How does the company retain new employees?

Benefits.

One: Salary.

If he is worth 1,000, you give him 3,000. If he is worth 10,000, you give him 15,000. Needless to say, he's not leaving.

Two: Cultivation.

The overall purpose is to allow him to get better treatment when he changes jobs next time. For example, software development, carefully teach him various architectures, frameworks, and businesses. The more you teach, the longer he stays. He will definitely leave in the end? No, he can get 30,000 yuan when he changes jobs. If you increase his salary to 30,000 yuan, under the same circumstances, he will definitely stay.

Three: Long-term development.

According to the company meeting, he has shares and has a high probability of going public. After going public, he will be financially free. Depending on how much he hopes, the length of time he will stay will be adjusted.

Four: Emotional deception

Asking for help and brainwashing all day long, but no salary increase. He will naturally leave one day when he wants to understand, and he will be blocked on WeChat and on his mobile phone.

People nowadays are very realistic. They just go to work for a salary. Everything else is effective in the short term, but will naturally fail in the long term. You have to buy a house, buy a car, get married, and raise children.

According to statistics from relevant agencies, in recent years, the increase in salary costs caused by resignations within a year in many companies accounts for approximately 7.92% of the total salary costs. The high turnover rate is currently a thorny problem for many companies. How to retain new employees?

A passage that Qiao Zhiyong said to the newly recruited clerks in "Qiao Family Courtyard" reflects the method of retaining new employees and is worth learning from: 1. Explain the company's work situation realistically.

Explain the actual situation of the company realistically, the difficulties and existing problems that will be encountered at work. The purpose of giving new employees "vaccination" is to make them mentally prepared. Every unit has its own advantages and disadvantages and will encounter some difficulties. Avoid new employees having too high expectations of the company and having a bad experience after joining.

Make it clear that those who cannot endure hardship should not come. Those who are afraid of hardship will give up at first and avoid giving up halfway, which will increase the company's entry and training costs. 2. Propose working methods and standards

Qiao Zhiyong talked about working methods: be able to endure hardship, use more brains, be credible, and have a big pattern.

After new employees join the job, they do not understand the work, do not know how to start, how to operate, and the standards for how well the work is completed. If you train them on working methods and standards, they can follow these and follow them to help new employees grow quickly, improve their overall work efficiency, avoid detours, and enhance their work confidence.

3. Make career plans for new employees

Qiao Zhiyong proposed that through experience, they can become shopkeepers, giving employees greater room for development.

Propose a career plan for new employees: after experience, they will have a lot of room for development in the company, be promoted and receive a salary increase, and even achieve greater achievements. When new employees have career plans and goals, they will have the passion to work hard and seriously.

"Desire is responsible for igniting the fire, and happiness keeps the fire burning." 4. Optimize the allocation of resources

Qiao Zhiyong knows: arrange appropriate positions according to each person's strengths.

In job arrangements, the right people must be placed in the right positions, so that employees can be happy, let employees use their strengths and generate maximum value.

If it is a talent that the company needs and the position is difficult for the company to recruit, it must find ways to retain people.

My cousin once worked in a well-known foreign company, is proficient in four foreign languages, and has rich management experience.

One year, she joined a small private enterprise with the idea of ??helping a friend. It was agreed that the help would be temporary, but she was left to continue working.

My cousin, who is used to working in large companies, initially looked down upon this small private enterprise. With her experience and language skills, it was very easy to find a good job in a large foreign-funded enterprise. matter.

How was she left behind? 1. The company gave her a satisfactory salary.

The boss gave her a satisfactory treatment according to the salary required by her cousin. Another special treatment was that personal income tax was not deducted from his salary. It is the boss who pays personal income tax for him alone, a treatment that other colleagues do not have. 2. The company gave him good accommodation conditions and food

The company has a dormitory building bought 20 years ago. The supervisors all live in this old dormitory, but the facilities and environment are not that good. The boss is worried that she will not be able to live there. She was also used to staying in a guest room in a high-end community prepared for clients.

She was also worried that it would be inconvenient to travel, so her boss specially gave her the company's Crown car to use to get to and from get off work.

Worried that she would not be used to the food from other places, she was specially arranged to eat in a separate high-end restaurant with the senior management and the boss, and the chef often asked the chef to adjust the dishes according to his eating habits.

Pay attention to her food, clothing, housing and transportation. If there is anything slightly unreasonable, or she is dissatisfied or wronged, the company and leaders will always provide her with satisfactory improvements.

Can people feel whether the company treats them sincerely? As long as you can feel that you are needed and the people around you treat you very carefully, you will really be reluctant to leave.

—END—

Author: Xiao Ai Shuo Workplace If a company wants to retain new employees, it must retain their hearts. It is necessary to create an environment that retains people, provide convenient learning and working conditions, provide reasonable wages, and focus on humanized management.

Let me share my views for reference: 1. Create an environment that retains people's attention

Provide new employees with necessary food, accommodation, and transportation based on work needs and the company's actual conditions , labor protection, regular health examinations and other living conditions guarantees; prepare all required work supplies for new employees and provide a good working environment; carry out necessary cultural and sports activities in a timely manner after work to create a healthy and lively company atmosphere; more The important point is that the company has a good corporate culture that can be understood and recognized by new employees. 2. Provide convenient learning and working conditions

On the one hand, new employees should be provided with a good learning platform so that they can learn new knowledge, new concepts, new methods, and new ideas at work. Work skills and new work experience, continue to grow your talents, and adapt to new jobs as soon as possible. On the other hand, new employees should be provided with a good working platform so that they can develop their strengths in their jobs, apply the knowledge they have learned to work practice, inspire their innovative thinking, and stimulate their job potential. 3. Provide reasonable wages

Under normal circumstances, new employees do not have high salary requirements. As a company, it must be comprehensively measured based on their abilities, positions, attitudes, academic qualifications, etc. Take the initiative to provide reasonable wages so that they can feel that their hard work is worthwhile. The company can also develop a reasonable salary incentive system based on their work performance. For those who perform well and make rapid progress, and those who have outstanding work achievements and strong abilities, timely salary increase incentives will be given to fully mobilize their work enthusiasm and creativity. 4. Focus on humanized management

When new employees enter the workplace, due to lack of social knowledge, social experience and work experience, they will inevitably have shortcomings and deficiencies of one kind or another. However, most young people have simple thoughts, strong self-esteem, and have not experienced any setbacks.

As a company manager, you should pay attention to methods and methods when criticizing, and respect their basic personality; focus on education and guidance, and teach more about how to deal with others; focus on rewards and encouragement, and use less punishment; and guide them more to learn and understand the company. system regulations to encourage them to develop awareness and habits of abiding by rules and regulations; more humane management and care will encourage them to consciously integrate themselves into the company's collective.

How does the company retain new employees?

Regarding this issue, I think we can mainly consider the following: Help new colleagues adapt to the environment and become familiar with the work as soon as possible

Why do many newcomers quickly become employees soon after joining the company? Will you submit an application for resignation? In fact, there are mainly two reasons. On the one hand, I feel that this job is not what I want and is not suitable for me. On the other hand, I was not able to adapt to the environment at the beginning and felt that the work was difficult to get started, which caused anxiety. Doubt yourself.

When newcomers first arrive at the company, they may feel a little uncomfortable facing a new environment and strangers. Coupled with the unfamiliarity of new work, over time they will start to doubt themselves and become anxious. Mentality and various discomforts caused them to resign. At this time, the turnover rate of new employees in the company was also very high. Therefore, when there are new people in the company, we should help the new colleagues adapt to the environment as soon as possible, help them become familiar with the work as soon as possible, and create a sense of familiarity. Once they are familiar with the work and adapt to the environment, they will not leave so easily. Compared with the general salary, employees also attach great importance to other "benefits"

In addition to the general salary, today's job seekers consider other "benefits" more. For example, we often see in recruitment information that many companies will write "weekly afternoon tea, high-end work environment in CBD, irregular travel". In addition to salary, these are also one of the very attractive benefits. To a certain extent, it is also very helpful in retaining new employees. Let new people feel a sense of belonging as soon as possible and get familiar with their colleagues

The most important thing is to let new people feel a sense of belonging as soon as possible and get familiar with other colleagues as soon as possible.

Keep newcomers busy and establish a clear promotion model.

Nowadays, it is getting more and more difficult for factories to recruit workers. Even if they recruit people, it is still difficult to keep them! So the newcomers are all treasures! As a senior factory dog! Summarized some suggestions!

1. The most important and fundamental point is actually that the company’s salary, benefits and working environment should be better! No matter how he runs a company like this, he never lacks people! There is no need to find ways to retain people, but people have to find ways to get into the company!

2. Draw a cake! When the current situation of the company cannot provide many benefits to employees, then it is time to draw a line! For example, if you stay in the company for a long time, you can learn things and get promoted. Anyway, as long as you stay and work hard! Promotion and salary increase are not a dream!

3. When a newcomer comes in, you must arrange things for him to do at this stage. Don’t think that the newcomer doesn’t know anything, so you don’t arrange things for him to do! They are not afraid of hardship! I’m afraid I won’t know what to do all day long! At this time, they were terrified inside! Once time passes, some people will definitely leave!

4. Many new employees resign! They all stay on site for a period of time. After spending a period of time with the old employees, it is easy to resign and leave! Why? This problem is very common among those who have done on-site management! Just because I heard some relatively negative words! In other words, they are some ‘bad words’ and some ‘truths’. So when we train new employees, we should remind them not to listen to the negative words of some veteran employees on site! It’s always helpful to be reminded in a way beforehand!

I am Yu Sheng! A senior factory dog! Welcome to discuss together!

First of all, we should make new employees feel that they have broad development prospects when entering the company, can learn a lot, and can continuously improve their life value.

Secondly, there are wages, pensions, medical insurance, provident fund and vacation arrangements. There is also the working environment. As long as these aspects are in place, new employees can basically be retained. How does the company retain new employees? I am very interested in the question you raised. As someone who has experienced this, I, Liang Guanli, will give you a detailed answer.

2. Can the company establish a complete training system for its employees? An enterprise is a combination of multi-professional modules. Each major is divided and combined with each other. The company should customize corresponding skills training for employees, improve employee work efficiency, advance with the times, and conduct exchanges and learning with peer companies; such as establishing corresponding QC groups. , lean projects, 7S standardized management, etc., allowing employees to fully utilize their talents.

The above are the personal thoughts that I, Lao Liang Guan Life, have brought to you. If your analysis is not good, please give me some advice. At the same time, everyone is welcome to discuss in the comment area. How does the company retain new employees?

Yang Xinling believes that a simple evaluation standard that can retain new employees is that what the new employees need is what the company can provide. There are two major types of newcomers, one is the intern who has just graduated, and the other is the "veteran" who has just joined the company.

What interns need is more spiritual. They need to have a sense of belonging, existence, and value.

What does the company need to offer?

1. Training and education.

2. Life security.

3. Psychological counseling.

4. Build confidence.

5. Help with career planning.

For newcomers who have just entered the workplace, if the above things are done well, the newcomer will be willing to stay and be grateful to the company. If this is not possible, the newcomers will have no sense of belonging, existence, and value, and will become indifferent to the company and eventually choose to leave.

For "old-timers" who newly join the company, they generally have two basic needs: one is promotion, and the other is rewards. In the end, they all fall on the material level - promotion is also for material rewards.

What does the company need to offer?

1. Job promotion channel.

2. Good corporate culture atmosphere.

3. Incentives that match work performance.

For newcomers who switch to a company, if they don’t get the material rewards they want, either the company’s performance is not good, or the company’s relevant systems are not well established, or there is something wrong with the team leader or even the boss. , promising a bad check that cannot be cashed, in this case, the "old fritters" will consider changing jobs again. Final summary

To retain newcomers, it depends on whether the company can provide what the newcomers need. If it can be provided, the cooperation between the two parties will be happy, and the new people will stay and become old; if the cooperation is not happy, the new people will leave and new people will be recruited.

Of course, it is a two-way choice. If the company provides what the newcomers want, but the newcomers are still unable to provide what the company wants, then the company will not find ways to retain the newcomers but will find ways to "drive out" the newcomers.