Causes and countermeasures of enterprises not retaining people

Causes and countermeasures of enterprises not retaining people

Why can't the company keep people? What should I do?

Enterprises can't keep people. Common problems and corresponding solutions are as follows:

First, corporate culture.

It is very important for an enterprise to create and cultivate a good corporate culture environment.

Many people leave a company because they find it difficult to fit in. Therefore, an open employment system and working atmosphere are very important for a new employee; Scientific management system and harmonious working environment are also important reasons why employees are willing to work in enterprises for a long time.

Culturally disadvantaged's problems in retaining people in enterprises generally include:

1, corporate culture is not uniform and unequal. There is no long-term precipitation and continuous publicity of corporate culture. The work style of each department is greatly influenced by the head of the department, rather than the whole company having a unified good atmosphere.

2. There are problems in communication and coordination between departments and employees. There is little communication and cooperation at work, and some helpful information is not well shared. The "collective advantage" has yet to be discovered.

3. Unbalanced busy leisure leads to imbalance. Some departments work hard, and some departments and staff work easily.

Solution:

1, corporate culture is top-down, and a good culture (such as "how to guide employees who can't work") is strengthened layer by layer through daily work communication and deliberate training, and it has become the work habit and inner criterion of every supervisor and employee over time. Another method is to integrate the corporate culture into the system, so that employees can feel the corporate culture while observing the system.

2. It can build a bridge of formal and informal communication between departments and employees, such as free exchange meetings between marketing personnel and logistics personnel, holiday parties, etc. This is also one of the key contents of administrative work.

3, create jobs and personnel, enrich the work content. The work of the department is divided into posts, and leaders at all levels should fully understand the professional expertise of their subordinates, let them do what they are good at, and have a clear understanding of their work ability, so as to assign them appropriate workload and give full play to their abilities. Employees with a strong sense of job accomplishment should be good at pressing the burden and provide them with opportunities for exercise and development, so as to tap their potential and create greater achievements. For such employees, the more the leaders trust them, the heavier their burden, the higher their enthusiasm for work and the greater their achievements, so the less likely they are to leave the enterprise. Determine the required number of people according to the workload and difficulty of work. If the workload is insufficient, a person can hold multiple jobs, which can not only save labor costs, but also enrich the personal work content and be full of enthusiasm and confidence in the work. Never set up posts for others. If there are idle posts, we must make up our minds to cancel them, because this is not only a matter of paying labor costs, but also a problem that affects the mood of other employees.

Second, the ability and style of leaders.

There is a key factor that affects an individual's staying in the company, that is, the ability and leadership style of the department and the supervisors at all levels within the department. There is a certain relationship between employee satisfaction with the boss and employee turnover. When employees are dissatisfied with their bosses, their mobility tendency will increase. Mainly manifested in:

1. If managers are incompetent or have bad morals and it is difficult to convince employees, then employees are unwilling to stay for a long time.

2. If managers don't pay attention to working methods, don't give guidance to employees who can't work, only blame employees when they make mistakes, or criticize employees for not being practical, which involves employees' personality and other issues, it will cause employees' tension and disgust. When the pressure is too great and the work is regarded as a burden, they will consider leaving their jobs.

Solution:

1. For middle and senior managers, it is suggested that the president and the personnel administration center conduct regular analysis of professional competence and management skills. Strengthen the training of managers who are insufficient but have training value; Those who are not proficient in their major and find it difficult to provoke post responsibilities shall be demoted, transferred or dismissed; Those who do not pay attention to methods in management have seriously affected the enthusiasm of most subordinates, and the impact caused by their poor management should be included in performance appraisal or taken in other ways.

2. Strengthen the management ability and comprehensive quality of leaders (for example, how to form the charisma of leaders and organically combine it with corporate culture; The art of accommodating and using talents, etc. ), especially how to guide the work of subordinates, how to treat their shortcomings and how to correct their mistakes in an appropriate way should be strengthened.

3. In the communication with employees, the personnel administration center should also let employees learn to adapt to leadership, not put the attitude of leadership first, but pay more attention to the work itself.

Third, the issue of salary and welfare protection.

The main problems in salary and welfare are:

1, whether the salary level is competitive with external industries and majors.

2. Whether the internal fairness of treatment is paid and balanced.

3. Employees expect to have more living security besides the basic salary.

Solution:

1. At present, the overall salary level of the company should be above the average compared with the same scale, type and industry in this city, which has little impact on the turnover. Salary is a necessary condition to prevent employee turnover, but it is not a sufficient condition. Therefore, the most important means to control employee turnover should be to establish a people-oriented management idea. At the same time of strict management, we should care about the work development and living conditions of employees, which requires managers at all levels to strive to create a healthy and good atmosphere.

2. Make a scientific assessment plan, so that everyone's work effort can be as balanced as possible with the rewards.

3. Provide endowment insurance and other necessary insurance for employees. You can also increase housing subsidies or housing accumulation funds to solve the worries of employees.

Fourth, the company's vision

Enterprises should have clear development goals. Due to the short-term nature of operation, employees can't see the future of the enterprise, thus lacking a sense of security.

Even if the enterprise has a clear vision, if employees can't understand their relationship with corporate vision, then their role in realizing this vision can't bring satisfaction to employees.

Solution:

1. Define the company's future, formulate the company's five-year and ten-year plans, and let every employee know about the company through various ways and channels (such as documents, corporate culture newspapers, staff meetings, face-to-face communication, etc.). ), not just at the top.

2. Carry out career planning for employees, especially core employees, and integrate employees' personal progress into the long-term planning of the enterprise, so that employees have their own clear goals in the enterprise, feel that they are "promising", valuable and willing to work in the enterprise for a long time.

3. Establish an incentive-suggestion system, so that every employee can put forward his own discovery and innovation in his work, create value for the enterprise, and at the same time give full play to his talents.

Verb (abbreviation of verb) is a comprehensive factor of society and individuals.

1, the mobility of employees with personal personality is related to the lifestyle they pursue. Some people like a more stable lifestyle, while others hate a monotonous and stable lifestyle and like change. In addition, the preference for lifestyle is likely to lead employees to be dissatisfied with their city or community, so they choose to move.

2. Family factors are mainly caused by taking care of parents' life, children's study or spouse's work.

Solution:

1. Control from recruitment. According to the nature of the post and the replacement cost level, judge the stability requirements of the personnel in this post, and try to choose the personnel with higher stability.

2. The personnel administration center should not only care about the work of employees, but also care about their families and lives, so as to reduce the unstable factors in this respect.

Six, other points about retaining people.

1, which distinguishes the priority of retaining people. First, distinguish the advantages and disadvantages, actively eliminate the unqualified ones and retain the truly outstanding talents. If the enterprise forms a "trend" of personnel flow, the first to leave is often the competent and excellent employees, who are also very popular in other enterprises. Welch once said, "the secret of my management is that the 20% who do well will get a raise, and then a raise;" 20% of people who don't do well will be eliminated. " Second, professional priority should be given. Talents in urgent need in the talent market should be protected, and those with lower replacement costs can be ignored.

2. Conduct an appropriate number of employee satisfaction surveys. All employees' complaints should be responded by relevant departments, including explaining the causes of the problems, formulating improvement plans and measures, proposing the specific implementation progress of the plans and measures, and feeding back the implementation results to the company's top management. This practice greatly improves employees' satisfaction and sense of belonging to the company and is a good way to retain talents.

3. Occupational adaptation system. The company formulates a career adaptation system for the recruited employees, so that employees can understand the different job responsibilities of each department as soon as they enter the company. Once you want to leave your job, you can look for development opportunities within the company and find a job that suits you.

4. Accurate positioning of personnel. Positions and responsibilities slightly higher than personal ability can promote personal promotion. However, if incompetent personnel are put in an excessively high position because of over-evaluation or over-expectation, it may make them lose due to excessive pressure. At the same time, because of their incompetence, the imbalance of the same level and the dissatisfaction of the lower level have caused the loss of this part of the people. If the position and work content are lower than my ability, people can't feel job satisfaction and honor, and it will also lead to brain drain. Therefore, enterprises should pay attention to giving accurate positioning when using talents. For key talents, it is necessary to pass enough exercise and assessment and entrust them with heavy responsibilities.

5, departments and post settings should remain stable. As far as possible, temporary jobs are temporarily held by department personnel instead of frequent recruitment and dismissal after use, which greatly improves the turnover rate.

6. Minimize relationship employment. There are two common problems related to employment: one is that the position is unstable because of creating posts for people, and the other is that personal ability can not adapt to the work and the work is unstable, which leads to resignation.