What Is Cubic Compensation (Licifang)? 3P×3B×3T Pay Structure for Manufacturers

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.

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