Why rely on professional achievements to retain people?

For a long time. People often think that the best way to retain talent is to raise salary, but this is not the case. Perhaps an employee will focus on salary for a period of time, but if he or she loses interest and confidence in the job, the company, and his or her own prospects, he or she will leave the company sooner or later. So how can companies retain key talent? Is there any other good way besides raising salary? Yes, that is to rely on career and sense of achievement to keep people in your heart.

Rely on "career adaptability" to retain people. Mobil Company develops a "career adaptation" plan for 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 the company, you can first look for development opportunities within the company and find a job that suits you. . Mobil Oil Company pays attention to giving full play to the abilities of employees at different levels, giving them promotion opportunities in advance and arranging different jobs. Through layer-by-layer screening of managers, we hope to discover and develop new leaders of the company, and let new people take turns to work in various functional departments. To help them adapt to their new careers, each newcomer is also assigned a "development liaison."

Rely on "vocational training" to retain people. Edelman Public Relations believes that retaining employees is not about tying their legs to a chair, but about giving them wings to fly. Since February 1988, Edelman has implemented its global training program, Edelman University. Edelman University has developed different required courses for senior managers, directors, administrative and support staff, and new employees and trainees. It also establishes elective professional courses based on the different situations in the regions where the company's offices are located. For the training of new employees, the company pays attention to discovering the strengths and weaknesses of each person when recruiting, and confirms which shortcomings can be changed through training. At the same time, they also pay great attention to training during employee promotion.

Rely on "hardware" and "software" to retain people. Shanghai HP Co., Ltd. regards a good working environment as the key to retaining talents. HP's point of view is that a good office environment can improve work efficiency on the one hand, and ensure the health and balance of employees on the other. Therefore, HP advocates a "people-oriented" office design concept and checks whether desks and office chairs are "humanized". " and "healthy" principles for strict inspection. HP also sets up dedicated break times every morning and afternoon, where employees can play relaxing music to regulate their body and mind, or use the gym or massage chairs to "release themselves." Compared with "hardware", HP pays more attention to the construction of "software environment". HP follows this principle: "I believe that anyone will pursue perfection and creativity, and as long as they are given a suitable environment, they will be able to succeed." This is the famous "HP Way." In line with this belief, HP strives to create a relaxed and harmonious working atmosphere, fully trust and respect employees, and allow them to maintain a good mood at all times and give full play to their talents and imagination.

Rely on special tasks to retain people. In order to retain capable employees, American Hanigan Company implements an employee structure schema and develops a satisfaction coordinate: one axis reflects the managers' degree of job satisfaction, and the other axis reflects their degree of satisfaction with the company. Use this method to monitor the likelihood of employees leaving the company. After the two coordinates reach the intersection, the company will take stimulus measures to help employees survive the dangerous period of job-hopping. For this reason, for some employees who are expected to be promoted, if there is no vacancy for a while, the employee can be assigned to a special task that takes several months to complete. President Morris said bluntly: Because employees will feel guilty when they leave a high-profile job suddenly; it also gives the company a few months to breathe and find the promotion opportunities that the employee is looking forward to.

Large foreign companies generally believe that the most difficult talents to retain are middle managers, especially those who have been with the company for 3 to 8 years. They are familiar with how the company is run, but have fewer opportunities for rewards and promotions.

"Combo punch" to attract talents

None of today's leaders is stupid enough to doubt the role of talents. Ten years ago, in the United States, which has always been built on technology and valued profits, someone put forward a simple but profound slogan: "People are our most important asset!" It is necessary to realize the importance of talents, but it is even more important. How to recognize and employ people. It is obviously not enough for a company to discover and appoint talents only through its own observation and understanding. Smart companies should understand the importance of seeking talents with talents and learn to use "combination punches".

Lan: "Learn the talents from all over the world and control them with Tao, and you can do anything." This is the essence of Cao Cao, the overlord of his generation. For a company, recruiting as many talents from around the world as possible and equipping them spiritually is the only way to win and develop. A company in the United States actually purchased the company where a talent worked. It can be seen that recruiting talents involves both literary and martial arts, and even goes to any length.

Borrow: Don’t ask for everything, but ask for something to use. When the company's own conditions do not allow it, or the conditions of the required talents do not allow it, the company can adopt a method of borrowing wisdom to solve the problem. The usual methods are to hire consultants, temporary hires, etc.

Poach: Don’t hesitate to poach your opponents. For the talents that we particularly need, we adopt the method of poaching from social institutions, state agencies, scientific research institutes, and competitors. The methods include direct poaching and some with the help of headhunting companies.

Group: The best match with talents. As the division of labor in society becomes more and more refined, a combined world naturally forms.

It is this combination, as big as a Boeing airplane, as small as a Nike leather shoe, whose production is scattered all over the place. For human resources, it is a combination of internal and external talents. This also led to the evolution of the company's organizational system to a flat matrix project structure. It should be said that combination is the hub for realizing the materialization of human resources. The degree of advantages of combination determines the role of human resources. It can make disordered human resources allocate in an orderly manner.

Fa: divided into human resource development and self-development. This is the key to the regeneration and effectiveness of human resources. The company's development of human resources relies on the formation of a learning organization statically to achieve the purpose of developing individual capabilities. The second is to dynamically use job opportunities to process their potential. Self-expression refers to the first one is self-expression in the position, the second is the review of other positions or the overall situation, and the third is the emergence of highlights in random events.

What is worth learning from is Japan’s approach. From 1960 to 1970, the Japanese spent US$5.7 billion to purchase 25,700 patents from the world. As a result, it took 15 to 20 years to reach the world's advanced level. If you develop it yourself, it will cost at least 200 billion US dollars. It should be said that patents are a prerequisite. Combining these 25,700 patents is the key issue. In terms of human resources, the same is true and plays a greater role than patents, because people are their carriers. After Japan's economic development reaches a certain level, on the one hand, it continues its method of purchasing patents, and on the other hand, it sets up research institutions abroad to directly use the world's advanced talents. Japan now has more than 160 research institutions abroad, scattered around the world, especially in developed countries, directly attracting outstanding local experts and talents, and indirectly employing countless talents. This is when Japanese companies have completed their early and middle stages of development. After the stage, strategic measures are taken to seize the commanding heights of information, management technology, etc. Therefore, Chinese companies must also pay attention to using the "combination boxing" method to increase their efforts to attract talents and seize the commanding heights of talents.