How do small companies retain technical talents?
People think that the small company wants to retain talents, three conditions: future, interests, and pay.
For the first point, the future of the small company cannot be said, can only be discussed as an ideal, so the two conditions become exceptionally important. If these three conditions cannot meet the two, I believe that people will not stay too long.
A colleague in the technical department left, the boss took me to have a thought education, nothing more than the concern for colleagues, whether the colleague is unsatisfactory, I don't tell him in advance. For this type of allegation, in addition to bitter laugh, I don't know what to say.
"Retaining talents is the main concern. If you care, you can know that many of his needs. In fact, colleagues have had the opportunity to leave, but we left him and did not pay attention to", before, in order to retain colleagues. " I am so bad that I will stay, but it is almost a year, but there is no reward system introduced? If people are not talented, hey.
The boss always said that it can't look too important. "Interests, in fact, there is no way to keep talent permanently, only when needed, because you can't always meet him, it is impossible to do the best companies in the industry.". If it is just broken chapters, I think it is right, but if I can endure the big pot?
Only one good reward system can make talents gain from their own labor results, thus producing the company, the employee's win-win results, this is the main way for Wang Dao and the development of small companies. Original address: Tiger captain's nest http://blog.codelphi.com/huk/archive/2004/11/02/27933.aspx
