As the saying goes, "passive water is difficult to clean up." Therefore, enterprises should pay attention to the professionalism of employees when recruiting people. If a person has changed three jobs in two years, he will definitely not need it. Because such employees may be unstable when recruiting, they can be controlled at the source. The key is that our company can't easily describe how good the company is when recruiting people. Be sure to tell the applicant the difficulties of the company, introduce the company to the applicant realistically, and let the applicant make the right choice. Instead of easily promising new employees, especially bosses, we can't re-promise the talents urgently needed by enterprises, because often the expectations of bosses are very high after talents come in. If it fails to meet expectations, the boss will not give a good face, and the original promise will become empty talk, making employees feel cheated.
In this atmosphere, the possibility of staying and continuing to work is very small. If new employees can't relax, they will blame the company and spread rumors everywhere, which can't be underestimated. Therefore, no matter the boss, manager or human resources department, don't make promises to employees that can't be fulfilled easily, as long as they fulfill their promises to the letter. Even if there is no commitment, employees perform well, and bosses and managers should pay attention to and reward them in time. If it exceeds expectations, employees' sense of professional accomplishment will be strong and their loyalty to the enterprise will inevitably increase.
Second, re-incentive, high salary.
The main incentive of enterprise employees is the salary level. People who work at low salaries will have a lot of complaints, and many people will be jealous of high salaries. So what kind of salary can retain talents? Personally, I think it must be beyond the employees' expectations to retain talents. In an enterprise where I once worked, my boss told me that I gave my employees extra 500 yuan expected salary, and then told him that as long as the employees performed well, the salary increase was not a problem, which the boss also realized in his future work. I used to be a member, but my boss gave me 1000 yuan more. I sacrificed my life to work for the enterprise on Saturday and Sunday, and the return was huge, because there were many markets to be developed and brought out. This is the best reward for the kindness of the boss, and the boss is constantly giving back through bonuses, wages, benefits, job promotion, and participation in training and learning.
The attraction of an enterprise to employees is sometimes not the company's popularity and brand, nor is it whether the products sell well. The key is whether the enterprise can provide competitive salary, which is not the highest standard of peers, but at least higher than the' average standard' of peers.
In addition, the purpose of fair competition should be achieved in the salary system and system design, because most of the salary is the embodiment of a person's specific value. At the same time, enterprises should also give employees spiritual and cultural incentives in various ways. At the same time, we can't ignore the psychological quality education of employees. We should not only pay attention to the present, but also pay attention to the long-term, provide planning and guidance for their career, so that they can really feel the attention of their bosses and enterprises, and attention is also an incentive.
Third, give trust and ensure safety.
The work of employees in enterprises is based on the mutual trust between enterprises and employees. Now that employees have been recruited into the enterprise to participate in the work, both the boss and the human resources of the enterprise should be trusted. No doubt about employing people, no doubt about employing people; People should be suspicious. Enterprises should understand why there is no doubt about the selection of people. This is trust, and trust is morality and ability! Why are people suspicious again? This is supervision, and doubt is ability. Whether employees can give full play to their talents at work is closely related to the working atmosphere in enterprises. If in a suspicious enterprise, everyone is worried that others will snitch on them, everyone will feel insecure.
Therefore, good interpersonal relationship or healthy corporate culture can create an atmosphere of trust, help to unite talents and help talents and enterprises grow together. In addition, the company's perfect salary and welfare system can also let employees relieve their worries and feel safe. Employees can devote themselves to their work and create more economic benefits for the enterprise.
Enterprises must create an atmosphere of trust, and at the same time don't make the interpersonal relationship within the enterprise too complicated. Complex interpersonal relationships are often an important reason for employees to leave the enterprise. Especially when there are many gangs in the enterprise, employees will feel insecure and the enterprise will have certain risks. There are many examples of enterprises closing down or business shrinking due to the resignation of senior executives or core team members. Therefore, enterprises must have such an idea to instill in employees "simplification of interpersonal relationship and purification of simple relationship", so as to make employees feel safe, strengthen the great integration among employees and be more conducive to the stability of employees.
Fourth, regular training to improve literacy.
Training is very helpful to the overall improvement of enterprises. For example, some enterprises have enterprise universities, and business schools conduct training in their own enterprises to improve the knowledge and skills of talents. However, most enterprises will not have such training institutions. What shall we do? Is it boss training? Human resource training? Or external expert training? These are very few, especially the internal training of enterprise personnel by external experts is very few.
Generally speaking, it is understandable that most of the people who take part in the training in enterprises are bosses or people around them-mostly relatives, or people who used to go to the farmland with their bosses. However, if enterprises want to develop rapidly, they must be trained by all staff. Let everyone enjoy this treatment, so as to improve the professionalism and working ability of employees. As long as we persist for a long time, we will certainly achieve qualitative change.
Fifth, give the platform and do your best.
There is a classic line in a movie "world without thieves" starring Ge You. 2 1 what is the most lacking in the century? It's a gift! I think people and an enterprise will encounter such problems today. No enterprise says that my talents are enough and there is no need to introduce talents. It is normal for enterprises, big or small, to have talents flowing in and out every year. But if the annual turnover rate of an enterprise is above 20%, it may not be a normal enterprise. So the mechanism of talent is very important. How can enterprises retain talents suitable for enterprise development, especially middle-level backbone and senior managers? This is a topic that bosses should pay attention to.
First of all, we should study human nature, which is divided into good and evil. If we interpret goodness as: first, morality is good; Second, being good at a certain skill is called advantage; The definition of evil is: first, bad morality and honesty, and second, things that individuals are not good at or are called shortcomings. There is nothing perfect in the world, therefore, enterprises can't ask their employees to be perfect, and enterprises should also make full use of their strengths and avoid weaknesses. At the same time, we should also tolerate the existence of "thorn head" in enterprises, because it can bring vitality and vitality to enterprises and play the role of catalyst or "silver carp effect", so bosses and enterprises must create and build a platform for them to give full play to their talent potential.
Sixth, diligent communication and information.
Communication is very important in the enterprise, and I attribute all the problems of the enterprise to communication problems. Whether communication is in place or not determines the effect of communication. For enterprises, there are many ways to communicate, such as meetings, messages, emails, chats, conversations and so on. As the biggest boss in an enterprise, we should pay more attention to communication and grasp the information in the enterprise in time, especially some information that is different in peacetime. The boss should always carry out walking management, so that employees can feel that the boss is by my side and the boss cares about us. Sometimes a smile from the boss is enough for subordinates. Laughter is also a kind of communication, a kind of catalytic communication, which has unexpected effects.
Few bosses don't have this, otherwise there would be no such saying, "The boss is a person with a straight face every day." It's a bit ridiculous, but it also tells the truth. When the boss visits with a smile, he will inevitably get a lot of enterprise information, whether it is management information or other information, and at the same time he is transmitting information to employees. Really realize the exchange and interaction of information, and even let the most basic employees get the wisdom support and personal guidance from the boss when they encounter problems. Working in such an atmosphere, even if employees want to leave, they will be conquered by the charm of the boss.
Methods to cultivate employee loyalty Part II: After employees join the company, it is a critical period to cultivate enterprise loyalty. The respect and trust of an enterprise to its employees is one of the signs that employees are satisfied with the enterprise. Whether employees are satisfied with the enterprise directly affects their loyalty to the enterprise. It is hard to imagine that an employee who is dissatisfied with the enterprise will be loyal to the enterprise. Therefore, to cultivate employee loyalty, we must first improve employee satisfaction. However, high satisfaction does not mean high loyalty. To build high loyalty, we must also cultivate employees' sense of belonging-to make employees feel that they are an indispensable member of the enterprise (although this is not necessarily the case). Only in this way can employees be loyal to the enterprise, and it is possible to regard the enterprise as a part of their lives. The following four methods can help us cultivate employees' sense of belonging, and then improve employees' loyalty to the enterprise.
Methods 1: Multi-pronged approach.
Reasonable manpower allocation, humanized management mode, relaxed working atmosphere, reasonable salary, transparent promotion system and timely provision of learning and training opportunities are the most important factors to attract and retain talents. After all, for employees, good development space, ability improvement and self-value appreciation are all important attribution factors besides salary.
Method 2: Participate in decision-making.
Let employees truly feel their importance in the enterprise and let employees participate in some important decisions of the enterprise. Enterprises should pay attention to and pay attention to the opinions and voices of employees; To provide good incentives for employees, employees, as assets of enterprises, must realize asset appreciation. As long as employees have a sense of belonging to the enterprise, they are naturally loyal to their own enterprises and careers.
Method 3: * * Enjoy the information.
The quantity and importance of information available to employees not only directly affect their job performance, but also affect their evaluation of their position and importance in the enterprise. If an enterprise can strengthen internal communication and enjoy information, it can create a "family" atmosphere of honesty and mutual trust, which will give employees a strong sense of belonging and employees will naturally be loyal to the enterprise.
Method 4: Team intermediary
Employees have to work every day, and it is their team that deals with the most, not the huge enterprise as a whole. Compared with the whole enterprise, the skills of employees in the team are more complementary, and the completion of tasks requires close cooperation between them. Therefore, the importance of employees in the team is more obvious and the team consciousness is stronger; Similarly, the importance of the team to the enterprise is more obvious than that of the individual. Therefore, enterprises can use the intermediary role of teams to cultivate employees' sense of belonging more effectively.