Methodology
Bottom line: Cubic Compensation (立次方薪酬) is not “add RMB 2,000 to everyone” — it is 3P×3B×3T so contribution and income actually link. Especially for private manufacturers where pay and review run on separate tracks.
What it fixes
- Fixed pay rises, performance flat — cost rigid, morale flat
- Sales commission vs. staff pay imbalance — internal equity breaks
- Key talent kept by relationships, no pay anchor
- “Review is review, pay is pay” — scores do not move bonus
Cubic fixes structure, not a one-time adjustment.
3P × 3B × 3T
3P · Pay inputs
- Position — job evaluation
- People — capability standards
- Performance — appraisal results from cup KPI / point KPI
3B · Pay mix
- Base — role duty pay
- Bonus — excess output and company results
- Benefits — retention and culture
3T · Time horizon
- Short, mid, long-term mix adjusted by career stage — equity sits here when ready
Rollout path
Training → internal/external survey → positioning → current-state analysis → pay table → modeling → transition → policies → bonus/benefit rules → (optional) equity plan.
Order matters: clarify 3P performance first, then 3B structure and 3T rhythm — reversed, pay is built on sand.
Case signal
Shenzhen big-data client (anonymized) — performance, pay, and equity together: +20% productivity per head, -10% cost. Metrics and accounting before equity unlock — avoids rewarding old logic with new incentives.
| Concept | Focus |
|---|---|
| Cubic Compensation | Full 3P×3B×3T structure |
| Cup KPI | Layered metric levels |
| Equity | One 3T implementation |
See also OSMP framework · org power diagnosis
Liu Xinzhen · NDU MSc · ICMC-certified consultant ｜ XieChunQiu · Shenzhen
20+ years · 600+ clients · 200+ listed companies · 80%+ repeat or referral
FAQ
Cubic Compensation in one sentence?
3P×3B×3T — Position/People/Performance, base/bonus/benefits, short/mid/long-term incentives — structure before raises.
What problems does it fix?
Fixed pay creep, weak differentiation, performance and pay on separate tracks.
What is 3P×3B×3T?
3P=job, capability, performance; 3B=base, bonus, benefits; 3T=short, mid, long-term mix by career stage.
Rollout steps?
Survey → positioning → analysis → pay table → modeling → transition → policies → bonus/benefit rules.
Legacy outcomes?
Pay ratio down 1–2%; pay drives performance; full compensation system — per engagement scope.
Cup KPI link?
Performance in 3P comes from cup/point KPI results — clarify metrics before pay structure.
Equity role?
Equity is one 3T tool — after performance and pay logic are aligned.
XieChunQiu experience?
600+ clients, 200+ listed companies; Shenzhen big-data client +20% productivity, -10% cost after integrated rollout.
