(a) do not abide by the principle of honesty and trustworthiness. Under the condition of socialist market economy, abiding by contracts and keeping promises are the basic conditions for every economic subject to stand in the market competition. Without good reputation, there is no good corporate image; Without a good corporate image, enterprises cannot survive and develop. However, in actual work, some enterprises often do not abide by the principle of honesty and trustworthiness, and their promises to employees are often not fulfilled, and sometimes even wages and bonuses are in arrears. In the long run, it will inevitably lead to brain drain.
(2) Lack of corporate culture. In some enterprises, bureaucracy prevails, and leaders and employees rarely communicate and are isolated from each other. Leaders don't understand the situation and real thoughts of employees, while talents feel neglected and have no good development environment. This has caused the opposition between leaders and talents, and these unhappy talents will find another place to go; In addition, some enterprises have complex interpersonal relationships, and various relationships such as popularity, geography, kinship, consanguinity and academic affinity are mixed together. When there are good things, these relationships are imminent and full of energy, and there are opportunities for promotion, salary adjustment, training and rest. , not people in the circle. No matter how talented they are and how well they perform, they will never get it. In such an environment, many talents will be out of balance and want to change the environment.
(3) Insufficient training for employees. The improvement of people's quality, on the one hand, requires serious study and exploration in work, on the other hand, it also requires planned and organized training. Although enterprises can obtain the needed talents through recruitment, training is still regarded as the most important competitive weapon for enterprises in the 2 1 century. In actual management, some enterprises only let employees work hard, but ignore the training of employees; We only want employees to take the factory as their home, but we have not created a corresponding environment and atmosphere. Enterprises lack centripetal force and cohesion, and employees lack a sense of ownership, which will also lead to brain drain.
(D) Lack of incentive mechanism. While making contributions to the enterprise, every employee hopes that his work will be recognized by the enterprise. They not only care about the absolute value of income, but also care about the relative value of income. If the enterprise does not establish the corresponding incentive mechanism, employees can get their normal wages and bonuses, but if they can't give more rewards to those who have made great contributions and made more achievements, it will inevitably dampen their enthusiasm and lead to excellent employees leaving the enterprise.
(5) ignore the talents around you. People around you generally exist in two States. First, the talent buried by improper use; The second is potential talents, that is, people who can become talents as long as they pay attention to training, use boldly and have a bright future. Short-sighted people do not learn how to demonstrate and identify talents, but blindly believe that "foreign monks are fond of chanting scriptures" and often try to "recruit talents" outside regardless of reality and cost. This will not only lead to the increase of talent cost, but also lead to the brain drain.
(6) introducing talents blindly. With the development of science and technology and the progress of society, the role of talents has been paid more and more attention, but it is undeniable that there is a blind pursuit of heights in talent introduction. Some enterprises do not introduce practical talents with suitable majors according to their own development needs and economic strength, and unilaterally pursue high academic qualifications and high professional titles. In order to introduce talents with high academic qualifications and titles, they even spared no expense. As a result, although great efforts have been made to introduce "talents", in specific work, the role of talents cannot be fully exerted, and heroes are useless. They didn't work with peace of mind and finally left the enterprise.
Countermeasures for enterprises to retain talents
The introduction, training and use of talents are all aimed at retaining talents and making talents become the wealth and irreplaceable primary resources of enterprises. Therefore, we should further emancipate our minds, renew our ideas, and gradually eliminate the ideological and institutional obstacles that affect the development of talents.
(a) to fulfill the principle of honesty and trustworthiness. Honesty is the traditional virtue of the Chinese nation, and it is also the basic condition for the socialist market economy to be fulfilled, because the socialist market economy is a contract economy, and the fulfillment of the contract must be based on the morality of honesty. In contemporary China, honesty has incomparable special value to other morals. Enterprises are the main body of socialist market economy. In business management, enterprises must stipulate the rights and obligations with employees in the form of contracts, and realize credit management through the performance of contracts. Only in this way can we establish a good corporate image, fully protect the interests of employees and retain talents.
(2) Strengthen the construction of corporate culture. To retain talents, enterprises must establish a good cultural atmosphere and a comfortable workplace. First, respect, understand and support, trust and tolerate, care and understand talents, so as to "enjoy talents and worry about talents", give full play to the enthusiasm of talents and realize emotional retention; The second is to establish a "people-oriented" management concept, advocate the entrepreneurial spirit of "unity, enterprising, efficient and innovative", shape a good image of integrity, form an enterprising and competitive corporate culture, further carry forward the spirit of corporate unity and cooperation, "unite talents and unite wealth", and enhance the cohesion and combat effectiveness of enterprises.
(3) Strengthen staff training. Talent is relative and dynamic. If you don't continue to study, your knowledge and skills will soon become obsolete, and you will no longer be a talent. Therefore, talents can only keep their own talent characteristics for a long time if they keep learning in the employer, study for life and never fall behind. Enterprises are the main body of talent training, so we must actively fulfill the obligation of talent training, incorporate talent education and training into enterprise development planning, establish paid learning system and funding guarantee system, establish and improve the incentive and restraint mechanism of education and training, implement open selection, competition for posts and post appointment system, enhance talent's awareness of professional competition and risk, stimulate lifelong learning needs, and become a lifelong university for workers.
(D) Establish an effective incentive mechanism. It is very important to retain talents and establish an effective incentive mechanism, which is a long-term, strategic, overall and stable event. Only when the system and mechanism are alive can the talent work be full of vitality. To establish an effective incentive mechanism, we must first continuously improve the income level of employees while the enterprise develops, and appropriately open the distribution grades according to individual contributions. Second, we must constantly improve the reward system. Establish enterprise reward fund to reward employees who have made outstanding contributions. Third, we should constantly improve the welfare system. Ensure that the welfare benefits of all kinds of talents are constantly improved with the improvement of enterprise benefits.
(5) Be good at discovering talents around you. Generally speaking, most people attach importance to the introduction of talents, but under certain conditions, there are also phenomena of "unable to introduce, unable to use and unable to retain" to varying degrees. In this way, it will inevitably lead to passivity. In this regard, we should have a strategic vision and innovative thinking, pay attention to the development potential and ability of talents, be good at discovering and cultivating talents around us, innovate training mechanisms, strengthen training management, provide opportunities for the growth of talents, create conditions for the cultivation of talents, and lay a foundation for the use of talents. This not only mobilizes the enthusiasm of talents around us, promotes the formation of a good talent environment, but also further demonstrates a good social image that is eager for talents and capable, adding new attraction to the work of introducing talents.
(6) Avoid introducing talents blindly. Too frequent flow of talents is definitely bad for enterprises. In order to avoid this phenomenon, enterprises should not only improve the employment environment, but also have an annual talent introduction plan to avoid blindly introducing talents. According to the actual needs of enterprise development and economic strength, introduce practical talents with professional counterparts instead of blindly climbing; The imported talents should have something to do, not just to show them, or as "performances" of relevant departments. It is necessary to tell the applicant the current situation and development plan of the enterprise truthfully, do not exaggerate or make promises that cannot be fulfilled, and make a two-way choice on the basis of mutual consent, so that the imported personnel have no regrets.