe it!" Shouted at such a thing in due time?

Do not believe correctly - they have already made a choice - to become slaveholders. Thus, they separated themselves from society, and then their choice is narrowed to the limits of the chosen role. There will be self-justification, there will be intimidation and suppression of the collective, there will be corruption, there will be crime and other indecency with explanations of the level “I had no other choice”. But normal qualified management from them will no longer be.

A paradoxical situation - this leadership is complicated and may not be interesting to golden youth, but they are puffing, climbing. After their reforms, the financial performance of companies deteriorates, breaks off the levers of both intangible and material motivation of staff.
They already have money, they just need to leave with them, until their discrepancy in their position has become a common place in conversations on the smoking room. Is it nice having money to endure spitting on your back in the comments , and then in the face?

Look, the old man actually spits in the face of the "boss":

Just leave our academy, the same old teacher said into the microphone .
- Leave, and everything will be fine

But, apparently, they do not see a “other way out”, except for an increase: Medvedev raised the deputy head of the Ministry of Agriculture, who had quarreled with a student .

Promotion, and increasing the degree of confrontation with the team.

9. What law is there?

The whole point is in natural rights.
And they trample them to dust.
Goethe, Faust.


Why is it "natural", you ask? But don’t you think it is natural when your salary grows over time due to the growth of your qualifications and benefits for the company?

According to the law of the Russian Federation, which in this part is fully consistent with natural law, the top management of rich large enterprises had to do this:

Labor Code of the Russian Federation, Article 134. Ensuring an increase in the level of the real content of wages
Ensuring an increase in the level of the real content of wages includes indexation of wages in connection with an increase in consumer prices for goods and services. State bodies, local self-government bodies, state and municipal institutions index wages in the manner prescribed by labor legislation and other regulatory legal acts containing labor law, other employers - in the manner established by the collective agreement, agreements, local regulations.

Officials of Rostrud in an official letter in 2010 clarified that this is the responsibility of all enterprises, including commercial ones.

In 2014, the Constitutional Court confirmed this:

Last year, in the Decree of July 17, 2014 N 1707-О, the arbitrators of the Constitutional Court of the Russian Federation indicated that the employer is not entitled to deprive workers of the guarantee provided by law and to avoid establishing the indexation procedure in a collective or labor contract or in a local regulatory act.

Only the difficult financial situation of the company can be the basis for refusing to index salaries:

The Decision of the Moscow City Court of September 12, 2014 N 4g / 1-9076 states that the employer's obligation to index wages is not unconditional, but depends on various factors, including the economic performance of the organization. If the company has unfulfilled monetary obligations, including debts to employees on the basis of court decisions, this indicates the difficult financial situation of the company and, therefore, the absence of conditions for indexing salaries.

If net profit is recorded, it means that this enterprise should have indexed employee salaries by at least inflation.

State-owned companies, by the way, had the opportunity to enforce the law and index salaries in 2016 before paying dividends

По оценке Шевчука, у большинства госкомпаний имеется существенная накопленная нераспределенная прибыль – совокупно более 6,6 триллионов рублей. Это позволяет выплачивать дивиденды, размер которых превышает чистую прибыль по РСБУ.

Well, did you feel the indexation of salaries?

Or maybe they felt in Beeline, which has retained earnings of 32.6 billion in 2015 with a payroll fund of 19.4 billion?

UPDATE 1:
Beeline reports directly on its website:
The amount of accrued remuneration to key personnel in 2014 = 301777 tr (page 37), and in 2015 = 773936 (page 36).
Not bad top management has grown in price. The rest Michael offers "do not wait for mercy in the form of indexation from the employer . " You understand, "mercy" all went to him, not enough for you.

Well, if not in Beeline, then maybe employees in Gazprom were lucky with indexing? Who would let anyone know, otherwise they only write about the top management in the news.The incomes of board members — a total of 17 people — doubled in the first quarter of this year. They amounted to 1.142 billion rubles, while last year for the same period - 558 million rubles .

UPDATE 2:
At the urgent request of Biochemist, I give a note to this item.
According to the law, the employer is only obliged to come to an agreement with the collective on the indexation procedure. The parameters of this indexation are essentially given to him.
If indexation seemed insufficient to you, then suing is only to your own detriment.
Here is a good article that shows the futility of the courts with the employer.
You can judge the maximum compensation for inflation for 3 months. In the kit, you understand, the dismissal.
A law in this form is practically useless, and it is not at all scary to break it.

10. Everything is captured

Speaking at the Russian Business Week in Moscow , Deputy Prime Minister Olga Golodets acknowledged a sharp drop in incomes and promised that the state would directly deal with the regulation of salaries.
“We have a very sharp drop in income. A sharp one - both in terms of real wages and incomes in general. This is all reflected in a decrease in the purchasing power of the population, and all this is reflected in retail sales, which are declining, and at that such rates, ”said Golodets in her speech.
«В этой связи, мне кажется, что на повестке дня стоит вопрос о заработных платах и очень серьезных переговорах и с работодателями, и с представителями работников относительно в том числе механизмов регулирования оплаты труда. У нас готовится генеральное соглашение, и в этом году мы должны подойти к нему абсолютно неформально», — добавила она.

I don’t know if anyone believes in help from Golodets, especially since Ulyukaev is against it . The president also promised to join this topic , probably as an arbiter between them.

The fact is, Golodets clearly does not want to improve the TC, and wants to use some other, “completely informal” methods. If the Deputy Prime Minister of the Government of the Russian Federation has forgotten that everything that is needed in the shopping center is already there, then top management of commercial enterprises can also fill in the shopping center. Well, how Aeroflot does it. The law courts side with them - they still do not pay.

In addition to the necessity of complying with the law and court decisions, there is another powerful factor for the calmness of slaveholding top management in violation of the Labor Code.

Based on HR and the “security departments”, they form their own union of slave owners, which does not hire disloyal employees.

Sometimes the flogging of a servant of a servant who imagines himself is public . The analysis of this flogging itself is worthy of a separate article.

The threat of reprisal “you won’t find work later” is certainly a powerful tool - it practically multiplies by zero the protest of employees against the illegal redistribution of payroll in favor of top management.

But it is also clear that this threat forms a special internal environment of the company. This side effect is not acceptable to all organizations.

Yandex leaders at one time were able to explain this to “friendly investors” who came to them with a bag of money, their honor for this and eternal glory. But then Google helped them a lot - if not for the competitive environment, if Yandex had been on the state then. support, guaranteeing its existence in any situation, then he would hardly have screwed up. By the way, time has passed, assistance from the state for Yandex has become more tangible ( one , two , three ).

In total, according to HH data, it appears that TK in Russia is massively violated in enterprises with a population of more than 1000 people.
Top management does not comply with the law, and believes that they have "everything seized." And he is going to continue in the same vein in 2016:

Of the 700 organizations sharing information with the Salary Data Bank , only 34% plan to index salaries next year.

Top management has convinced itself that it has the “right of the strong” to index s / n only to itself, and you can have employees in any way. Including - do not pay for work at night and during holidays.

11. Has the audit been paid for?

“Monitoring the correctness of payroll calculations, assigning it to the appropriate accounting accounts, compliance with the legislation on payroll, correct accounting of hours worked, timeliness of indexing taking into account price increases in the face of inflation is one of the main tasks of the audit.”

The naked king’s conviction in his own greatness makes it difficult to realize that breaking the law will sooner or later be classified as a risk by an external audit.

For some time, the audit may not notice the violation ... but there are signs that the audit is no longer showing its former loyalty .
The Hybrid War, however.

Slave owners, in violation of the law, expose enterprises to audit comments.

As for the night work, I’ll add that for large PAO there are audit requirements for IT processes. In particular, there is a requirement to have a system for registering incidents and works (changes). It is enough for the audit to take an unloading from it (yes they take it anyway, just need to add a couple of fields), analyze the amount of work outside the hours, compare it with the documents from the personnel department, how they paid the employees for this work ...
And now one more remark about the violation is ready Act, with a very specific amount for the provisioning requirement.

No, well, I understand that in the Excel tablet, the head of the unit keeps records of debts for after-hours work, and then unofficially releases employees on a day off. But this is exactly what is unofficial - you can’t get to the point.

Suppose that top management did not provide compensation for inflation for employees and payment for work outside working hours. This is about 10-20% of the annual payroll for 2015 - it seems that a little.

UPDATE 3:

But who said that the amount of risk according to the audit report should be for 1 year? The limitation period is 3 years.
And if the plan is to wait, in order to increase the amount of risk? And then choose the right moment when at the same time the company’s profit will be less, and notice a violation of the law ...

Do not recognize profit in the amount of X billion rubles due to violation of the Customs Code.
Accumulate reserve ... Adjust US GAAP reporting ...

And then the fall of stocks, for which someone was ready and knows what to do.

An audit may be especially attentive when selling a company .

Here they write that they are paid not for 3 years, but only for 3 months . A purely symbolic amount is obtained - about 3.5% of the annual payroll.
For example, for Beeline, this is just 700 million rubles. (PHOT 19.4 billion).
A trifle, of course, but in my opinion a small remark still draws.

Or maybe I'm wrong, and the auditors will turn a blind eye to breaking the law. Maybe they do not consider it a risk of breaking the law, since there is no shaft of appeals to the courts, and payments on the won cases are still not made?
We will see…

12. In plain language

Well, we climb into this hole even deeper, find out whose it really is. And then maybe the title "slave owner" for someone still sounds quite proudly.

The fact that the company is large means that it really needs a lot of employees to complete the task.
Those. She gets the money for a reason, employees really earn profits for the company.

When the money is given for nothing, the employees are not particularly needed, and the theoretical limits of optimization are quickly reached: 1 employee remains - the general director, who is also an accountant .
By the way, such a “effective” business loves to take a natural mafia under its wing.

So, we have a situation where employees and top management work in the same wage in the same proportion as before, but now they cut a smaller share of employees from it, and they really get poorer. But top management cuts itself a little more and gets richer.
The reason is So I want, so I command top management, and nothing more. Fig sheets of other explanations do not count.

No, I understand that in dollars they can do just that, but the salary and bonus allegedly with them supposedly correspond to the results of their work.
An approach that is “in line with generally accepted international practice”, as expressed by Rosneft, giving out 2.8 billion rubles to its Management Board . But if the result of the company's work - revenue and profit - is in rubles, then why on earth would top management want to calculate its share in dollars?

In terminology that is understandable to top managers like a well-known director of a polymer coating workshop , payroll is a common fund .

Anyone who draws more from the common fund , robbing the rest - rats .

Who has already managed to shout "a goose a pig is not a comrade"? I know myself, I don’t need a rat as a companion.
The point is that top managers themselves continuously sing a song, that they are a single team with employees.
True, Gref is already openly positioning that he is not like everyone else, he is like an Illuminati, and he keeps the rest in ignorance ...

In any case, there are two options: either a single team with top rats, or no team, but there are slaves controlled by top barin .

In life, of course, there is no clear dichotomy, but there is a harmonious combination of both options in continuous evolution from one to the other.
Cronyism leads to rats, explaining it as "my share is rightfully strong," and rats leads to nobility as self-justification.

Communication is just like electricity and magnetism - two manifestations of the same phenomenon. The analogy is supplemented by empirical observations of the above-cited Sam Walton on the speed of propagation of the wave of gentry-rats in the internal environment of the company.

So, therefore, what the very union of slave owners looks like ... The


Rat King (a glamorous 3D model, in life it is completely ugly).

Now, when you listen rechekryaki top management and HR about optimization, the internal culture of the company, you will ask yourself the questions "from whom do I hear it?", "did the rat squeak?"

13. Money is money rubbish

Learn honestly to succeed
and engage through intelligence.
And trinkets, hollow, like an echo,
Fake and no one needs.
Goethe, “Faust”

I also like this formula that fights off HR manipulations like “You are not just going to work with us for money”:

Голдратт М. Э. "Цель-3. Необходимо, но не достаточно"
Как бы то ни было, для этих людей зарплата не самое главное. Деньги — это не просто деньги. Зарплата отражает их признание, самореализацию и является подтверждением их успеха. Вот что для них важно. Трудная работа и радость от преодоления трудностей и препятствий закаляют этих людей.

Top management had the opportunity to spend money on indexing salaries, fairly assessing the contribution of specialists to the success of the company. But they decided to close down to live curly, with trinkets "echo-echoing". Well, so that there was respect for others, at least envy.
But it is within our power to “sell them for this money” not respect, but contempt, the title of traitors, slaveholders and rats.

And they also need money as a guarantee of a trouble-free future, when they cut off the company's supply from the company.
But a golden parachute flies as good as an ax floats. After a brief fall, a golden parachute covers its owner with a dome and isolates his outside world from life's problems. Formally - as he wanted. A top manager with a dead soul under a golden parachute quietly decays further. A good, living person feels a lack of air:

Notch complains that life has become “lonely” and “empty” after the sale of the company.
“The problem is that when you get everything, the incentive to try to do something disappears, and relationships with people become impossible because of the imbalance.”

And this is about honestly earned money. Do you know the statistics of misfortunes in the families of lottery winners?
Although, unlike lottery winners, top managers are adapted to large cash flows, dishonestly earned money will not work for them in future. After cutting off the replenishment from a large company, slave owners will not have any “business” of their own - it is not wise for them to have business in the modern world. Money will leak through their clawed legs, no matter how much they accumulate. Well, what was Berezovsky smart ... Without administrative resources, they are completely insignificant. Pass from the class of rats to the class of cockroaches. Those who run away to the West with money will be squeezed out there anyway, and by law. With cockroaches the only way is to endure them near you is just disgusting.

Oh, it would be better if they invested in the “team” while there was an opportunity. But they decided that they knew a better way to manage their money.

14. Investment unattractiveness

So, slave owners want the unnatural - that inflation will gradually and steadily reduce the wages of employees.

An export-oriented economy supposedly gets a competitive advantage from this.
Bullshit, of course: the payroll component in the cost structure, as a rule, does not occupy the first place at all. And those export-oriented companies, where it ranks first, for some reason are not enthusiastic about the increase in inflation.

The second bike is even dumber - supposedly good financial indicators, such as net profit, have the effect of increasing the value of the company's shares, which allows it to raise funds at a lower percentage.

It’s good that I am writing an article on a resource where readers have been in the know for a long time - they give money under a command. If the team is good, then they give even a share in a loss-making enterprise. Give, even knowing that the risk of losing more than 90%.

When the first professional investors, usually foreign ones, came to Russia in the early 90s, they liked to say: “To invest, you need to look into the eyes of a future partner.”
Yandex.Book.

An experienced investor will look into the eyes, and they are rats ...
Oh, they eat their own subordinates! Specialists flee from them, IT operates in a "do not breathe on the server" mode.
Today they have 40% EBITDA in their accounts, and tomorrow it will turn out that everything worthwhile has been outsourced, and the company has only a “signboard”, a brand with a tarnished reputation.

Well, what is the pleasure of giving a normal investor that much money? If rats ask for money, then we need to compensate for the ignoble risk with a higher percentage.
And if rats sell shares, then the point is not to buy them in the joint development of the company - it is impossible with rats - but only in sucking money and in dribbling assets.

That’s the whole point of the requirements for a large and net profit from a slave company.

Maybe instead it's better to invest in a startup with honest guys, even at the risk of losing? It’s better with a smart one to lose ...

Slave-headed rat owners are the biggest minus for the investment attractiveness of a commercial company. No good official financial statements can beat this minus.

Moreover, I remind you that you can only trust reports if you trust the people who prepared it .
Even an audit does not guarantee 100% certainty.

15. Conclusions

The author is simply envious of wealthy successful people, because he will never be among them. All this text is a complaint about a small salary, "the cry of Yaroslavna." But the author turned out to be a solid file - those who want to be promoted must prove their loyalty and usefulness to their bosses, and not create problems for him. Mikhail Slobodin intelligibly wrote about it.
Just kidding, sorry.

In a crisis, commercial top management is self-sorting into 2 groups - those who send payroll to employees and others.
According to HH in Russia, top management is on average just “different”. Their level is to command the janitors. Not citizens, of course, but disenfranchised migrant workers who find it easier to clean their pockets: a full salary is indicated in the statement, and they give a different amount to their hands. Here at the level of these migrant workers, these top managers all dream of lowering.

The task “what to do in these conditions?” Is not at all simple. Starting a tractor and driving it abroad is not a universal solution. There is no one to throw their own nuclear power plant at ...
So the deratization of top management becomes the task of ensuring elementary safety, not to mention the development opportunities.
An engineering approach is needed for this task: to determine the boundaries (which should not be done), to study the set of both known and new methods (put down on a tractor, a trade union, a site with a rating of employers, etc.), to determine their disadvantages and advantages. Then you need to choose a sequence of actions in a specific situation and then fulfill your plan.

In any case, do not violate GOST, SNIP, safety regulations. Do not sleepy at the controls of an airplane. No more risky experiments with nuclear power plants and disabling methane sensors in mines. Remember that this is not only you killing yourself.
Top managers do not commit a crime with their own hands, but yours. Evil is powerless without your complicity. Do not go for a petty price against conscience and against the law.
Do not take an example from rats, and do not feed the rat king with your respect.

16. What was that? What to expect next?

In general, I had another plan - to write a long-promised analysis of the advice of Western companies on doing business.
Judging by the comments on one news item in a professional environment has matured and overripe. Obviously employees write comments, and obviously without any respect for their effective managers.

But then I caught sight of the HH salary increase sign in 2015. I decided to write a short note, but it turned out 20 pages of text (I also cut 10 pages along the way, 4 of them “about Beeline”) ...

To be honest, I don’t really like the result - some kind of inhomogeneous, illogical text.
Separately, this is an employment relationship, but you put it all together - and now the "politics" has worked out. But Habr’s not for politics, here’s an article without some kind of thoughtless one, there aren’t enough connections like: “the law does not protect against arbitrariness at large enterprises because this is one of the forms of support from their state structures, along with administrative budget support, judicial and power support. ”
After the examples of “management” from paragraph 7, it is not about the audit and the TC is appropriate to write, but immediately about the Criminal Code. The discussion of the TC is ridiculous when the CC is violated, right? Here it is necessary to discuss whether article 275 of the Criminal Code of the Russian Federation is suitable for assessing the quality of such “management” of systemically important enterprises of the country , or can it be a bust, stupidity is not treason, Panama is not a mother, and for a start it is better to classify by another article ...

But since Habr is not for politics, let's focus here on the task of “if not to blame abroad, then what is in our power to improve”. And I have some purely engineering considerations about this ...

UPDATE - 06/09/2016 - Continued:
What should an engineer do if his company has incompetent managers in senior management positions .

Further in the program:

• Our benefactors. The advice of Western consulting companies.
• Bees against honey. Analysis of public flogging, which arranged M. Slobodin naive applicant.
• Correction of the consequences of the board of pseudo-efficient managers.

17. Surveys