How to retain employees
Jiaxing Shengbang Technology Co., Ltd.
For enterprises, the special headache is that the outstanding talents who have worked hard or cultivated have lost. There is no doubt that the loss of outstanding talents in the enterprise will bring a lot of losses that cannot be ignored. After all, human capital is more important than financial capital. Financial capital can be appreciated by manpower capital. Human capital can be converted into financial capital. Therefore, how to retain outstanding talents in enterprises has become a question of thinking about corporate managers.
Factors to fight team morale
01 The work system is cumbersome
Where there are people, there are rivers and lakes. It needs rules in rivers and lakes, but this is not enough to become an excuse for managers' short eyes and once and for all. It is not enough to maintain a good order simply relying on the rules of dependence, but it will force your employees to crazy. When these outstanding people feel that they are "monitored", they often lack a sense of security for the company, so they are not far from jumping.
02 Outstanding results are not affirmed
For outstanding employees, patting their shoulders, saying "beautifully", simple actions often contain irregular incentive effects.
Everyone has a sense of honor, especially those employees who are diligent and full of efforts. Affirming your employees in time can also fully reflect the attention of managers. Managers should try to understand the employees' ideas and value. For example, for some people, the reward hopes is a salary increase, and others may not. Once you find the encouragement of everyone, you should make awards based on this. The more employee contribute, the greater the company's reward. This is "win -win".
03 promoted olive branches to make a wrong person
Excellent people always like to work with those who are equally smart and diligent. If the manager fails to find the right teammates fighting side by side, then this is "anti -motivation" for existing employees. Of course, we must also learn the contributions of employees in moderation to promote valuable people. For the underlying employees, the road to promotion is difficult. If managers are not easy to promotion opportunities in the future, they will give those who should not be obtained. This unfairness will intensify internal contradictions.
04 Treat everyone without difference
Many companies often emphasize fair treatments and require managers to look at them. But in the real workplace, equalities will only hurt the hearts of those employees who are diligent.
05 Rongjin employee's bad performance
The "barrel effect" tells us that if an effective reward and punishment mechanism is not established, poor employees will never realize the seriousness behind the error. Therefore, appropriate punishment is actually that managers are helping employees to maintain alert, reduce the fault tolerance rate of enterprises, and grow up rapidly. After all, no matter how small the mistake is, it will be fatal.
06 Can't do a Nuo Qianjin
Every time you make a commitment to the employees, you need to be careful. If the manager can make a promise, the employees will have a high morale and rejoicing; and if you lose your trust in the employees once, you may face people walking in tea and the end of the world. So as a manager, if you are not sure, don't promise your employees casually. This is a process of trust.
"Caring Employees" is the philosophy of the door
There are often leaders who can't keep talents in large companies, especially when the economic situation is not good. In some corporate cases, leaders will only be linked to the high and low salary of talent selection and reservation. When the economic situation is good, there are many job opportunities, and the talent choice is abundant, leaders usually provide good salary and promotion opportunities. When the economic situation is not good, the leaders are indifferent to employees. Some people even really say this: "Don't complain, be content if you have a job!". In fact, this is often a taboo for leadership. Press employees through the pressure of the external environment, and control employees with a high attitude. Try to make employees think that eating rice is good. Often, they cannot fundamentally retain employees, especially high -quality employees with thought and ability. Instead, the strategy of caring for employees can help leaders and employees closely connect.
Simply put, "caring employees" is a philosophy that gets along with employees, and it is also a way to effectively manage employees. Some people point out that the word "care" is not accepted by business society, but we are suffering from being unable to find a replacement word that is as rich as "caring". Caring for employee -type leaders who sincerely care, appreciate, cultivate employees, appreciate the ability of employees, understand the psychology of employees, respect the wishes of employees, and continue to challenge. This leader firmly believes that this is the art of the real leadership. In contrast, indifferent leaders often ignore the feelings of employees, as long as employees are required to complete work tasks and obey command arrangements on time.
They never respect the wishes of employees, do not appreciate their work performance, do not provide challenging opportunities for them, and do not care about employees. All in all, such leaders believe that caring employees have nothing to do with themselves. How can we quickly make managers into care -type leaders, so as to retain good employees?
Establish a good employment mechanism
Establish a good employment and reward mechanism. For employees with excellent work and excellent performance, they must give material rewards in time. Of course, in addition to material rewards, companies must also pay attention to their mental motivation to employees. Modern sociology believes that the needs of people are in order, the first level is "survival", the second level is "communication", and the third level is "development". , Feelings, career. If employees are encouraged to put forward rationalized suggestions for the economic development of the enterprise, select the rationalized proposal award, and implement spiritual incentive methods such as remembrance, rewards, professional title, and advanced representatives to contributed to employees. Heart.
Follow and shape excellent leadership
If you want to retain excellent talents, the ability of enterprise management is very important. People rely on the environment, and they must rely on a good environment. If the leaders can use the human science well, the talents who retain good talents will naturally be unprecedented. First of all, the leader must have personality charm, form concentric, and integrate group strength, so that the cohesion of the enterprise can be formed, so that the employees will truly form a team psychologically.
Secondly, the leader should activate the development potential and personal potential of each employee, so that the innovation power will appear.
In the end, the leader must do a cultivation of self -reliance, and only peace can be kept. To understand each employee, according to different situations, use different countermeasures to solve its specific difficulties and problems. For people with edges and corners, personalities, and unique characteristics, they must be used by people. For those who have courage, conspiracy, and specialties, we must respect each other and treat each other with wise. For those who have a strong selfishness, they must be cautious, use them but they must prevent their rape, and do not regret asking them to leave immediately if necessary.
"Visible future"
The "visible future" is not "painting big cakes". There must be a complete and clear promotion channel. For example, in McDonald's, if a college student wants to go to McDonald's internship, they have a special "Mai Miao Plan". And if there are young people intending to develop for a long time, McDonald's has a more complete set of "thousands of miles". After graduating from college students, they joined McDonald's and could be promoted to the restaurant department manager in an average of five or six months. In fact, everyone's potential is inestimable. Some surveys have shown that individuals do not have 15%of their talents, and 85%need to be released. 85%potential.
Find out the problem and improve timely improvement
When employees leave, companies will focus on financial audits, work transfer, and physical asset transfer.
In fact, the establishment of a discussing system may be better. Because the resigns are preparing to leave, they have very little taboos of the unit, and they often make objective, fair and bold evaluations of the internal management, corporate culture, corporate concepts, company development strategies, and other issues. It can be said that the complaints of the resignation personnel are the particularly valuable wealth of the enterprise. Understanding the specific reasons for the resignation of the resigns will help discover the "symptom" of the management of the enterprise. Market competitiveness.
In short, today enterprises should keep keeping pace with the times in the concept, methods and systems of reserved people, and constantly change and adjust. In this way, they can retain the "star" of the enterprise, retain outstanding talents, and the enterprise itself can develop stronger!
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