Teach you how to retain new employees in your company

New employees are the fresh blood of an enterprise and the source of maintaining its vitality. The addition of new employees can not only solve the company's personnel shortage problem, but also bring new vitality to the company. However, the excessively high turnover rate of new employees has put many companies in a cycle of recruitment - loss - re-recruitment - and loss again, seriously affecting the business activities of the company. So, 1. Recruitment of new employees depends on "fitness" rather than "excellence". The wrong recruitment concept of the human resources department of the enterprise is the source of the loss of new employees. Therefore, if an enterprise wants to effectively control the loss of new employees, it should first start with the recruitment stage of new employees and strictly control them to ensure that only qualified personnel who are suitable for the development needs of the enterprise are recruited, rather than "excellent personnel." In actual recruitment work, some companies blindly pursue outstanding talents while ignoring the actual situation of the company and whether the company can create a good working platform for employees. This leads to a mismatch between talents and companies, resulting in the loss of new employees. Therefore, recruiting Control the loss of new employees. 1. Do a good job in human resource planning and job analysis, and accurately define job qualifications. Before recruitment, the human resources department should fully communicate with the department’s specific needs of personnel, and formulate a human resources planning plan based on the company’s development requirements. Conduct in-depth analysis and research on specific positions to determine the job title, job responsibilities, number of personnel and qualifications to be recruited to prevent blind recruitment, resulting in idle personnel who do not meet the job requirements, or personnel whose abilities are too high and do not match their positions, which will directly Resulting in the loss of new employees. 2. Scientifically arrange the recruitment process and strictly implement the process. Jack Welch said, "All we can do is bet on the people we select." This shows the importance of recruiting new employees. The human resources department should strictly implement recruitment procedures and conduct a detailed and comprehensive inspection and understanding of the recruitment in accordance with the requirements of the job description, such as personnel quality, work ability, resume experience, development potential and personal values. At the same time, it should fully understand the candidates job requirements, and try to maintain a match between employee requirements and job positions. For those who frequently change jobs and those with bad records, it is necessary to understand the reasons, to effectively and accurately control the recruitment work of the company, and to fully understand the true thoughts of the candidates for obtaining the current job. 3. Convey objective, true and comprehensive information about the company and the positions it provides. In actual recruitment work, in order to attract high-quality employees, the human resources department often amplifies the company's advantages to the same extent and avoids the existence of the company. Some problems, and at the same time, overly high promises are given to the job, so that the candidates have high expectations for the company and the position. Once these new employees enter the company, they will find that it is not as mentioned before, so a psychological gap will arise. , appear disappointed, and even have doubts about the company and its management level. Even if you stay temporarily, you are still looking for an opportunity to leave. Therefore, companies must be pragmatic in their recruitment, so that new employees can have an objective and fair understanding of the company and their positions. 4. Set up certain turnover barriers for key positions. In different companies, there are some key positions. These positions are directly related to the normal operation of the company. Therefore, companies are very cautious in selecting personnel for these positions. In addition to strict recruitment and selection procedures, when signing labor contracts, companies often set certain barriers to resignation for new employees in these positions. For example, within a certain period of time after resignation, they are prohibited from engaging in activities that directly or indirectly compete with the company. Industries or companies may pay certain severance compensation to prevent the loss of new employees. Although setting up separation barriers is not a fundamental solution, it can prevent the rapid flow of personnel to a certain extent and cause problems to the normal operation of the company. Influence. 2. New employee training to enhance understanding and stabilize the team. Although new employees have a preliminary understanding of the company through early recruitment, they have not officially entered the company. For them, the environment of the new company is still unfamiliar and the work is very difficult. It is difficult to develop quickly. In order to ensure that new employees can quickly enter their job roles, pre-job training is essential. At the same time, in the face of the new working environment and the gradual deepening of their understanding of the company, new employees will make new evaluations of the company and compare them with their psychological expectations before entering the company, which will lead to positive or negative changes in mentality. One of the main purposes of training is to stabilize the mentality of new employees and enhance their confidence.

3. Enhance new employees’ corporate satisfaction and create good working conditions and atmosphere for them. How satisfied new employees are with the company is directly related to the turnover rate of new employees. If the satisfaction with the company is high, the turnover rate will be low, and vice versa. Then high. However, there are many factors that affect the satisfaction of new employees, and there are differences between different employees. This requires the human resources department to strengthen exchanges and communication with new employees, truly understand the problems and ideas existing in their work, and do a good job Satisfaction surveys can effectively help new employees solve the problems they encounter, thereby creating good working conditions and atmosphere for new employees and enhancing their corporate satisfaction. 1. Caring for, respecting and trusting new employees. A people-oriented corporate culture is the foundation for retaining talents. New employees are the creators of future value for the company. Caring for, respecting and trusting new employees is the most basic condition for retaining new employees. Enterprises must 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 mainly in the management of the new employees' departments and supervisors. When new employees step into a new company with good wishes and visions, they often hope to be welcomed, cared for and valued by the company's management and departments at the same time, and to gain the trust of their superiors. If the company ignores the expectations of new employees, , if nothing happens to the arrival of new employees, it will directly lead to a reduction in the new employees' satisfaction with the company, and the company may therefore lose an excellent new employee. 2. Establish harmonious interpersonal relationships within the enterprise organization. Office politics, factional struggles within the enterprise, and cliques within the department often lead to the resignation of new employees. Therefore, it is necessary to promote a corporate culture of integrity and create an interpersonal atmosphere of mutual understanding, mutual respect, and mutual help among superiors and subordinates, between departments, and among colleagues within the company. Disputes can arise between employees and between employees and supervisors over work issues, but they must not resort to power tactics, intrigues, frame-ups, exclusions, etc. for personal issues or self-interest. Otherwise, new employees will not be able to feel at ease at work and will Focusing on the company's interpersonal relationships will not only reduce work efficiency in the long run, but will eventually lead to the loss of new employees. 3. Establish a fair, just and reasonable performance appraisal system. In many enterprises, a dual performance appraisal system is implemented, that is, the performance appraisal of new employees is separated from the appraisal of old employees. This appraisal system has its scientific side. However, if the formulation lacks rationality and the new employee assessment standards are too high, the implementation process will be unfair, leading to incorrect evaluation of new employees, and new employees may feel resentful and dissatisfied, which will affect the resignation of new employees. behavior, reducing employee satisfaction with the company. If there are no signs of improvement and adjustment in the long run, new employees will have no choice but to find another way out. 4. Cheer for new employees and promptly affirm the value of their work. When entering a new company, new employees hope that they can quickly integrate into the company. On the other hand, they hope to show their value to the company in a timely manner to gain recognition from the company. To this end, enterprises must provide new employees with a working platform where they can perform, and timely recognition of their achievements. When they encounter setbacks, they must provide appropriate encouragement to new employees, so that new employees can feel the importance of their existence, so as to Improve work enthusiasm. For example, give a warm letter of praise to employees who have done an outstanding job; express sincere gratitude to employees for their efforts; arrange work opportunities for employees to show their talents; often give new employees some attractive and challenging tasks, etc. Create a "valued" atmosphere for new employees and inspire them to realize their own value.