How to retain new employees in enterprises

The following are some suggestions, I hope to help you! First, recruiting new employees is "suitable" rather than "excellent". The wrong recruitment concept of enterprise human resources department is the source of new employee turnover. Therefore, in order to effectively control the loss of new employees, enterprises should first start from the recruitment stage of new employees and strictly check to ensure that all the recruits are qualified personnel suitable for enterprise development, not "excellent personnel". In the actual recruitment work, some enterprises blindly pursue outstanding talents, ignoring the actual situation of their own enterprises and whether enterprises can create a good working platform for employees, which leads to 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 post analysis, and accurately define post qualifications. Before recruitment, the human resources department should fully communicate with the departments with specific needs of personnel, formulate human resources planning plans in combination with the development requirements of the enterprise, conduct in-depth analysis and research on each specific position, and determine the job name, job responsibilities, number of personnel and post qualifications, so as to prevent blind recruitment, resulting in idle personnel, non-compliance with job requirements or excessive personnel capacity. 2. Scientifically arrange recruitment procedures 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, and conduct a detailed and comprehensive investigation and understanding of the personnel quality, work ability, resume experience, development potential and personal values of the candidates according to the requirements of the job description. At the same time, it is necessary to fully understand the job requirements of candidates and try to keep the requirements of employees matching the jobs 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 work of enterprises and fully grasp the true thoughts of candidates to get their current jobs. 3. Communicate objective, true and comprehensive information about the enterprise and the positions provided. 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 too high a 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 they will have a psychological gap, disappointment and even disappointment. 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. Set a certain turnover threshold for key positions. There are some key positions in different enterprises, which are directly related to the normal operation of enterprises. Therefore, in the selection of personnel for these positions, enterprises are very cautious when recruiting. In addition to strict recruitment and selection procedures, when signing labor contracts, enterprises often set certain resignation barriers for new employees in these positions. For example, within a certain period of time after leaving the company, it is forbidden to engage in industries or enterprises that directly or indirectly compete with the company, or undertake certain resignation compensation to prevent the loss of new employees. Although setting up turnover barriers is not a permanent solution, it prevents the rapid flow of personnel to a certain extent and affects the normal operation of enterprises. Second, new employee training, enhance understanding and stabilize the team. Although the new employees have a preliminary understanding of the company, 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 produce positive or negative psychological changes compared with the 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, corporate culture and related management system training is essential, which is the most basic condition to ensure that new employees adapt to enterprise development. 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. Through these trainings, new employees can standardize their work and behavior according to the requirements of enterprises, and prevent mistakes in the follow-up work because they don't understand the relevant regulations, thus affecting their work confidence and increasing the psychological factors of new employees' resignation. 2. Knowledge and skills training for new employees In enterprise job recruitment, due to various reasons, enterprises may not necessarily recruit skilled talents. At the same time, different enterprises may have different job requirements and need to master some 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, there will be phenomena that new employees are not qualified for their current positions and new employees are not qualified for their positions, which will lead to excessive psychological pressure. 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, mentality training, 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 the previous enterprise with the current enterprise, and compare their psychological expectations before joining the enterprise with the actual status quo 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 have disappointment or dissatisfaction, which will become the kindling that affects the departure of new employees. At the same time, new employees will have different degrees 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. If they are satisfied with the enterprise, the turnover rate will be low, 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, and help new employees solve the problems they encounter, thus creating good working conditions and atmosphere for new employees. Improving the satisfaction of new employees 1, caring, respecting and trusting new employees' people-oriented corporate culture is the basis of retaining talents, and new employees are the creators of future value of enterprises. Caring, respecting and trusting 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. Establishing harmonious interpersonal relationships within the enterprise organization, office politics, factional struggles within the enterprise, and cliques within the department 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, between employees and supervisors, but you should not play politics, cheat, frame up or crowd out for personal problems or your 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 a dual performance appraisal system, that is, the performance appraisal of new employees is separated from that of old employees. This evaluation system has its scientific side. However, if the formulation is unreasonable, the assessment standard for new employees will be too high, and 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 the resignation behavior of new employees and reducing the number of employees. 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, affirm their work value in time and enter new enterprises. On the one hand, new employees hope to 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 they cannot 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 both objective reasons, such as poor corporate culture, unclear scope of responsibilities, inadequate individual talents, etc., and subjective reasons, such as overestimation of self, emotional changes, unreasonable demands not being met, etc. As managers of enterprises, we must pay attention to the words and deeds of subordinates and observe their working attitude and mentality. 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 employees of enterprises, their career development paths are usually from junior positions or positions to senior positions or positions, from simple jobs to complex jobs, or from jobs they don't like to jobs they like. If employees find that they can't achieve their career planning goals in the enterprise, they may jump to other units that are more suitable for their own development. Therefore, establishing career planning to help new employees grow is an important means to stabilize outstanding employees. 1, and constantly 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 change with each passing day, and knowledge and skills are updated very quickly. 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 efficiency 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 common development with the enterprise. 3. To help employees realize their self-worth in the enterprise, employees must put their own development in the development of the enterprise, and the enterprise should 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 can not only reduce the cost and loss of staff turnover and create more economic value for enterprises, but also help the rational distribution of talent gradient and the long-term planning and development of enterprises. ]