When formulating incentive policies, we must not only take into account the pragmatic and practical cultural characteristics of Cantonese people, but also guide them to pay attention to long-term development and avoid pursuing only short-term interests. Here are some suggestions： ### 1. **Balance short-term and long-term incentives** -**Short-term incentives**: Through quarterly bonuses, performance bonuses, etc., to meet the needs of employees for short-term benefits and maintain their enthusiasm and motivation. -**Long-term incentives**: Introduce mechanisms such as equity incentives, option plans, and long-term performance bonuses to encourage employees to pay attention to the company's long-term development and sustainable returns. ### 2. **Set multi-dimensional assessment indicators** -**Financial indicators**: such as sales, profit margins, etc., reflect short-term performance. -**Non-financial indicators**: such as customer satisfaction, innovation ability, teamwork, etc., focus on long-term development. -**Combination of individuals and teams**: Evaluate not only personal performance, but also teamwork and overall contribution, so as to avoid excessive attention to personal short-term interests. ### 3. **Emphasize corporate culture and vision** -**Convey long-term goals**: Through internal communication, training, etc., let employees understand the company's long-term vision and strategy, and stimulate their sense of belonging and mission. -**Value guidance**: Combine "pragmatism” with "long-term development”, and advocate employees to pursue practical interests while paying attention to the overall interests of the company and sustainable development. ### 4. **Provide career development opportunities** -**Promotion mechanism**: Design a clear career development path so that employees can see the value of long-term efforts. -**Training and learning**: Provide skills upgrading and leadership training to help employees improve their long-term competitiveness and stimulate their investment in the future. ### 5. **Establish feedback and adjustment mechanism** -**Regular evaluation**: Regularly check the implementation effect of incentive policies and make adjustments based on employee feedback and company goals. -**Transparent communication**: Let employees understand the logic and reasons for the formulation of incentive policies, and enhance a sense of trust and participation. ### 6. **Focus on team and collective interests** -**Team rewards**: Set team goals, encourage collaboration, and avoid individuals from overly pursuing short-term interests and ignoring the overall performance of the team. -**Sharing results**: Let employees feel the dividends of the company's long-term development, such as profit sharing plans or year-end dividends. ### 7. **Case and role model guidance** -**Set a benchmark**: Recognize employees or teams that focus on both short-term performance and long-term development, and motivate others to follow suit. -**Share successful experiences**: Through internal case sharing, show how to balance short-term and long-term interests, and guide employees to think and practice. Through the above measures, the company can respect the pragmatic culture of Cantonese people while guiding them to pay attention to long-term development and realize the common growth of individuals and the company.