A company often changes one person after another. Perennial recruitment shows that the company's internal management organization is not mature, and any management plan of the company reaches the lower-level employees, which is just empty talk and coping. For example, during the induction training for new employees, both the human resources department and the trainer introduced that the company has great development potential, and everyone would seek good career growth in the company, but once they joined the company, everything changed, which was far from what was said in the training. In subordinate departments, old employees run/bully/crowd out new employees, and any management requirements and standards of the company have long gone with the wind in front of old employees, and new employees dare not say anything. If you can't stand it, you will leave one after another, and some old employees will leave one after another. A company has no integrity, and there is no communication channel between employees and leaders, which makes employees feel that there is no hope for the company they enter, and they can't keep people, but only keep some employees who are muddling along. "Open door policy"/"window to the soul" are all forms of communication between some companies and employees. The stable development of the company still lies in people, but the key lies in the effective implementation of managers, scientific and reasonable, so that employees can pay attention to the company system from the heart. Of course, a good enterprise will have good welfare benefits, and employees will naturally unite and cooperate and treat the company as family. Therefore, the internal management of enterprises is very important, which will lead to a series of problems such as employee welfare/personal future development, employees' psychological barriers to work, uncoordinated (inhuman) enterprise management system, and low company performance.