It’s hard to recruit and keep people, how to retain new employees

It’s hard to recruit and retain new employees.

Do you still think that it’s all over when employees agree to come? It is difficult to recruit and retain new employees. How to retain new employees? After recruiting people, you no longer need to care about other people's feelings? It doesn't matter to you if an employee doesn't know anything about the company and has to ask other colleagues on his own? How can you tolerate an employee not knowing who his/her manager is after a few days of coming in? Everyone is busy. It is difficult to recruit and retain new employees.

It is difficult to recruit and retain new employees. How to retain new employees 1

It’s time for companies to recruit new employees in large numbers. It’s time for employees. After careful selection, the company found the talents it needed and was filled with joy. But how to retain new employees is the key point?

1. Control the source of recruitment well

The most important job of human resources is to recruit, retain, educate and employ people. Excellent employees are a company's most important assets. If a company wants to develop sustainably and healthily, it must make great efforts in selecting talents. Therefore, the management of well-known companies always put the selection of talents as the most important task.

Selection is the most important job of a manager. If this job is not done well, problems will inevitably arise later.

2. Let new employees feel the cultural atmosphere of the company

There is a saying that when employees choose a company, money is often the factor. Employees often leave a company for reasons other than money. Therefore, when a new employee enters the company, it is like a new daughter-in-law entering her husband's house. She is both excited and a little restrained. How to help new employees integrate into the new environment as soon as possible?

You can send an old employee to teach him to become familiar with the company's office equipment and understand various supporting living facilities. In this way, new employees quickly become familiar with the working environment and with people inside and outside the department. They no longer feel restrained and feel a cultural atmosphere of care and assistance.

3. Give new employees the opportunity to learn

When new employees come in, the following courses are generally provided to train new employees:

The first class: Corporate Culture and business philosophy

As the saying goes, if the will is different, the way will be inconsistent. What the company advocates and what the company opposes; what attitude and position the company holds in our relationships with colleagues and customers are all reflected in the corporate culture and business philosophy. Therefore, make this class a top priority, and try to invite general managers or other executives to teach, because they have the deepest experience and can explain it most thoroughly.

The second lesson: Product expertise

Facing the external environment of homogeneous product competition, corporate sales teams need more consultative and expert sales personnel. Only by being familiar with the company's products, understanding peer products, and having insights into industry trends can we guide and educate customers and become the company's loyal partners.

Lesson 3: Sales Skills Training

It’s hard to make a meal without rice. On the basis of the above two items, we will use some practical cases and interactive training to enable employees to master some skills in explaining product value, communication, expression, customer development, closing transactions, and customer service, so as to create a sense of identification with customers and improve Loyalty, thereby improving customer satisfaction levels, and finally achieving the effect of word-of-mouth publicity.

4. Care, respect and trust new employees

A people-oriented corporate culture is the basis for retaining talents. New employees are the creators of the company's future value. Care and respect new employees. Trusting new employees is the most basic condition for retaining new employees. Enterprises must strive to create a people-oriented corporate culture, fully empower employees, and give employees the opportunity to complete their work independently.

When new employees step into a new company with good wishes and visions, they often hope to be welcomed, cared for and valued by the company's management and departments at the same time, and they hope to gain the trust of their superiors. If you ignore the expectations of new employees and treat the arrival of new employees as if nothing happens, it will directly lead to a decrease in the new employees' satisfaction with the company, and the company may lose an excellent new employee.

5. Establish a fair and just performance appraisal system

In many companies, a dual performance appraisal system is implemented, that is, the performance appraisal of new employees and the appraisal of old employees. Separately, this assessment system has its scientific side, but if the formulation lacks rationality and the assessment standards for new employees are too high, the implementation process will be unfair, leading to incorrect evaluations of new employees;

New employees may feel resentful and dissatisfied, which may affect their resignation behavior and reduce employee satisfaction with the company. If there are no signs of improvement and adjustment in the long run, new employees will have no choice but to find another way out.

6. Communicate closely with new employees and resolve employee complaints in a timely manner

Compared with old employees, new employees are most likely to complain in the early stages of employment. At this time, new employees are not May be fully integrated into the business. Enterprises should provide new employees with the opportunity to vent and release work, life, and psychological pressure through internal formal and informal communication.

Complaints arise not only from objective reasons, such as bad corporate culture, unclear scope of responsibilities, and lack of use of personal talents, but also from subjective reasons, such as overestimation of self, changes in emotions, Unreasonable demands are not met, etc.

As a manager of an enterprise, you must pay attention to the words and deeds of your subordinates, and pay attention to their work attitudes and mental states. In this way, the occurrence of complaints can be recognized early and dealt with promptly, and the inducements for resignation can be nipped in the bud.

7. Establish a career plan

Generally speaking, when new employees enter a company, their initial motivation is to obtain a stable job in the short term. However, after the job is stable, they will consider personal considerations. development opportunities and future issues. Everyone consciously or unconsciously has his or her own career development plan, such as promotion of salary position, improvement of work knowledge and professional skills, realization of one's own value, etc.

As corporate employees, their career development paths are usually from low-level positions or positions to senior positions or promotions, from simple jobs to complex jobs, or from disliked jobs to favorite jobs. positions, etc.

If an employee finds that he cannot achieve his career plan goals in the company, he may move to another unit that is more suitable for his development. Therefore, establishing a career plan and helping new employees grow is an important means to stabilize outstanding employees. It is difficult to recruit and retain new employees. How to retain new employees 2

After new employees are recruited, they leave after a short period of time, and the losses caused to the company can be imagined. Enterprises not only spend a lot of direct costs such as recruitment, training, and personnel replacement, but also spend opportunity costs caused by job vacancies.

For new employees, how can companies quickly integrate them into the team? What means are used to create a better growth environment for new employees? How to improve employees' skills and maximize their potential through training... …

Although there are various so-called personal reasons for the loss of new employees, many of them are caused by the inability to adapt to the job as quickly as possible, lack of sense of accomplishment, and inability to integrate well into the team. However, what causes new employees to be unable to quickly adapt to their jobs, have no sense of accomplishment, and cannot quickly integrate into the team? Is it because our recruitment work is not done properly and unsuitable talents are recruited? Or is it that our training work is not done properly? If it is done properly, new employees do not understand their jobs? Enterprises should prevent the loss of new employees from three aspects: new employee recruitment, new employee training, and career planning, so that new employees can adapt to work faster, integrate into the team, and give full play to their talents. value.

Recruiting the right talents

Whether new employees can quickly adapt to the job and integrate into the team depends largely on the quality of the recruitment efforts. If the newly recruited talents are all suitable talents, then they will be able to adapt to the work quickly, but not vice versa. How to ensure that the company can recruit suitable talents? You can start from the following aspects:

1. Assessment of adaptation and identification with the corporate culture

Those who do not agree with the corporate culture. It is impossible for employees to actively create value for the company, and it is also difficult to stabilize in the company. As a corporate recruiter, you must have a good understanding of the company's goals, strategies, culture, and values, and use this as an important basis for evaluating candidates during the recruitment process.

Generally, we can test the creative ability, analytical ability, control ability (that is, the ability to promote change) and service awareness of different groups through simulated scenarios and collective discussions. We can divide this group according to performance standards. Through testing, we can clearly see the bias of corporate culture and find out the type of employees suitable for corporate development.

2. Evaluate the job competency of the applicant

During the recruitment process, hiring managers generally use the professional knowledge and required professional skills corresponding to the position in the job description. When designing the recruitment process, usually candidates who do not match their majors will be eliminated immediately, and job skills and experience are almost a blank slate for candidates who have just left school. At this time, they can only look at some candidates who can perform well. There are differences in general abilities, such as expression ability, writing ability, etc.; but being able to speak does not mean being capable. Therefore, when some people who are not qualified for the job are selected, they will be lost sooner or later. Professionalism is important, but what cannot be ignored are the various qualities required for the position. Key qualities such as a good attitude, seriousness and responsibility, perseverance and perseverance are even more important than professionalism.

After recruitment and selection, the next step is reasonable allocation. How to put the right people in the right positions? Let new employees be qualified for the job as soon as possible and gain confidence from the work. This is also what new employees need to decide whether to stay or leave. One of the important factors to consider. In short, companies need careful planning and operation in recruitment, selection and allocation. Any careless move will pave the way for the loss of new employees.

Effective training and career planning are important means to retain new employees

1. The supervisor is the first person responsible for training new employees, and the most important purpose of training new employees is to integrate them into the company culture.

We use a saying from Lenovo called "fitting into the mold", that is, no matter what background, history, or company he comes from, we use intensive methods to train him and quickly adapt to the organizational culture of the company. Everyone speaks with the same voice. In fact, this is the most important purpose of new employee induction training.

Next, we must carry out reasonable training content design. The content of the training can be designed based on the actual situation of the company itself, but it should include the following four basic contents: training on organizational settings, employee benefits and personnel systems, job responsibilities, company products and related business knowledge. Through the training of comprehensive courses, new employees can increase their understanding of the company; through the training of job responsibilities, work processes and other professional courses, employees can adapt to the work as soon as possible; the most important cultural experience is from line managers and old employees. They are the window to corporate culture through every word and deed they receive. Their attitude toward newcomers often makes newcomers re-examine corporate culture, which is another important factor in their decision to stay or stay. Therefore, the first person responsible for training new employees should be line managers.

2. New employees also need career planning

The role of career planning in mobilizing employees' enthusiasm and improving loyalty is already well known. However, when we mention career planning, everyone thinks of senior employees of the company. Career planning for new employees may not be recognized by many people. However, career planning is equally important for new employees, which requires our companies to actively explore new employee career planning and develop various new employee career planning methods.

I think the career planning method for new employees is to provide a challenging initial job. Most experts agree that one of the most important things a company can do is strive to provide new employees with a challenging job. A study of young managers at American Telegraph and Telephone Company (ATT) found that the more challenging their initial jobs were, the more efficient and successful they were, even after 5-5 years on the job. This situation still exists among 6-year old employees. Offering challenging entry-level jobs is “one of the most powerful and easiest ways to help new hires advance in their careers.”

If an enterprise wants its new employees to quickly adapt to work and integrate into the team, and to bring out the potential and value of new employees faster and to a greater extent, it must first start with recruitment. Make sure that the people you recruit are all suitable talents who can adapt to the needs of the job, and identify with the company's corporate culture.

Secondly, it is necessary to conduct necessary onboarding training for new employees, so that new employees can further understand the company, become familiar with relevant business processes, master relevant work skills, and identify with the company's corporate culture during the onboarding training process. At the same time, during the induction training process for new employees, companies should pay attention to cultivating emotions, showing the company's sincerity and enthusiasm, and giving employees a sense of belonging to home. Finally, it is necessary to do a good job in career planning for new employees, provide employees with multiple channels of development space, and provide employees with challenging jobs based on their own needs. Source: News Source: