How companies retain people

How companies retain people

How do companies retain people? The author of this article believes that we must first solve the actual problems of people, because everyone’s needs are different and should be determined according to the situation. , one size does not fit all.

To retain people, first of all, the company itself must develop healthily. We cannot talk about retaining people even if the company is closed. This is just a joke. Just like a ship in the sea, only big and good ships can retain people. If it is a dilapidated ship, I don't think anyone will want to stay. If the enterprise has no development prospects, it doesn't matter if we don't talk about it. There is nothing we can do unless the enterprise transforms.

Secondly, enterprises must be standardized. Non-standard enterprises cannot retain people, and the enterprise system is unreasonable. For example, there was once a company where the managers wanted to express their so-called "disobedience" to the boss in order to show their abilities. To save costs, when recruiting a financial manager, he gave him 3,000 yuan. Later, the financial manager found out that his predecessor was offered 5,000 yuan. On the third day, he found an excuse and left. Although this applicant had a problem with his attitude, it also showed that The company's irregularities mean that people with the same position and position have different remuneration, which makes the applicants feel that since the company does not pay attention to them, there is no point in staying here, so it is better to leave as soon as possible. Furthermore, some companies stipulate that there is no overtime pay for overtime work, or even compensatory leave. If the time is long, employees will definitely have objections.

Thirdly, the implementation of corporate systems must be fair. There are often companies with perfect systems, but unsatisfactory consequences, simply because of weak execution and crooked monks reciting bad scriptures. If the company does things unfairly, it will bring psychological imbalance to employees. If accumulated over a long period of time, employees will become disheartened and talents will leave. For example, in the 7S evaluation of a company, the production department, warehouse, and quality control department are larger, while the sales department, purchasing department, and finance department are one office. If the space is large, there will naturally be many problems. If the evaluation conditions are the same, the production department, warehouse, and finance department are all in one office. The quality control department cannot be ranked first in the evaluation. In this case, these departments will have no enthusiasm, which will make it difficult to develop 7S. The best way is to evaluate the production department and office department separately.

Fourth, wages and benefits cannot be too low. People go to higher places, water flows to lower places, it will rain, and mothers want to get married. This is the law of nature. To retain talents, wages and benefits must keep up. This is why the recruitment of Fortune 500 companies is always crowded, while small businesses cannot recruit a suitable talent for several months.

Fifth, working environment. If a company has a good working environment, employees are more likely to stay. In industries such as screen printing, electroplating, paint, and textiles, the working environment is poor, so you cannot stay in your job for a long time. You have to change jobs after 3 to 5 years. Otherwise, you will easily get occupational diseases. A poor working environment is the key to retaining people. To retain people, we must improve the environment, take protective measures, and improve wages.

Sixth, living conditions. The company is developing well and has good wages, but some employees will leave due to life problems. For example, a company is relatively remote, and most of the employees are from Hunan and Sichuan. The chefs are also from Sichuan, and the dishes they cook are all spicy. Those who didn’t know how to cook the non-spicy ones. Among them, the warehouse supervisor was from Guangdong and didn’t eat spicy food. Every time I went to the canteen to eat, he would eat soup with rice, or buy some canned food. I couldn’t stand it, so he finally resigned. Another example is that the employee dormitory of a company has eight people per room, and they are divided into day and night shifts. Money and property are always stolen, and the company cannot find out. Even if security patrols are strengthened and the police are asked to deal with it, the thief has not been found. The employees were very dissatisfied. They finally got their salary, but it was spent by others. They felt very uncomfortable. After several times, the employees resigned one after another. Later, the company stipulated that only employees in the same dormitory could enter the dormitory; two people must go back to the dormitory at ordinary times; additional cabinets were bought for employees, with one space for each person, and the problem gradually subsided.

Seventh, promotion and training opportunities. When a person stays in a company for a long time, he will always be promoted, but only a few can be promoted. Then, the company must find a way to retain these skilled employees, let employees participate in training, rotate jobs, and let these employees There are opportunities for performance and learning to keep things fresh; at the same time, it also allows employees to understand that there are still things you don’t understand, and your conditions do not meet the requirements of the company; furthermore, you are not out of touch with new skills and technologies. , can keep up with the development of the industry.

For example, in a circuit board company, the production department supervisors include first copper, second copper, silk screen, electroplating, baking room, stamping, etc., but there is only one production manager. There is no other way, so they use a rotation system. Every 2 Change positions every year, so that the entire production department is familiar with it. Even if you are promoted to production manager, you can enter the status immediately without a probation period.

Eighth, the relationship between colleagues is complicated. The so-called management means managing people. Once people's problems are solved, other things will be much easier to handle. For example, a company is in the mold and injection molding industry. The entire company is divided into mold, injection molding, screen printing, IMD, quality control department, biotechnology, marketing department, management department, and finance department. There is a supervisory responsibility system. There is no manager. The heads of each department communicate directly with the boss. connect. These supervisors each focus on their own departments, who have the final say in and out of people. This is a mountain-top doctrine, and they push back and forth during meetings. It is all the fault of others, but they are not at fault. What’s even more outrageous is that the products produced by the injection molding department have changed dimensions, but the quality control department still uses the old standards, so they are always judged as unqualified. Later, during a meeting, they found out that the dimensions had changed, and the quality control department The customer service technician couldn't take it anymore and ended up quitting.

Ninth. The boss makes things difficult. There are very few bosses in the workplace who truly care about their subordinates, and it would be a shame if they didn't deliberately target their subordinates. If you encounter a perverted boss, a pervert boss, or a neurotic boss, you should burn incense every day and let the gods bless you. For example, the general manager of a company asked the financial manager for a detailed list of payables, but did not tell him the list of financing loans. When the boss asked, he said that he had told the financial manager, making the financial manager look embarrassed in front of the boss. For another example, a certain Korean-owned enterprise required middle-level managers to attend meetings at the factory at 6 a.m. for three consecutive months. The manager of the management department suggested that instead of going to work at 6 a.m. in the future, they should just go to work as usual at 8 a.m. The boss kept saying this from about 7 a.m. to It was past 11 o'clock, and everyone scolded the management manager for what he was doing. Later, I felt that it was up to everyone to do the work after all, and finally agreed and said that we would resume work as normal at 8 o'clock tomorrow. Treat all management staff to dinner in the evening. In fact, the boss was also tired. Several times when managers wanted to report to him, they saw him lying on the sofa sleeping.

Tenth, other personal issues, such as marriage, medical treatment, and birthdays. More sincerity and less trouble in the workplace. There is no prohibition on using the company's system flexibly and it is considered feasible. For example, the general manager of a company was very kind to a middle-level cadre. When his child was one month old, he invited all the company's managers to have a dinner and moved him. After the collective efforts in the next three years, the company has grown from a company with less than 300 people. The factory grew to over 1,000 people. Another example is a friend who is very kind to his subordinates. He gives a red envelope of 50 yuan to his subordinates on their birthdays. When many people receive the red envelopes, they say it is the first time other than their parents to receive red envelopes. For important subordinates, it is even more important on their birthdays. Invite the staff of the department to a dinner to congratulate, so the subordinates work hard and are united.

To retain people, you must rely on sincerity and skills. Only those who are truly willing to stay can create benefits for the company. At the same time, the company must sincerely consider its employees and give them opportunities to develop and develop. ;