How to retain employees who have intention to leave?

How to retain employees who have intention to leave?

How to retain employees who have intention to leave? Everyone who resigns in the company should contact the personnel manager, which is a very good opportunity for the personnel manager to retain employees. Some employees who leave their jobs are easy to keep. Let's follow me to see how to keep employees who have the intention to leave.

How to retain employees who have intention to leave? 1 At present, the stability of people in the workplace is worrying, and many people even change jobs after working in the company for less than one year. This may be a salary problem, it may be because there is limited room for improvement, or it may be that the ability cannot be improved. These reasons are essentially that the development of the company can no longer meet the growth of individuals. Let me introduce you to the methods of retaining employees.

Method 1: Cultivate employees' abilities and discover their advantages.

1. Give some difficult tasks to subordinates to carry out, and exercise their work ability and coordination ability. Then help explain and guide, make subordinates willing to learn and enhance their self-confidence.

After 2.90, the general wage problem is not big. Usually, this idea is instilled. If you want to raise your salary, do more performance. The salary increase is based on the improvement of your work ability and performance. The company pays attention to performance rather than qualifications.

3. Be good at discovering the advantages of subordinates and praise them from time to time. They will be very happy and think that the leaders pay close attention to them and get their praise, which will be more inspiring than a salary increase.

4. If you find that your subordinates are not worth training after a year of contact, let go as soon as possible. The company is to let them do things and stay to train potential employees.

Method 2: analyze the needs of subordinates and prescribe the right medicine.

Nowadays, people are eager to work, not only want to learn the content of this position, but also want to learn other things to improve their comprehensive ability, which can also add weight to their job-hopping and job hunting in the future. Therefore, it is enough to prescribe a medicine to distinguish whether employees quit for this reason.

Method 3: Teach them to recognize themselves.

There is nothing wrong with wanting to change jobs. Man struggles upwards, but before leaving, teachers should recognize themselves, analyze the real reasons for leaving, help them analyze their next job according to their own conditions, get together before leaving, and recruit employees suitable for their own enterprises.

Method 4: Is the salary in place and does the employee feel wronged?

There are many reasons for employees to leave their jobs, only two of which are the most real: money is not given in place; Heart, injustice. Some employees are potential stocks and get promoted quickly at work. Some stupid birds fly first and do their best through their constant efforts. These employees should get an appropriate salary increase, let them see the company's recognition and reward for their abilities and efforts, and improve the enthusiasm of employees.

In the final analysis, you should be good at summarizing the reasons for leaving your job, be willing to reflect and get valuable information from the conversation. Human nature is good, and employees go to great lengths to find reliable reasons, just to save face for you, and don't want to tell you how bad your management is and how disappointed he is in you.

How to retain employees who have intention to leave? 2 1, analyze the reasons why employees are "poached"

(1) Scenario 1: Do you have the idea of changing jobs for a long time, but you have never met a suitable job opportunity, and it is difficult to devote yourself wholeheartedly to your current job;

(2) Scenario 2: Have feelings for the company and work hard. Indeed, because the economic pressure of mortgage and car loan is particularly great, the current salary is lower than that of peers;

(3) Scenario 3: Looking for friends to play with. The other company has colleagues I used to know very well, and I also played very well. Although the salary is almost the same as it is now, I choose to leave because of my friends' feelings.

(4) Scenario 4: The salary level and welfare conditions provided by the other party are much higher than the current job, and I can't help but want to leave;

(5) Scenario 5: The other company is a newly established company, with many recruitment positions, large promotion space and wide platform, and chooses to leave.

2. Countermeasures to solve the problem of being "dug"

(1) For the resigned person in the scenario 1:

At present, the actual work has been muddling along, playing soy sauce, being in the body, being in the heart, and having no feelings for the company. We can only choose to leave such people, because even if we keep them, we will choose to leave soon.

(2) For the resignees in Scenario 2, the family is under great financial pressure, needs money, has feelings for the company and works hard:

1 Stabilize your stomach: The high salary offered by the poacher company has aroused the appetite of employees. The focus of our communication with employees is to "stabilize your stomach", and communicate with employees about the company's current operating conditions, future positioning and salary adjustment plan at the end of the year, as well as the company's future positioning and promotion; Talk more about the company's current advantages.

(2) Steady state of mind: After the conversation, you should delegate more tasks to increase your importance and trust;

③ Steady foot: For this kind of resigned employees who are under great economic pressure, although the first two steps are very important, employees must keep their feet steady if they can't walk. HR should communicate privately with the general manager to see if the contribution and value of employees to the company can meet the salary adjustment conditions. If so, you can advance the salary adjustment time, try to stabilize the feet of core employees, and then make subsequent arrangements and training.

(3) For the person who left the company in Scenario 3: Although the company that dug the corner didn't offer a higher salary than it does now, it has its own familiar friends working in it:

(1) Not short of money:

At work, I pay more attention to the company atmosphere and the feelings among colleagues around me, and don't want to bear a lot of work pressure. For such employees, the company can stay or not. The reason for staying is that the work generally arranged by such employees can be completed on time with good quality and quantity. The reason why they don't stay is that they are never willing to take on jobs other than their jobs, and they are not willing to work overtime.

② Reservation countermeasures:

1) The workplace is a place of power and interests, and there will be conflicts of interest for your best friends. Give some practical examples, for example, a colleague used to work in a company with a friend, but later broke up because of a salary increase, and there were no eternal friends, only eternal interests, and so on.

2) Emphasize that at present, the organizational structure of the company is flat, the personnel are simple, there is no intrigue, and each company does its own job.

(4) For the resigned employees in Scenario 4, the salary level and welfare conditions are much higher than those of the resigned employees in their current jobs;

1 Truth: It's hard to keep, but I have to say, because there is still hope;

② All interviews are conducted from the perspective of "giving is in direct proportion to return": at present, the company's work pressure is relatively small, the frequency of overtime work is rare, and various benefits are complete; The other company has a high frequency of overtime work, and the wages are all contract. Do not pay extra overtime pay. It is common for some employees 1 1- 12 to leave work, which emphasizes the current working atmosphere and advantages of the company.

(5) For the resignee in Scenario 5: The other company is a newly established company, which has many positions to recruit, large promotion space and wide platform, and chooses to leave.

From my own working experience in an entrepreneurial enterprise, I can explain that entrepreneurial companies have invested a lot of money in the early stage, and wages will not be paid in time like those companies that are on the right track. Although it is a management position, it may be an army of one person, and one person shares the tasks and responsibilities of several people, so it is difficult to carry out the work.

② A rising tide lifts all boats: At present, the company is developing faster and faster, and its market share is increasing. Once the company expands and the water level rises, our salary and position on the boat will be obviously improved.

As the saying goes, what is yours is yours after all, and it's useless to stay without you. It is common for companies with thousands of employees to go in and out every day. For employees who want to leave, what HR can do is to do their own retention work. If people insist on leaving, they can only follow suit.

However, for the loss of some excellent and key employees, considering the possible impact on the company's business, HR should take preventive and remedial measures, such as improving the company's talent reserve mechanism and preparing the candidate database in advance for emergencies.