亚马逊运营绩效考核新规：谁能扛住跨境电商的"狼性文化"？
跨境电商企业的重要岗位——亚马逊运营，每到年底总会成为热议焦点。 After annual meetings and year-end bonuses, many cross-border e-commerce companies are adjusting their Amazon operations performance evaluation systems to achieve new annual goals.
在跨境电商圈内，亚马逊运营的绩效考核方式多种多样。 The performance evaluation methods for Amazon operations vary widely in the cross-border e-commerce industry. 哪种方式更能激发运营人员的潜力，让企业在亚马逊平台新规下生存发展，成为每个企业的当务之急。 Which method can better motivate operation teams and help companies survive under Amazon's new regulations has become a top priority for every enterprise.
一、提成制度大改：运营工资可能清零 1. Major Changes in Commission System: Operations Salaries May Be Zero
亚马逊运营的提成算法主要有三种： There are three main commission calculation methods for Amazon operations:
1. 按销售额计算（已较少使用） 1. Based on sales (less used now)
2. 按产品纯利和数量计算 2. Based on product net profit and quantity
3. 合伙人制度（3:7分成） 3. Partnership system (3:7 split)
有运营爆料，某公司新规要求： An operation employee revealed that a company's new rule requires: 前3个月底薪+提成，第4个月开始，若当月毛利为负，则工资为0。 Base salary + commission for the first 3 months, starting from the 4th month, if the gross profit is negative, the salary will be 0.
二、末位淘汰制：业绩最差被公示劝退 2. Elimination of the Last: Worst Performers Publicly Named and Advised to Leave
某公司实行"跨境狼人杀"制度： A company implements a "cross-border werewolf kill" system: 季度业绩最差的两名运营被公示，连续两季度最差将被劝退。 The two worst-performing operations each quarter are publicly named, and those who are the worst for two consecutive quarters will be advised to leave.
这种狼性文化是否有效？ Is this wolf culture effective? 业内人士指出，真正的狼性文化应包含相应激励，否则只会造成人才流失。 Industry insiders point out that real wolf culture should include corresponding incentives, otherwise it will only lead to talent loss.
三、激励制度落后：达标奖400，不达标扣500 3. Outdated Incentive System: 400 Reward for Meeting Standards, 500 Deduction for Failing
有公司从固定底薪中拿出1000元作为绩效： Some companies take 1,000 yuan from the fixed base salary as performance: 超额完成最高奖400元，不达标最多扣500元。 Maximum reward of 400 yuan for exceeding targets, maximum deduction of 500 yuan for failing.
业内人士建议： Industry insiders suggest: 绩效考核应能从底薪中获取，额外利润部分再设奖励，这样才合理。 Performance evaluation should be obtainable from the base salary, with additional rewards from extra profits, which is more reasonable.
四、未来竞争：运营水平趋同后拼什么？ 4. Future Competition: What to Compete on When Operation Skills Converge?
资深卖家提问： A veteran seller asks: 当运营水平、广告投放、推广资源都相当时，最后拼什么？ When operation skills, ad placement, and promotion resources are similar, what will be the final deciding factor?
这值得每位亚马逊运营深思。 This is worth pondering for every Amazon operation.
