Teach you how to retain new employees in the company.

New employees are the fresh blood of the enterprise and the source of maintaining the vitality of the enterprise. The joining of new employees can not only solve the problem of staff shortage in enterprises, but also bring new vitality to enterprises. However, the high turnover rate of new employees makes many enterprises in the cycle of recruitment-resignation-re-recruitment-re-resignation, which seriously affects the business activities of enterprises. So, first, recruiting new employees is "appropriate" rather than "excellent". The wrong recruitment concept of enterprise human resources department is the source of new employee turnover. Therefore, in order to effectively control the loss of new employees, enterprises should first start from the recruitment stage of new employees and strictly check to ensure that all the recruits are qualified personnel suitable for enterprise development, not "excellent personnel". In the actual recruitment work, some enterprises blindly pursue outstanding talents, ignoring the actual situation of their own enterprises and whether enterprises can create a good working platform for employees, which leads to the mismatch between talents and enterprises and the loss of new employees. Therefore, it is necessary to control the loss of new employees in the recruitment process. 1, do a good job in human resources planning and post analysis, and accurately define post qualifications. Before recruitment, the human resources department should fully communicate with the departments with specific needs of personnel, formulate human resources planning plans in combination with the development requirements of the enterprise, conduct in-depth analysis and research on each specific position, and determine the job name, job responsibilities, number of personnel and post qualifications, so as to prevent blind recruitment, resulting in idle personnel, non-compliance with job requirements or excessive personnel capacity. 2. Scientifically arrange recruitment procedures and strictly implement the process. Jack Welch said, "All we can do is bet on the people we choose." This shows the importance of new employee recruitment. The human resources department should strictly implement the recruitment procedures, and conduct a detailed and comprehensive investigation and understanding of the personnel quality, work ability, resume experience, development potential and personal values of the candidates according to the requirements of the job description. At the same time, it is necessary to fully understand the job requirements of candidates and try to keep the requirements of employees matching the jobs as much as possible. For those who frequently change jobs and have bad records, it is necessary to understand the reasons, so as to effectively and accurately control the recruitment work of enterprises and fully grasp the true thoughts of candidates to get their current jobs. 3. Communicate objective, true and comprehensive information about the enterprise and the positions provided. In the actual recruitment work, in order to attract high-quality employees, human resources departments tend to enlarge the advantages of enterprises to the same extent, avoid some problems existing in enterprises, and at the same time give too high a commitment to work, so that candidates have high expectations for enterprises and positions. Once these new employees enter the enterprise, they will find that they are not as good as they said before, so they will have a psychological gap, disappointment and even disappointment. Even if you stay temporarily, you are looking for an opportunity to leave. Therefore, enterprises must seek truth from facts when recruiting, so that new employees can have an objective and fair understanding of enterprises and positions. 4. Set a certain turnover threshold for key positions. There are some key positions in different enterprises, which are directly related to the normal operation of enterprises. Therefore, in the selection of personnel for these positions, enterprises are very cautious when recruiting. In addition to strict recruitment and selection procedures, when signing labor contracts, enterprises often set certain resignation barriers for new employees in these positions. For example, within a certain period of time after leaving the company, it is forbidden to engage in industries or enterprises that directly or indirectly compete with the company, or undertake certain resignation compensation to prevent the loss of new employees. Although setting up turnover barriers is not a permanent solution, it prevents the rapid flow of personnel to a certain extent and affects the normal operation of enterprises. Second, new employee training, enhance understanding and stabilize the team. Although the new employees have a preliminary understanding of the company, they have not officially entered the company. For them, the environment of the new enterprise is still very strange, and it is difficult to start work quickly. In order to ensure that new employees can quickly enter the post role, pre-job training is essential. At the same time, in the face of the new working environment and the gradual deepening of the understanding of the enterprise, new employees will make a new evaluation of the enterprise, which will produce positive or negative psychological changes compared with the psychological expectations before entering the enterprise, and one of the main purposes of new employee training is to stabilize the mentality of the new employee team and enhance their confidence. Third, improve the satisfaction of new employees and create good working conditions and atmosphere for them. The satisfaction of new employees with the enterprise is directly related to the turnover rate of new employees. If they are satisfied with the enterprise, the turnover rate will be low, and vice versa. However, there are many factors that affect the satisfaction of new employees, and there are differences among different employees. This requires human resources departments to strengthen exchanges and communication with new employees, truly understand the problems and ideas existing in their work, do a good job in satisfaction survey, help new employees solve the problems they encounter, create good working conditions and atmosphere for new employees, and enhance their corporate satisfaction. 1. Caring, respecting and trusting the people-oriented corporate culture of new employees is the basis for retaining talents. New employees are the creators of the future value of enterprises. Caring and trusting new employees is the most basic condition for retaining new employees. Enterprises should strive to create a people-oriented corporate culture, give employees full authorization, and give employees the opportunity to complete their work independently. This is not only reflected in the work management of the human resources department, but also in the management of the departments and supervisors of new employees. When new employees enter a new enterprise with good wishes and longings, they often hope to be welcomed, cared for and valued by the management and departments of the enterprise at the same time, and hope to gain the trust of the superior leaders. If the enterprise ignores the expectations of new employees, it will directly lead to the decrease of new employees' satisfaction with the enterprise, and the enterprise may lose an excellent new employee. 2. Establishing harmonious interpersonal relationships within the enterprise organization, office politics, factional struggles within the enterprise, and cliques within the department often lead to the departure of new employees. Therefore, it is necessary to advocate an honest corporate culture and create an interpersonal atmosphere of mutual understanding, mutual respect and mutual help among superiors and subordinates, departments and colleagues within the company. There can be disputes between employees, between employees and supervisors, but you should not play politics, cheat, frame up or crowd out for personal problems or your own interests. Otherwise, new employees will only be unable to concentrate on their work and interpersonal relationships in the company. In the long run, it will not only reduce work efficiency, but also lead to the loss of new employees. 3. Establish a fair, just and reasonable performance appraisal system. Many enterprises implement a dual performance appraisal system, that is, the performance appraisal of new employees is separated from that of old employees. This evaluation system has its scientific side. However, if the formulation is unreasonable, the assessment standard for new employees will be too high, and the implementation process will be unfair, which will lead to incorrect evaluation of new employees, and new employees may have resentment and dissatisfaction, thus affecting the resignation behavior of new employees and reducing the number of employees. If there are no signs of improvement and adjustment for a long time, new employees will have to find another way out. 4. Cheer for new employees, affirm their work value in time and enter new enterprises. On the one hand, new employees hope to quickly integrate into the enterprise, on the other hand, they hope to show their value to the enterprise in time to gain the recognition of the enterprise. To this end, enterprises should provide a working platform for new employees, affirm their achievements in time, give appropriate encouragement to new employees when they encounter setbacks, and let new employees feel the importance of their existence, thus improving their work enthusiasm. For example, write an enthusiastic letter of commendation to employees who have done a good job; Express sincere gratitude to employees for their efforts; Arrange some job opportunities to show their talents to employees; Always assign attractive and challenging tasks to new employees, create an atmosphere of "being valued" for new employees, and encourage them to realize their own values.