How can enterprises reduce the turnover rate of new employees?

The recruitment work of Nanjing Internet Company combines the competency quality model, and comprehensively considers which characteristics of salesmen are suitable for our Nanjing Website Building Company. To find the best person for our company, we must find the template from the insiders. Excellent sales staff in our company will be our best template, so please ask hr to go to the sales team (walking human resource management model) to observe their behavior in sales work, refer to their resumes and materials, understand their background and personality characteristics, and then find out what the best model of sales staff is. Then in the next recruitment, you will know exactly who the company wants, and then you can choose the right person at the first time, so that you won't be lost because you don't meet the requirements of the post and your ability is not up to standard.

Second, do a good job in induction training.

Recruitment is only the beginning of all work, and then we should do a good job in induction training. Through induction training, tell your employee what he can get by optimizing this company on Nanjing website. Is there any other way to get these benefits? What is the experience of others? Can his personal goals be achieved in this company? What efforts does he need to make? These are the most concerned issues for new employees. Did your training solve these problems for him? If not, I suggest that Big hr design a training course for new employees of the company, and don't end your new employee training with any corporate culture, company system or business process. In that case, as soon as the training is over, you will find that half of the people choose to leave.

The training courses for new employees shall be arranged as follows:

1. Give employees hope. The hope is to tell you through countless real people that he succeeded here, how he succeeded, how rich he is now, how fulfilling he is, and so on. So, you don't have to tell the employee how much money you can earn now, but you have to tell the employee what he will be like tomorrow. In fact, it is to show the company's development potential, tell employees the company's vision, make this vision the common goal of new employees and enterprises, and let employees see their future development space and platform.

You should be good at finding successful cases within your own enterprise. Make these cases into specimens and courses, let this successful employee in your enterprise share his successful experience, and let him tell new employees what they can get in this enterprise with his own experience.

3. At the same time, in sharing, employees should be told in advance what difficulties they will encounter in optimizing the company's work in Nanjing website and what stages they will go through in order to succeed. (Suggest developing courseware) Tell employees that as long as they overcome these difficulties, they can succeed.

4, mentality training, let the salesman know that success is not easy, no matter what kind of Nanjing website construction company you work in, you have to go through some hard work and efforts, so as long as you find a platform, do it well, instead of thinking about picking a well-paid and comfortable enterprise all day, which can stabilize the salesman's mentality. In short, the purpose of new employee training is a brainwashing process. After the training, employees should feel that although we are not the best enterprise at present, we will be a great enterprise in the future. Such enterprises are full of opportunities and challenges, so that they can learn something, make money, meet their short-term and long-term goals, and your training will be successful (of course, you can't be divorced from the reality of the enterprise, you can't exaggerate and be unreliable, you should be good at mining enterprises.

Third, do a good job of follow-up for new employees.

After the training, HR of Nanjing website production company sent one excellent employee after another, and it is also important for the follow-up supervisor to follow up. As we all know, the time when a new salesman is most likely to lose his job is three months, which is a high-risk period for employees to leave, so follow-up work should be done during this period, mainly including:

1, the supervisor should arrange the next content, and don't let the new employees be at a loss when they arrive. First of all, let new employees integrate into your Nanjing Yunwangke team as soon as possible. The first thing a newcomer does when he comes in is to introduce himself to him in your group (self-introduction meeting for new employees), then make clear who his direct leader is, get familiar with the organizational framework, and let him know what problems should be handled by who in the shortest time.

2. The supervisor communicates with the new employees alone to understand their difficulties and the help they need, find the employees' problems in time, communicate in time, dredge them in time, solve the problems before dark, and don't let the employees go home for the night with their psychological problems.

3. The hard indicators of the early employees should be memorized for inspection. The following common objection problems should be completed in batches and time nodes.

4. Establish a communication platform. With big HR as the leading factor and the sales supervisor as the assistant, establish a mechanism to find out the psychological symptoms and problems of new employees in time, feed them back to the human resources department and communicate with the human resources Commissioner in time. It is suggested to hold a symposium for new employees every two weeks in the early stage. The participants mainly sit down with HR to directly lead and chat with new employees, which can be comments on the boss, complaints and suggestions on unreasonable places in the company, and make relevant records in time to give employees guidance and answers in time. This way will make employees feel that the company attaches great importance to them, and colleagues will feel that their problems have been vented, which can better prevent problems before they happen.

Fourth, the care for employees' needs is diversified. We can't meet the needs of employees one by one. The supervisor should clearly understand his needs, whether at work or in life, and give his employees timely care and care, so that he can feel that this is a warm family. At the same time, colleagues in the sales department, especially newcomers, are required to help and care for newcomers, and at the same time, the problem of turnover rate of new employees should be included in the performance appraisal of supervisors. As long as employees leave their jobs because of the management work of the supervisor, the supervisor must make a written review and deduct appropriate performance, which seriously reduces the status of the supervisor. Please be careful with every new employee. ?

Verb (abbreviation of verb) strengthens training work

In addition to the above four points, we should also do the following work:

1, strengthen the follow-up training of new employees, which requires our HR to improve the whole course system of new employees and strive to have one or two trainings a month, which can be about products, skills and mentality. In short, let employees know that they can learn a lot here (although they don't make money yet). ?

2. Establish a reserve cadre team. Let some excellent new employees be included in the reserve talent echelon. Although I don't know when to promote him, it makes him feel that he is already a reserve cadre of the company, so that the enthusiasm of new employees will be higher and the stability will be improved. At the same time, it can also solve the talent problem of the internal echelon. At the same time, let these newcomers participate in the training of management cadres, and let them improve their abilities at a higher level, thus affecting the new employees around him.