How do small companies retain employees?

1。 How to keep the backbone of small companies: (it is difficult to give shares as commission)

In recent years, prices have gone up and expenses have gone up, but the company's profits have not gone up much. Every employee wants a big salary increase, but it is estimated that more than 90% of small companies can't do this. Sometimes my boss can't wait to close the door of the company and take the money to stock or real estate speculation, so that it is clean. Although in recent years, due to the five insurances and 1 gold for each employee, the per capita cost has increased by several hundred yuan per month, but the employees are ungrateful, and they only count how much money they have taken each month. As for the company's expenses, they have nothing to do with themselves.

Since I can't satisfy everyone, I will only satisfy 20% of the backbone of the company.

First of all, develop key employees to buy shares: I will buy one get one free company shares and sell them to key employees at half price. If the shares are withdrawn within five years, only the principal will be refunded, and if the shares are withdrawn for more than five years, they will be redeemed in three times. Divide out 60% of the profits every year. Anyway, everyone makes money when they have money, but once shareholders do something wrong to the company, they will be fined twice and deducted from their share capital. This move is really good. In the past five years, no shareholder has left, and there are shareholders in key positions in the company, which saves me a lot of energy.

Why not give away the shares of the core employees for nothing? In fact, I don't care about money, mainly because others don't cherish what is given for nothing. The money invested in shares can be used as a deposit to prevent shareholders from doing special things. Besides, the money invested by employees can be recovered through dividends within five years, so where can the output come from if they don't invest?

2。 About authorization (authorization is necessary, otherwise small companies will always have a lot of things)

I remember when there were just a dozen people in the company, I was the busiest in the whole company. I often answer two or three sales calls at the same time, and I have to arrange delivery, checkout and purchase. I come the earliest and leave the latest every day. Once my brother went to the company, looked at it for a long time and said with emotion, "Brother, how do I feel that you are supporting everyone in the company?" I'm very proud. As a result, the company didn't develop much in four or five years, and more than a dozen people and employees felt depressed and had no room for development. Later, I finally understood that what should be decentralized must be decentralized, even if employees can only do 70% of yours. Sometimes I'm really anxious. Customer salespeople who can make it clear just can't. I can't wait to rush up by myself at once. I have to endure it, otherwise how can my employees progress?

Detailed analysis:

Over the years, many small and medium-sized enterprises have been plagued by an important problem in the process of development, that is, the human problem; It's hard to recruit people, and it's even harder to recruit people and keep them!

What is the reason? It seems easier to find the answer if we look at this question from the perspective of former employees. When analyzing the reasons for leaving, we can find that almost 80% of the situation can be summarized as: mood and salary!

Mood and salary are two fulcrums for the company to retain employees and let them work with peace of mind!

Say the mood first; Many times, employees choose to leave their jobs because they are deeply dissatisfied with some aspects of the company. So what are the dissatisfaction?

In-depth analysis, we will find that it often comes from the following aspects: system, structure and culture.

System, many small and medium-sized companies lack perfect system construction, which is a very common reality; Because there is no clear system regulation, employees lack basic job training and job awareness, and there is no uniform regulation on employees' work flow. Different operation methods will inevitably make some employees feel at a loss and complain gradually.

Unclear structure and organizational structure is one of the problems faced by many small and medium-sized enterprises. Some small and medium-sized companies are short of staff, and some company bosses lack a sense of authorization and responsibility in management, which leads to the fact that many department managers are in a state of empty rights. As a result, grass-roots employees don't know who to report to (the boss or their own department manager? ), after a long time, the department manager felt that he had no sense of value, and the employees felt that the company was in chaos and naturally left.

Culture, lack of good corporate culture construction, is one of the bottlenecks in the development of many small and medium-sized enterprises; Behind the culture is the embodiment of the values that enterprises adhere to. Many of our enterprises regard the pursuit of profit as their only goal of development, and even do whatever it takes to make a profit. As we all know, enterprises exist because you can create value for customers, which is what Drucker said. Enterprises exist because they can create customers! Profit is only the result of your operation. Only by truly adhering to the correct values can we ensure that your employees will continue to create customers for you; Only by adhering to noble values for a long time can you constantly motivate your employees, give full play to their enthusiasm and commit to continuous work improvement. Therefore, a fair, just and open corporate culture and personal integrity quality should be the cornerstone of the continuous development of enterprises.

Let's talk about salary first; We discuss this problem from both internal and external aspects.

Objectively speaking, from the external environment, small and medium-sized enterprises really can't compare with large companies in the same industry in terms of salary and treatment; From the internal situation, due to financial pressure, many small and medium-sized enterprises are still difficult to establish a very perfect welfare system; Many employees feel that income growth is hopeless and lack the desire to serve the enterprise for a long time. At this point, enterprises can learn from the development model of internet enterprises that have risen rapidly in recent years-the way of full participation; To solve this problem, let employees change from working for enterprises to working for themselves; The business owner gave up a part of the equity, but gained the development momentum.

In a word, large enterprises have developed from small enterprises. If small enterprises try to establish a modern enterprise system from the beginning, constantly improve the corporate governance structure, clarify the company value and cultivate corporate culture, and distribute equity, I believe that small and medium-sized enterprises can also retain their own talents.