Every year after the Spring Festival, it is a peak of a job. Many people have a little stupid in this time. Swumping, seems to be a temptation that a marketer cannot avoid.
The risk of the job hopping is self-evident, and the results are not two: more jump, or more jump. Moreover, each time you jump is not only rich in your own experience, but also to continue the hopping manufacturing obstacle for yourself. How to do key decisions in this career?
For the company, the impact of employee hopping is also obvious, how to treat this problem, how to prepare, retain key employees?
Here, we invited several industry insiders to discuss these issues, and their experience can be said to be more successful -
Wang Wei: General Manager of the Product Distribution Department Hospital of a foreign company, Zeng Ren Nestle Department, Danish Baolong Group Region Manager, Bausch & Lun's national sales manager.
Yu Lei: Regional Manager of a multinational company, Zeng Yama Group Sales Director, Sara Lee East China Manager, Nongfu Spring Brand Manager and Regional Manager.
Ke Meng: Assistant, the general manager of a well-known Electrical Power Group, and the assistant for the general manager of domestic marketing company, served in the Dao Bo Group, Baoan Group, the United States, and the Ilex Group.
Luo Jianrui: An Food Company Market Director, served in Wahaha Group, Xi Lang Group, Johnson & Johnson (China).
Zhao Zhi Min: National Manager of a foreign-funded training company, served in Weizhong Enterprise Group, Fujiuo Electricity, Hong Kong's enforcement agency.
Personal articles
Jumping, still don't jump?
Wang Wei:
Tropit is an adventure for individuals, from a familiar environment, familiar business to a strange company, everything starts with the head. Unfortunately, it is sometimes full of hope to come to the new company, but I have found it, but I suddenly found that the surrounding environment is not so going. In the original company, it is not good to repeat it, there may be Some new situations, watching the original colleagues are not bad, can't help but have some "prematurely today, why bother"!
A friend warned me: Jumping only in both cases, one, you can learn new things in new companies: Second, if you don't learn anything, you can have a chance to achieve your own Idea, it is also worth going. This is mainly from the aspects of work capacity, the first half of the sentence is not difficult to understand, and the second half means practical opportunities. Business management is a practical science, directly involving practical opportunities for growth. The problem is: Do you have this opportunity and an environment? It is often like this: I have to know very little to the new company, and there is too much imagination and expectations. It seems that I can do a lot, but I will find various problems shortly, and various restrictions. If you have the mind of your mind, there is no way, and it's nothing to make, soon I can't fall into new pain. In order to avoid this, the importance of the previous understanding is self-evident, but the mentality after the job is more important. There are two parts: money and growth opportunities for our remuneration. Therefore, we must learn to face reality with a positive attitude, try to grasp all the opportunities to make yourself greater development, this is not wrong at this point, because your personal greatest development is the greatest development. contribution. If you complain, give up, just like money as waste paper, more destiny is that you waste the most precious time and youth. So don't let go of any opportunity to grow.
In addition, the level of salaries is of course an important factor in the hopping, especially for young people, because they have a low salary and overhead. Salary also reflects a person's social value and also helps him to bear more family and social responsibility. But I still don't advocate this factor first, unless you face huge economic pressure, and you have already psychologically prepared to make money slaves. For a need for a need, be a slave, temporarily giving yourself, this is a short-term behavior that can be accepted, but the time cannot be too long, otherwise it is not only unhappy, it will distort himself. The job is only in one case: you are in a comprehensive interpersonal relationship, and each other has created emotional obstacles. The rapid operation of modern society makes people have neither a chance to do so, "Lu Yao Zihua, I will see people's heart", and even in business environments. Maybe you have discovered your own reasons, but the strength of this cost is too strong, the cost is too high, that is better to change an environment. However, it is necessary to pointed out that it is necessary to find your own reasons. The reason for finding a lot of other people has no help to things. Because you can change itself, but nothing else. The thing you want to do is: calm the mind, find your own reasons, and face it correctly, adjust your mindset, with a smile to re-enter life ...
Yu Lei:
The hopping is not blind. The so-called "doing students are not as familiar", leaving the old working environment to new companies, always have certain adventure. However, strategic hopping can play a crucial role in your future development.
There are three kinds of hopping in situations to try:
First, it is a leader in the industry. As we all know, the leader in the industry is very respected. In general, these companies have indeed a collection of the best talents in the industry, such as the daily chemical industry's P & G, the Coca-Coca-Cola, the food industry, the IBM of the IT industry. These companies are born more than yourself with graduation diploma, you can also pave the way for your future career development. So if you have the opportunity to enter the industry's leading company, don't miss it, these companies may not be as good as some ordinary companies, but your personal reputation and industry experience will inevitably improve, but also provide a high salary for the future. Guarantee.
Second, it jumps to the department supervisor or a national position from the position of the deputy hand or region. "Boss" or "old two" is a very important issue, and the deputy is really a very embarrassing position. It doesn't have the right to reuse. It is always possible to hang the position with "Deputy". It is a hand, there is a problem, but you can push you. So, if you have the opportunity to master the overall or the whole department, the company is almost, then the hopping should be a good choice. In addition to promoting positions and raising salary, the feeling of a whole thing or a department, It is better than you have a deputy. When people feel good, work will be effective.
Third, it is the growth of the salary doubles. Although this opportunity is not a lot, but if there is such a chance, it is still worth trying. The only thing you need to pay attention is whether such high salary can continue? If the company is not a problem, the corporate environment is not bad, then you will be determined to jump; if the company is not very clear, then you have to understand the clear, because the high-paying except, there is still important point to get Long.
Sword:
A friend who tried four years in State-owned enterprises to foreign companies, and the friends who have worked for 3 years and went to a private enterprise to serve as the sales manager. No matter where you are selling, especially for many years. Salespeople doing foreign provinces, wants to make a difference, must learn to examine their work environment, which will greatly affect your future. He believes that in state enterprises, you have to have a good relationship network, because often go out, you must know the movement of "home", especially in the "Dynasty", there is a "DPRK". Drying in the foreign company, you have to know a good boss, because of the profound foreign companies in the position, you are talented by your head boss. If this is a public private boss, then you want to get what you want, just one word - "dry". In private enterprises, you must have an open boss, without participating in high-level power disputes, and can not be able to develop three power of the company, you must care about "honoring" in all aspects. The "working environment" here has risen to a corporate culture and management, business philosophy. These are sometimes irrelevant to a grassroots sales person, but sometimes it is crucial, especially when you make "work is a pleasant" when making a credibility, the "environment" should be the first choice . Of course, many people do sales because there is a more considerable commission, to be responsible for this.
"There is no free lunch in the world", if you forget this, no matter where you are hopping, you can only have a footprint in your career history, and finally people will give up. In general, as long as you have a certain ability, find a job is relatively easy, but you have to find a good boss, a good company is not so easy, so a thriving business, an open large-scale boss, one The boss of the truth is important than a percentage of rewards.
Some things are time to verify. If the company is temporarily encountered, you will go far away, and if you feel the situation, you can not say that this "environment" has a strong conflict with your own development, then the job change is allowed to change the environment. Perhaps your best choice. However, you must use the third eye to see the new company you choose, because any company is often just a good side of the company when recruiting workers. In addition, don't use yourself as a "anti-virus software", you should learn to integrate, integrate into new colleagues, new environments.
Ke Meng:
If it is not necessary, the less the hopping is, the better. Most typical hopping reasons are too low, but companies have a understanding of employees - training - promotion - reuse process, salary expect to combine their own quality and corporate strength, at the beginning, expectation is high, salary Endless is unrealistic, the treatment is growing with the continuous improvement and contribution of personal skills. The author jumped into a home appliance company in 1998, and the monthly salary of the trial period is only 1200 yuan, which is lower than the original enterprise. After a fierce thought struggle, I feel that this company has strength, fast, and someone has space, and I am determined to fight for two years. As a result, because of work efforts, the results were obvious, but also in the high-speed growth period of the company, the third month of month salary increased to 1,500 yuan, and the fourth month was transferred and promoted, and the monthly salary increased to 4,500 yuan. Working in people, a point of harvesting, and the timing will have a return.
There are still many reasons for the hopping, such as: leadership, no development space, especially the leadership no longer guidance, support your own work, no way to communicate, there is no spatial, no space, if the leadership is not as good You, just all the causes of the principle, seriously affect your personal development, and you can't make a breakthrough after a long time, and ask for space to go to the policy; colleagues have deteriorated, lose the foundation of the masses; high-level Leadership changes or "gang" struggle, "tree is scattered"; a major mistakes have resigned. However, the most sufficient departure reason is a long-term future strategic plan for enterprise leaders, and the incentive mechanism is not perfect. The company has begun to lose vitality. If the individual is still waiting, there is no development future. At this time, it is 30. Beginning.
How to jump?
Ke Meng:
Many people have failed to know themselves, find the reason for the factors outside themselves, hopping in an abnormal mentality, the results are frequently replaced, the mentality is getting worse, the situation is getting more and more uncomfortable, others will also Cold eye. Therefore, you need to conduct objective evaluations yourself before the hopping, evaluate yourself in your existing enterprise or the possible space after the job: (1) Is there a basic standard? Nowadays, the degree has become the basic requirements of many unit employers, and even the important standards for the selection of cadres. (2) Do you meet the requirements of professional or related work skills? There is no skill, it is enough, it is special enough, there is no unique insights and mature innovation results, whether the professional knowledge is profound? (3) How is oral expression, written writing, communication and coordination? It can be said that it is not enough, but also be good at promoting his correct view, and can add the right opinions of others in time, and complement each other. (4) The psychological quality is critical. Work pressure, personnel relationship, etc. will often cause great psychological stress, able to see questions, syndrome differentiate, and be good at psychological adjustment will determine your last success. (5) Related working experience, especially highlight, typical successful cases. Successful past can indicate the quality and strength. (6) Tips for people, the density and fastening of the public relations network. How good friends, especially the appreciation of leaders, poor guidance and support often make people feel more than half-duty, social relationship will also help you. (7) Customer resources or market networks. Many companies pay attention to the ready-made resources of the new approach, intend to "people around the world".
In the first time, we should prefer large companies, so relatively development space, can improve your comprehensive skills and operational skills, and take the "A large business" The "Aura will open space for future development. In addition, corporate strength is strong, and work opportunities are relatively stable, which is conducive to personal career development planning. The conditions are mature and there is no chance in the current enterprises, consider the creating medium-sized enterprises, seeking opportunities unique. If there is a chance to go to multinational companies, it is certainly better.
The timing of the job is time to time, the premise must be getting higher and higher, get better and better, either win, either a position, or the new company is larger or the development prospects is better. Even if it is smooth, the working environment should be more loose than before, or there are other reasons worthwhile. Remember: The hopping is for better development, not anger or anger or one moment.
One thing to be reminded is that the new unit not only has to integrate into a new team as soon as possible, and the old east is not allowed to abandon. First, you should keep the confidentiality of the original enterprise that must be kept, do not leave sequelae for the future development; secondly, colleagues with the original unit maintain friendship, mutual promotion, will have more harvest. Pay special attention to not attacking the original business is right, no, the affirmation of the original enterprise will also receive respect of the new unit. In addition, don't blow it with the original, high-quality treatment, and so on.
When separating, we should settle the financial procedures and other necessary left-handed handling procedures. It is good to say that it is delicious, "carries", but will give yourself a hidden danger. Moreover, the situation of "good horse eats back" is now not a few, and there is a long way.
In short, in the right time, choose the right position of the appropriate enterprise, ask the appropriate salary, have an appropriate attitude to face, pay proper investment, will be conducive to the sustainable development of personal careers.
Wang Wei:
The best job is the position of myself, inner accepting, full of impulsive and interest, this is the so-called "intangible", that is, the position of the inner, the inner year, this is with you "Like the work" is different. Due to cultural, income, media role, etc., people have formed a view of different occupations, naturally divide their careers into "good profession" and "bad care". Everyone wants to engage in "good profession", stay away from "bad careers", but some people have no inner joy after being successful, why? This is the "intangible" and "outside the occupation", that is, this person is engaged in the society, but is not the need of this person "I", I need Maslow needs. The needs of "self-realization" in the school. To put yourself in an ultrastain, you don't matter if you evaluate and your mind, you can find which positions are most impulsive, your true joy, these things come from your heart rather than others' views and evaluation, this The position may be the external performance of your "intangible" (need to be explained: "in-house" is an inner need, there can be a variety of "outer occupations" to express). The higher the unity of "intangible" and "foreign occupation", the greater the possibility of self-realization, the more happiness and joy itself brought by work itself. However, in real life, we can't make it actually some, you must face reality. So, ask for a second, choose your favorite work. People's emotions are more representative of a person, and reason is more social factors. From a positive perspective, obeying the emotion is close to my distance, and from the perspective of avoiding psychological risks, if you take a mistake from emotions, you will last at least your own heart, in turn, if you happen from rationality The mistakes are all lost. My experience and experience tell me that when emotional contradictory contradiction occurs, obeying emotions is a safe choice, at least in the hopping. If your luck is worse, you can't find your own opportunity, and there is no such thing you like, then you should consider the possibility of growth, this is also the most likely to be considering during the job. It is also possible.
For some companies "Star Employees" reminder is: Do you have any organization, system, and cultural environment exist in the new company? If the new company wants you to bring people, with our customers, what is your own ability? Does the new company have something to prevent you? Will the personality and reputation be damaged? Do you have new growth opportunities in the new company, but only the original experience of repeating and relish? What is your job slot? The more you jump, or the more you jump? These examples are not difficult to see in the workplace.
Yu Lei:
Career is short, we need to make a good plan for our future, at least two years later, this plan must be there. What kind of business work wants? What kind of position is it to promote to a job in the next three to five years? The rest of the problem is how to find it.
It is not easy to find a job, but it is not easy to find that it is not easy to find your own career. From my experience, there is no good company and good position in the talent market. I haven't seen a business in the talent market, I haven't seen a position of more than 100,000 yuan in the talent market. In recent years, the network has been continuously popular, making online increasing work, general manager, director, and regional manager these practical practices are the positions found by the headhunting, and will appear online from time to time, information The disclosure is the possibility of hopping for outstanding talents that have not been in contact with headhunting.
If it is possible, it is necessary to keep good contact with the headhunt company, but pay attention to a little, the headhunting company is not to help you find a job, and they are the same as the banker, and the people who are sunny to send umbrella. However, keep your contact is still necessary, there are more contacts, they have a good position to think of you, will also raise a lot of good suggestions for career development, after all, they are hipsters in the human resources field. As you have accumulated the time and experience in the industry, it is also important to establish interpersonal relationships in the industry. Marketing This circle is actually very small. If you subdivide some product sectors, it is not a few years, and everyone will gradually understand in a certain region. In this circle, a good business reputation is cultivated, paying some good friends, but also for your future career development, "noble" helps you will take less a lot of detours.
Many people skip a lot of troughs before found a good company, but they can stay in a virgin business is 10 years. Suitable for your business, your favorite business is the most important. Find a suitable space and try to play yourself, for your business, and it has achieved yourself.
Corporate articles
How to see how to hop
Luo Jianrui:
On the issue of sales staff, there is a trade-off of "thrust" and "pull", and ultimately determine the choice of sales staff: Jumping or not jumping? Internal pull refers to the company to attract employees to continue to work. Healthcare and Incentive factors, such as generous salary, high-guarantee welfare, harmonious colleagues, interested work, good training, leadership appreciation and recognition, position promotion, etc. Internal thrust refers to the fact that the company has led to unsatisfactory employees and gradually produce various factors for the company's repulsive power, including policies and related environments, such as continuously pay salary, suddenly deserved, boss does not trust, colleagues do not cooperate, long-term monotonous Work, etc. External tension refers to new employment opportunities to attract employees, such as more salaries, higher positions, more famous companies, better working environments, more in line with personal interests. "Everyone has a scales in the heart.
Due to the long-term sales staff, the company's internal tension is relatively weak, especially in the spiritual level, if there is no belonging, the boss is not trusted, the training and development opportunities will be less; on the other hand, the sales staff's external employment is relatively strong. Especially before and after the annual Spring Festival.
Wang Wei:
Swingles seem to be an embarrassing topic for companies. People who want to stay will not stay. The people who want to leave again, the result is "I have left the elite, staying." If this elite takes another small elite and the customer, it is like collapse half a day, how is it? There are many books in human resources development and management tell us some of the principles and methods for retention outstanding employees. These principles and methods are all right, but it is also effective, but the final hopping is certain, it is a very natural phenomenon. Since it is a natural thing, it makes it naturally happened. If you must stop it, do you have any gains in vain? Also, don't forget that someone jumps to you here, and excellent talents are also digging. As a manager, I think there are two things to do: First, complete the "things", the index is the boss is still satisfied; the second is to cultivate "people", and the index is people who dig you. Some people say "Qianjun is easy to get, one will be hard to find", I don't think so, the business development of the company does not rely on someone's ability to resist, and more importantly, the team and collective synergy. Managers should be committed to the improvement of the performance and ability of the team, rather than relying on several stars. This relying on huge danger, it not only hurts other members in the team, but also the increase in internal consumption, but the star's hopping is bound to affect the business. Managers should pay attention to the construction of the system and team, supporting the organization, system and culture, so that the school is eager to grow, it will not have a big impact on the business because of someone's separation. Reduce the hopping rate
Luo Jianrui:
Many company marketing high-level roots think that "customers are iron-playing battles", "sales staff is the soldiers of the water", their logic reasoning is: the customer is the source of the company, must be firmly controlled in their own hands; sales staff It is a mercenary, you can recruit, and go. Trusting employees is not as trustworthy. Under this kind of salespeople, the company's policy is imaginative - the company's non-condensed force, and the employee is independent.
It is true that the company's high-level attachment to the customer has no doubt, but when the company has developed to a certain extent, the high-level number should never deal with customers, directly manage, to control customers as their own work, must create a elite sales team to manage customers Management market. If the customer is the company's God, then the employee is God of the company's boss. For some companies with brand influence, customers are easier to find, but excellent and loyal sales teams are not easy to build; for some companies in some growth, excellent sales staff need to expand the market, form customer networks . The growth of the company's performance must first rely on stable, efficient and powerful sales team, "iron-hitting" should be a sales team, "the water" is the customer, and customers will always be guided by interest.
There is a company in size, and the salary conditions are not high, but the company's high-level is well known: talents are fundamental competitiveness, iron-hitting the market is a sales team, and the soldiers of the water are customers. Under the guidance of this values, the company has adopted various conferences. The newsletter continues to emphasize the core concept of industrial reporting, the Destiny community, enhance the sense of mission of sales staff from the spiritual depth; on the other hand, the company's high-rise is in the market. The first line and the employee combat, and it is possible to solve some of the worries in employee family life. In market decisions, the company's high-level is very respectful of the first-line employee; when the cost is limited, the company ensures a training from vocational skills each year; when the customer is contradictory, trust employees instead of customers. Under the influence of the company's high-rise years, the mounting of the iron-hit camp gradually cast, under the premise of promoting the company's almost no strong advertising promotions, with the efforts of the sales team, the sales performance of the sales team increased by more than 50%, and The sales staff's annual hopping rate is less than 15%. For excellent sales talents, the factors such as salary and welfare in the company's internal pull, and incentives are not employed, and the company's mental incentives are key factors. The results of training, award, promotion, respect, trust, etc. are inevitably the cohesiveness, belonging, the sense of identity, the reduction in the removal rate, if it can cast an excellent sales team - iron hitting, Customers will naturally be controlled by the "iron-tap".
Key employee
Zhao Zhimin:
Regardless of the team or organization, there are always some employees to be a critical position, they are "key employees." The retention and role of key employees has a pivotal impact on corporate performance and future development. How to make key employees under effective management, pay attention to a higher performance?
A positioning: Determine which is the key employee of the organization, and determine the key functions of the human resources management department.
The specific steps are:
(1) Define the company's business strategy and development orientation;
(2) The human resources situation of the company is determined to determine two things: First, to meet the requirements of business strategy and future development orientation, what should be done in human resources; the second is whether the current human resource allocation can meet business strategy And future development orientation needs;
(3) Decide the human resources required by the enterprise, including quantity and quality;
(4) Clear which is an indispensable core position to achieve strategic goals (it is not a person);
(5) For the real qualities of the employee team, inventory, such as whether the company's existing personnel meet the needs of the business strategy for key employees, how much is the gap, while analyzing the changes in the external human market and internal employees Loss rate, predict the future development and changes in the future development of key employees;
(6) Comprehensive, the above factors can be performed on the overall and system management plan for key employees, thus laid a good foundation for the selection of key employees.
In this process, the human resource management department plays an indispensable leading role. Corporate Human Resources Department must play the following roles in functionality and positioning:
(1) Catalysts of change. To try to make organizational members willing to accept changes (especially those who think that changes means crisis), so that the culture can continue to promote the progress of changes;
(2) Experts managed. The organization must assist organizations through process reconstruction, business outsourcing, leaving only core work, such as training, performance management, etc .;
(3) Behind the successful and pleasant work of employees;
(4) Become a strategic partner for various departments. The Human Resources is not possible to distribute resources to all employees, strategic business departments and key employees are their main service objects. The Human Resources Department should position themselves on the role of "planning and service", and propose solutions to human resources related issues for internal customers with "customer experience" (TCE). The foundation and origin of TCE is that the value of value creation is to see from customers (whether external customers or internal customers) perspective, the value is product and service to provide a complete experience, experience and experience.
Three key points: There are three main points for key employees, planning and service.
Cultivate. The focus of key employees is in the cultivation of the reserve team. To select the reserve of the value orientation, high quality, and potential, it is planned to give key cultures, gradually form the stepped structure of key employee team, thus continuously supporting organization strategies. Implementation of the target.
2. Reserved. Key employees have two points: the reservation of people's reservation and the resources owned by the people. Keeping people are mainly "heart", create a good harmonious corporate culture atmosphere, and pursue organization and personal winning is the fundamental of "heart". How to translate personal advantages into corporate advantages is the key task of key employees, such as core technologies, experience accumulation, personal reputation, customer relationships, etc. of key employees. Strengthening team building is one of the effective methods of transforming personal advantages. The team makes personal roles, and the team's resource is shared, thereby dispersing and reducing the organization's dependence. Another effective method is to strengthen institutionalized standardization management, such as the management system of customer relationship, etc., through the system to record, organize, share, share and save, to turn into the resources and advantages of enterprises.
3. excitation. Key employees have a great impact on organizational, salary, and work environment atmosphere, so incentive work can focus from these three aspects, namely, key employees' performance management, compensation management and environmental atmosphere. Create. (1) Performance management of key employees is a strategic performance management. Through the key success factors of implementing strategies, we can determine the key performance indicators of the enterprise, and thus determine the traction performance indicators of critical employees, thus closely combine their main activities and corporate strategies to ensure that their performance contribution directly supports corporate strategies. . (2) The return of employees includes two kinds of economic and non-economy, and there are short-term, medium and long-term divisions. The compensation management of key employees must focus on the medium and long-term compensation plan, and now many companies implement employee holdings and options plans. It is based on this consideration. (3) Creating an appropriate environmental atmosphere is a key employee to play a high performance basis and an important factor in retaining key employees.
Five principles: What can be used for the principle of retention key employee?
1. Cultivate key employees to recognize the enterprise. A factor that hinders key employees is that they lack the real and meaningful information about the company, only let key employees learn more about the company's operations, the company's philosophy, let them feel more proud of the company and enhance them The understanding and understanding of the company's customer needs can effectively reach "win-win".
2. Let key employees do meaningful participation. Key employees do not spontaneously generate recognition of enterprises unless they truly realize how their daily activities are hooked with company performance. The key to the success of employee participation program is "meaning", such as the US Atlantic Airlines adopted "Growth and Improved Team", as a constructive approach to improving employee's master, "Growth and Improved Team" members becomes The owner of the event: They check the change they recommend and determine if they are effectively implemented. In this way, the transition from the diagnostic role to a more lead-oriented role is completed, so that employees can be more active and have a responsibility for performance improvements.
3. Develop a clear goal. There is no clear, measurable performance goals, the impact of the identity and investment of enterprises will be inexperitative. To see the link between the loyalty and performance of key employees, it is necessary to let employees understand the goals and regularly conduct. 4. Effectively improve the security of employees' work. Work safety means: If the employee has completed his work correctly and helped his business succeeded, then this success will help him keep your own rice bowl, or raise the chance of another job opportunity, and will also reflect Go to the growth of its salary.
5. Provide a stimulating package to key employees. To make key employees have high commitments and performance performances on the organization, they must provide a competitive reward solution. Only those organizations that are highly concerned about the loyalty and performance of key employees can in order to be in a dominant position in the competition.
There are also the following aspects: Interest and important work; make information, communication and feedback pipelines unimpeded; participate in decision-making and belonging; independent, autonomous and flexible; increase learning, growth and responsibility opportunity. ■
Normal hopping and abnormal hopping
Enterprises must have the right mentality of employee hopping, and the hopping is the normal phenomenon under the market economy. It is unrealistic to serve the excellent people for a lifetime for themselves. Excellent enterprises are characterized by making ordinary people to make extraordinary results. Some people are unable to stay: people who want to change their identity, such as their own business as a boss; seek a higher job, if he does have the ability, you can give your position, otherwise you will make it hop or have no actual power. Retention; people who have lost confidence in companies; people who have deteriorated in interpersonal relationships; people who want to change the work environment.
The quick-sliding rate is too high, it is not a good thing, and it is not normal, and it belongs to the normal range between 5% and 30%. But if you want to stay, you can't stay, you want to leave people who want to go, and those who are hopping are always the best, this should be reviewed. In addition, the large-scale concentrated hopping in the short term is also abnormal, and outstanding managers are more terrible with outstanding salesman.
Preventive sequelae
Sequay 1: Take away customers, property and business business secrets
Precautions: (1) Destroying the concept of "salesman customers" must clarify that all customers are corporate customers; (2) Establishing salesperson's dependence rather than the company's dependence; (3) as possible Eliminate the phenomenon of "running a single help", should do a market in an institution instead of a single salesman; (4) Avoiding salesman and customers to establish a single-line contact system, must contact customer multipression; (5) Where the business is mastered by the salesman Information companies must have multiple backups; (6) Avoid food, things, and commercial confidentiality over centrally concentrated in someone, try to avoid sales of sales; (7) clearly agree about this content in hiring contract; (8) Wherever Such actors, enterprises must have no consideration to prosecute, and put an end.
Septic 2: Salesman distributes negative news
Precautions: (1) Treatment of hopping in normal heart, not evil due to hopping; (2) Establish an idea: Negative salesman or companies you have served are denying yourself, is the lack of professional ethics.
Septose three: handover procedures are incomplete
Solution: (1) Do not handle the complete handling: (2) If the left office must be prosecuted without handling, he must pay for others; (3) take legal mortgage, guarantee method prevention. Retainable employees
How to keep valuable employees? Some outstanding companies summarize four words: people stay in people, feelings, leave people, treat people.
The career means that hopes and growth opportunities, a hopeful career is the greatest attraction of employees. Enterprises must depict the prospects of the business, let employees go forward, willing to fight. If the salesman has long been isolated from the corporate information, it will not understand the prospect of the company, and it will inevitably lead to a low sense of loyalty to the company.
Feelings are a high-minded person from ancient times. Chinese people are more emotionally, a moving speech, a warm greeting, a successful family visit is enough to touch the salesman, willing to work with the boss.
Although the approach of the position of the position is objection, there is the effect of taking the end of the rod in practice. The bones of the Chinese people have a deep-rooted official border, making the salesperson that have achieved outstanding business constantly produces the idea of duty promotion. The biggest drawback of the position of the position may be "less excellent salesman, more unmanned managers." A variant is "Total title", that is, the salesman "Queue" that is highlighted by the performance is not "sealing the official", giving them honorary position, honor status, honorary title.
