How to use social networks to seize talents born in the 1990s?

Communication and relationship management between enterprises and employees involve matching the two dimensions of the enterprise's ability to provide employees and the satisfaction of employee needs. If the degree of matching is high, employees can be retained. Employee needs are drawn from a long-term perspective, including the attractiveness of the city, the attractiveness of the neighborhood or industrial park, and the attractiveness of the company's endogenous environment. The first two aspects of attracting employees belong to the company's external talent environment, which is difficult for the company itself to control. What companies can do is to dig deeper into their own attractiveness. Of course, retaining employees of different age groups also requires taking appropriate measures and accurately diagnosing the characteristics and inherent needs of post-90s employees. The characteristics of those born in the 1990s include: they are mostly only children and have strong individual needs; they have ideas about work, have shortcomings in communication and coordination skills, and have ideal career vision and plans; they have a high ambition and sense of honor, and they desire to have their self-worth reflected and are eager for respect. and be respected; have no worries about food and clothing, and do not have very strong expectations for labor remuneration. They also look forward to a relaxed working environment and a personalized and networked spare time life.

If companies want to retain the post-90s generation, they can consider the following aspects: provide a humanized working environment, expand the scope of mobile offices, create a warm and comfortable working and living atmosphere such as music background walls; set up a result-oriented rules and regulations. The system design should be as flexible as possible in setting working hours, and pay more attention to the completion of work results as the basis for rewards and punishments; the composition of the salary system should include basic salary, performance salary and other parts, and performance salary can account for a larger part and reflect the effect of rewards and punishments; Open The career promotion path is based on work performance as the main basis for promotion. Keep communication channels open for employees. Establish a regular communication mechanism throughout the entire working process of employees, and can set up a reward mechanism for employees' reasonable suggestions, an exit interview system, a brainstorming platform, a cultural salon, etc. Pay attention to the construction and use of Internet + training platform for employees, which will help employees improve their professional abilities and self-cultivation in a personalized way. The post-90s generation pursues individuality and freedom, and likes to do things in their own way. They do not completely trust authority, so leaders do not have complete authority for them. They will only listen if what they say is right, and if what is said is wrong, they will listen. I'm sure you won't listen to it.

There are still many ways to retain the post-90s generation, but it is still necessary to take appropriate measures based on the actual situation of the company. Fully respect their wishes and ideas, encourage them more and let them do some work. They are eager to realize their self-worth in the workplace, so they care more about the trust and letting go of their leaders. If possible, they are allowed to express themselves freely, so that they can feel the value of their work. We cannot always adopt a preaching management style. Today’s post-90s generation all have their own ideas. Blind preaching will only arouse their resentment. Therefore, we need to make them understand the truth through practical actions through spring breeze and rain. They desire a harmonious working atmosphere and do not like intrigues, so they must create a positive atmosphere. It is best to organize more activities and let everyone participate in it, so as to gain their recognition. Make their career plans well, and don't let them feel that there is no room for them to develop at work.