Excellent employees don't care about our retaining, 而; the potential employees don't care about our expectation, quietly went away; even the employees who have cultivated, they are not careless, and they will leave their hands and sigh. Al receiving HR, in March, there is always a big day of the day, there is always a large number of outstanding employees to abandon the Division, leaving a large number of posts, let HR look at the ocean. However, let HR don't think about it, it seems that it is always going to go, but it will be left; ordinary is not going, but it is excellent. So, I can always hear HRs, and have a helpless song over and over again: What do I get to keep you? My employee!
Recruiting outstanding employees, it is more difficult to cultivate outstanding employees with excellent employees, but it is more difficult to retain outstanding employees. We know that employee leaves the company, there must be a reason for employees, may not be sufficient, but it is always enough to let employees leave the company and seek high. So? Is every employee to be unfortunate, and I want to constantly change the company, and I have changed the company to change the company. The more it is more proud of it? The answer is of course negative. HR should have such experiences. In a company's work over a year or for more than two years, HRs are more familiar with the company's corporate culture, and it has certain feelings for the company. Under normal circumstances, it is willing to leave. Company, but once they decided to leave the company, it must be retained. Therefore, as the HR of the company, we must try the disease, avoid repeating the same mistakes, first to clarify the real reasons why they left.
So, what is the reason for forcing our outstanding employees to throw us?
First, the external cause
1. The peak of job seekers induce employees to leave. The first two or two months after the Spring Festival, that is, the peak period of employee job hunting. One year, the company should develop, and personnel should be adjusted. So many companies are concentrated in this large number of supplements, so the demand for staff is large, and the job seeker is more likely to find the right job. A large number of job seeks will induce employees bravely choose the job.
2. Enterprise mutual excavation wall to leave employees. Many companies have better developments in the new year. Before the Spring Festival, they will start to dig the wall feet of their own or other enterprises, and the employee generally leaves before the Spring Festival, because there is also the year-end dividend. "Don't take it, don't take it, take it wrong", after the Spring Festival, the year-end award in hand, once there is a better company to throw the olive branch to them, I will choose the hopping.
3, foreign pressure forces employees to leave. At first, the employees may have no thoughts, but when seeing other employees, they have a higher salary, there is better development, or people around the employee continue to be noisy, applied When the pressure is stressed, it will not be consciously compared. If you feel that you have more powerful employees than the hopping, sometimes you will get better development, and the employees will not be hopped by autonomously.
Second, the end
The intrinsic factors affecting the flow of employees are a variety of diversified, and it is also tired of the month. It is difficult to summarize it completely. The author has been screening and focusing on the following.
1. The impact of corporate culture. Whether companies have a good corporate culture, whether there is a good cultural atmosphere, to a certain extent, reflect the influence of the company. Enterprises who have no influence are difficult to appear, and there is no superior enterprise, naturally there will be no strong cohesiveness. In the world famous enterprises, such as General, such as Microsoft, each company has its unique corporate culture. The same is true of many domestic excellent companies, such as Haier culture, such as Vanke culture, and they have become a brand culture that job seekers. 2. Management style of business leaders. The management style of enterprise leaders has a great impact on employee's work emotions and work. If a few employees feel that they do not adapt to the management style of corporate leadership, the employees will conduct self-adjustment, but if they are most, employees are not only not Will carry out self-adjustment, it will also think that this is not your own problem, it is the problem of leadership. After a long time, I will resent the leadership, and I will not put into work in my work. If I can't find a sense of accomplishment, I have no fun. There is no fun work, and it is a chronic suicide.
3. Enterprise development prospects. An excellent or eager to develop employees, pay attention to the development prospects of the company. Only enterprises have developed, and employees will have development. The business prospects are dim. The employees can't see the direction of progress. They will lose confidence in companies, and employees who have no confidence in the enterprise, choose to leave the job is so late.
4, the level of business salary. When the author is in the interview, many job seekers will basically talk about three points when talking about the career standard:
a, work well;
B, big development space;
C, good remuneration.
It can be seen that no matter whether you admit or, the pay level has become one of the important factors that affect the job seeker. At the end of the year, the company should summarize, and the employees must summarize; enterprises have to be inventory, and employees should also take some gains. From the needs of Mallows, the survival needs are also ranked first. Therefore, the company can only effectively retain employees only with competitive salary levels.
In fact, the factors affecting the flow of employees are varied, and the external factors can be solved very well, and the key factors that truly affect the flow of employees are still within the internal factor. Only solve the internal factor, in order to effectively prevent and solve employees Flow problem.
I. Create a core corporate culture and create a good cultural atmosphere.
An excellent corporate culture, it is not built two days a day, it requires the presidency of the family, the accumulation of the month is tired, then refined, unique, such as a corporate culture is the test, too It is valuable. However, our employees are hard to see these. They will not take care of how you create corporate culture. They only ask in a harmonious, relaxed, fair, fair, enterprising, unity team, he is happy. It is comfortable, so our administrators should have a great efforts to create such a cultural atmosphere. There is such a atmosphere, and the team will have cohesiveness, and the team with cohesiveness, you must leave, you probably only have to pass by forces. In order to ensure that your flow rate is not too low.
Second, give employees an development of space and improved platforms.
The larger development space gives employees to hopes to give employees with power. There is no hope, can't see the prospects, whether you can't afford to work enthusiastically, such companies can not allow employees to stay in the company at the company. To provide employees with a larger development space and upgrade platform, you can start from the following aspects:
1. Establish a sound competitive mechanism to encourage employees to work for justified competition. Many companies, when the company has a post vacancy, they first thought about the first recruitment person, without considering the promotion from the internal; also enlisted the first promotion, but because there is no perfect internal competition mechanism, Or because it is too familiar with internal staff, you can't see the many advantages of our employees. In the end, it will consider recruiting from outside, in their eyes, always "foreign monk is very good. "of. In fact, this is quite large for employees. When employees feel that the company lacks the development space, it lacks up the power, which is not conducive to incentive employees, and can't create a competitive atmosphere in the team. 2. For this position, it has been good performance, and the ability has exceeded the employees required by this post, but there is no higher level of postal vacancy, but it may wish to supplemeize the employee to pose, with new positions, New work, new challenges, Incenerate employees' work enthusiasm, and also let employees learn more knowledge and skills, effectively enhance employee's overall quality, and consolidate the work of the employee to compete for higher levels.
3. Provide adequate training opportunities to employees. Haier's Zhang Ruimin said in his manager: employees just entered the company's quality, not your fault, but after a while, the quality of employees is still not high, it is definitely your fault. It can be seen that how important is the training of employees. Some companies don't want to train employees, but training will have investment, because they are not allowed to invest, and do not provide training opportunities for employees. Matsushita companies are very important to employees training, because Panasonic is helpful to understand, investing in the money in the brain than investing in the machine's money can earn more money. The way the training is also a variety of ways. As long as you are good at starting your brains, you will find that the training can be everywhere, you can anytime, anywhere, now the popular one-minute training is a good agreement.
Third, corporate leaders shaped their own personality charm and improve their management level.
Undoubtedly, the level of management level of the leaders is largely, and the company has developed. Similarly, leaders' personality charm and management style have largely influence employee's work enthusiasm and team stability. For the vocational relationship, the author has more exchanges with employees, summarizes, and there are several following:
1, the employer is undoubted, the suspect is not available. If the manager is suspicious, then this suspicion will pass a layer. For example, the boss does not trust the deputy general, then the deputy general will not trust the department manager, the department manager does not trust the supervisor, then the supervisor will not trust employees. Working in a team that is not trusted, the employee will feel the heart. Therefore, the principle of employing is: use him to resolutely trust him.
2, don't say that employees are not, especially behind them. Employees are annoying leadership to criticize themselves, even if they are good. In fact, it will be counterproductive when criticizing the employee's face criticized.
3, don't say a word, but once you promise, the wind is not changed. Many leaders will always have some promises in order to cage, but because of this reason, some commitments often cannot be honored, and our leaders don't care, I don't care, but our employees are not like this. Think, they will think that leadership does not believe, and will not believe you easily. When I was really, the leaders wanted to change their image in the minds of employees, but they can be difficult, and the employees have difficulties. I have an idea, and I will not tell the leadership, the days have long been, I can't get the appropriate render The diarrhea, until the end, the resulting inevitable is the employee choosing to leave. 4, dare to take responsibility, dare to take responsibility for employees. Many of our leaders, in order to establish their pretty leaders or the prestige of their eyes or to keep their own face, often put their own mistakes to the employee, not to say that employees are responsible. The consequence of this is that the temporary prestige or color of the face may be saved, but the day is long, it may not be prestige or face, the face is not as simple as the person's mind, and the loss will be the long-term respect and trust of employees.
5, remember, employees are right, employees are not doing unique employees, but I have not supported employees. Perhaps this sentence is a bit ridiculous, but in fact, if the employee is not doing well, the leaders will always find the reason, giving employees with more support, giving employees with more help, employees will inevitably Grateful from your heart, you will work more effort, as long as the employees are truly investment, I believe that all difficulties cannot be called difficult.
6. Don't look at him, don't take him a thief. Some companies, when the employee is in-service, I can't wait to do more things, involve some work, and once the employee puts forward, the employee strictly prevents the employee, and the employee will take the company's important information, and more people Other employees are monitored. However, they ignored, today you let A employee monitor B employee, you might let C employee monitor B employee, so the impact of B employee and other in-job employees may be more affected by A employee. Besides, if the employee can take away the important information of the company, you can only blame your usual confidentiality measures, not doing it, no rain. Therefore, don't look at the departure workers, otherwise, you lose more than just A employee's trust in you, you lose if you lose, you may be the trust of your entire company in progress.
Fourth, there is a competitive salary level.
1. First, investigate the level of peers. If you are a property company, you must figure out the level of remuneration in the property industry. If you are a real estate company, you must figure out the level of salary in the real estate industry. Only, you may have a competitive salary level; For those who have a common job in different industries, you have to know the level of social positions, such as the human resources manager / supervisor of the property company. In addition to clear the salary level of the property industry, you should also understand the other as much as possible. The level of salary in the industry, because these popular positions do not have much industry restrictions, if you give the post salary level, there is a certain competitiveness in the industry, nor will you have employees There is enough attractive.
2. Pay high salary on the backbone staff or important job staff. It doesn't matter how many other posts is not necessarily, it is necessary to pull the level. Only in this way, you may attract the core employee, we say that ordinary employees lose, always believe in hand, but important, the core employee once lost, Enterprises will produce unrecognizable losses. 3, the reward and punishment is clear, the heavy prize is heavy. For employees who have major breakthroughs to the company, they may wish to implement a heavy prize. The benefits of doing so are that on the one hand, we can improve employee's income level (employee will also calculate income), on the other hand, the employee is also an effective incentive role. Because employee knows that as long as there is a contribution, there will be a good return, so in future work will be more expensive.
V. Strengthen employee management after retaliation.
1. Put the employees after retaining as a wealth, a resource. Many companies, the employees after retaining, are not a face, just don't ask. In fact, the departure workers are another kind of wealth of the company. It is the potential resources of the company. If you use well, you will have a big role in the company. For example, his propaganda of the company, better than the company's propaganda. At the same time, the contact is good, if the employee has a large increase, it can also re-dig into the company later, it can be called a considerable human resource income.
2, after the employee leave, often play, welcome him to go home. Call, maybe just spend a few minutes, but you can not only move the departure worker, but most importantly, you can touch your employees with your actual action, and inform potential departments.
3, don't say "good horses don't eat back grass". Good horses don't eat back grass, I have never returned, outstanding employees are willing to return to the company, they are their identity to the company, identifying corporate culture, if they return to the company, not just a person, come back There will be a "halo", which will be unlimited to the psychology of employees.
