Maintaining an appropriate turnover rate can not only optimize the company's personnel structure and enhance the competitiveness of enterprises in human resources, but also effectively promote the future development of enterprises and help enterprises realize their organizational vision as soon as possible.
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. Then, how can enterprises retain new employees and prevent excessive brain drain?
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, if enterprises want to effectively control the new
Employees should first start from the recruitment stage of new employees and strictly check to ensure that the people recruited are qualified, not "excellent" people. In the actual recruitment work, some enterprises blindly pursue outstanding talents, ignoring the actual situation of their own enterprises and whether they can create a good working platform for employees, resulting in 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 job analysis, and accurately define job qualifications;
Before recruitment, the human resources department should fully communicate with the departments with specific personnel needs, formulate the human resources planning scheme according to the requirements of enterprise development, conduct in-depth analysis and research on each specific position, and determine the post name, job responsibilities, number of personnel and recruitment qualifications to prevent blind recruitment, which will lead to the loss of new employees, failure to meet the post requirements, or excessive personnel capacity and mismatch with the post.
2. Scientifically arrange the recruitment procedure 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, conduct a detailed and comprehensive investigation and understanding of the candidates according to the requirements of the job description, such as personnel quality, work ability, resume experience, development potential, personal values, etc., at the same time fully understand the job requirements of the candidates, and try to keep the matching of employee requirements and positions 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 of enterprises and fully grasp the formal thinking of employees applying for jobs.
3. Communicate enterprise information and jobs objectively, truly and comprehensively;
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 high 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 there will be a gap in their hearts, disappointment, and even doubts about the enterprise and its management level. 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. For key positions, set the barriers that must be left;
There are some key positions in different enterprises, which are directly related to the normal operation of enterprises. Therefore, enterprises are very cautious about the selection of personnel for these positions. In addition to strict recruitment and selection procedures, enterprises often set certain resignation barriers for new employees in these positions, such as prohibiting them from engaging in industries or enterprises that compete directly or indirectly with their own enterprises within a certain period of time after leaving their jobs, or assuming certain resignation barriers is not a fundamental solution.
Second, new employee training, enhance understanding and stabilize the team;
Through early recruitment, new employees have a preliminary understanding of the company, but after all, 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 have positive or negative morphological changes compared with their 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.
1, corporate culture and related management system training
In the pre-job training of new employees, the training of corporate culture and related management systems is essential, which is the most basic condition to ensure that new employees adapt to the development of enterprises. Among them, corporate culture mainly includes corporate goals, business philosophy, corporate spirit, corporate values, corporate behavior norms and so on. Management system training includes administrative management system. Financial management system, management system and workflow of different departments, etc. Through these aspects of training, new employees can standardize their work and behavior according to the requirements of the enterprise, prevent mistakes in the follow-up work because they don't understand the relevant regulations, affect their work confidence and increase the psychological factors of new employees' resignation.
2. Knowledge and skills training for new employees;
In the job recruitment of enterprises, due to various reasons, enterprises may not recruit skilled talents. At the same time, different enterprises may have different job requirements and need to master certain skills or new knowledge. Therefore, in order to ensure that new employees can be competent quickly, they must be trained in knowledge and skills. Otherwise, new employees will not be competent for their current jobs, resulting in excessive psychological pressure and resignation ideas. Enterprises should adopt effective training methods according to different positions, such as internal trainer training, external lecturer training, and old employees bringing new employees. Let these new employees master the basic knowledge and skills needed for their posts as soon as possible and reflect their own values in their work.
3. Formal training to correct new employees' understanding of the enterprise;
New employees who have just entered the enterprise are often impetuous before they are fully integrated into the new enterprise. They like to compare their former enterprises with their current enterprises, and compare their psychological expectations before joining the enterprise with the actual situation of the enterprise. If they can't meet their expectations or the enterprise is not as good as the previous enterprise in some aspects, they will feel disappointed or dissatisfied, which will become the kindling for new employees to leave. At the same time, new employees will not have the same degree of psychological, emotional and interpersonal barriers when they first enter the company. They often think: What can I learn? Will the company recognize me? Can I get care and support from others? With these problems, new employees are cautious and afraid of offending old employees. These problems and obstacles are difficult to solve and overcome without integrating into the new company. However, new employees can't understand these, which intensifies dissatisfaction and forms a psychological tendency to leave. Therefore, the training of new employees' entry mentality is helpful to help new employees correctly understand themselves, establish a correct work concept, eliminate the gap between enterprises and employees in understanding, promote new employees to integrate into enterprises at a faster speed, and prevent new employees from having incorrect tendencies in understanding and mentality, which will lead to the final loss.
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. High satisfaction with enterprises leads to low turnover rate, 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, care, respect and trust new employees;
People-oriented corporate culture is the basis of retaining talents, and new employees are the creators of the future value of enterprises. Caring for and respecting new employees is the most basic condition for retaining new employees. Enterprises should strive to create a people-oriented corporate culture, fully empower employees 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. Establish a harmonious interpersonal relationship within the enterprise organization;
Office politics, factional struggles within enterprises and departments 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 and between employees and supervisors on work issues, but they should not play politics, cheat, frame up or crowd out for personal problems or their 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 the dual performance appraisal system, that is, it is scientific to separate the performance appraisal of new employees from that of old employees. However, if the formulation is unreasonable and the assessment standard for new employees is too high, 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 their resignation behavior and reducing their satisfaction with the enterprise. 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 and affirm their work value in time;
When entering a new enterprise, on the one hand, new employees hope that they can 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.
5. Communicate closely with new employees and solve employee complaints in time;
Compared with old employees, new employees are most likely to complain at the beginning of their employment, and it is impossible for new employees to fully integrate into the enterprise at this time. Enterprises should give new employees an opportunity to vent their work, life and psychological pressure through formal and informal internal communication. Complaints have objective reasons, such as poor corporate culture and unclear scope of responsibility. Personal talents can't be brought into play, and there are also subjective reasons, such as overestimation of self, emotional changes, unreasonable demands not being met, and so on. As managers of enterprises, we must pay attention to the words and deeds of subordinates and observe their working attitude and ideological attitude. So as to realize the generation of complaints as soon as possible and deal with them in time, and eliminate the incentive to leave in the bud.
Fourth, establish a career plan to help new employees grow and realize their own value;
Generally speaking, the initial motivation of new employees to enter the enterprise is to get a stable job in the short term, but after the job is stable, they will consider personal development opportunities and future problems. Everyone consciously or unconsciously has his own career development plan, such as the promotion of salary position, the promotion of work knowledge and professional skills, and the realization of his own value. As an enterprise employee, the path of career development is usually from a junior position or position to a senior position or position, from a simple job to a complex job, or from a job you don't like to a job you like. If employees find that enterprises can't achieve their career planning goals, they may jump to another unit that is more suitable for their own development. Therefore, the establishment of career planning to help new employees grow is an important means to stabilize outstanding employees.
1. Continuously improve the knowledge and skills of new employees through targeted training;
Almost all new employees who enter the enterprise hope to get good growth in the enterprise, and mastering relevant knowledge and skills is an important factor for employee growth. Knowledge and skills training is the best reward for employees and a kind of welfare for employees. At the same time, training is also an important prerequisite for employees to get promotion and self-development. In modern society, science and technology are changing with each passing day, and the updating speed of knowledge and skills is very fast. Employees working in enterprises not only hope to get material returns, but also hope that they can get sustainable and better development. An enterprise that can't improve employees' skills and abilities and provide employees with opportunities for sustainable development is difficult to retain outstanding employees for a long time.
2. Establish a new employee promotion system to continuously improve the benefits of enterprises and employees;
Enterprises should not only strive to improve the overall efficiency, but also improve the personal treatment of employees and improve their working and living conditions, so as to improve the overall work efficiency of employees. For new employees, they may not care much about the current salary level, but they often care about their salary improvement space in the later period. If there is little room for salary increase in the future, employees will lose their hope and enthusiasm for work and eventually resign. At the same time, enterprises should create a perfect position promotion system for employees, so that new employees can clearly understand their development direction and goals in the enterprise, thus stimulating their work enthusiasm and promoting their long-term development with the enterprise.
3. Help employees realize their self-worth in the enterprise;
In order to realize self-worth, employees must put their own development into the development of enterprises, and enterprises should also provide a platform for employees to realize their personal value. Although new employees have just entered the enterprise, they are all planning their own value goals to varying degrees. Therefore, new employees unify their goals and interests with those of the enterprise, and with the need to realize self-worth. Through continuous learning, constantly improve the service level, use their own knowledge and ability, make contributions to the development of enterprises, and realize self-worth. An enterprise that can help employees realize their self-worth must also be an ideal choice for new employees.
To sum up, there are many factors that affect the turnover of new employees, some of which are controllable and some are uncontrollable. There is no way for enterprises to completely eliminate the loss of new employees, but enterprises can effectively reduce the loss rate of new employees through effective recruitment and selection, targeted training, satisfaction management based on the status quo and long-term career planning management. Enterprises retain new employees, let them work with peace of mind, and change from new employees to old employees, which can not only reduce the cost and loss of employee turnover, but also create more economic value for enterprises, which is also conducive to the rational distribution of enterprise talent gradient, as well as the long-term planning and development of enterprises, and realize the organizational vision of enterprises as soon as possible.