Brain drain in enterprises and its countermeasures

1. Create a core corporate culture and create a good cultural atmosphere.

Excellent corporate culture can not be established in a day or two, and it needs a lot of people to gather.

Long, accumulate over time, and then practice the uniqueness from it, so that the corporate culture created can stand the test.

Inspection is valuable, but it is difficult for employees to see it and will not care about you.

How to create a corporate culture, they only require harmony, relaxation, justice, fairness and enterprising.

Working in a United team will make him happy and mentally comfortable, so managers should try to go camping.

Create such a cultural atmosphere, the team will have cohesion and cohesion.

If the team wants employees to leave, it is likely to have to force layoffs.

2. Give employees a space for development, a platform for promotion and a bigger space for development.

I can't see the prospect of an enterprise, and I can't mobilize the enthusiasm of employees anyway.

It is impossible for employees to stay in the company with peace of mind, and it is necessary to provide employees with greater development space and promotion opportunities.

Platform, you can start from the following aspects:

(1) Establish and improve the competition mechanism and encourage employees to work through fair competition. Many enterprises, when

Once there is a vacancy in the company, the first thing they think of is to recruit people from outside first, without considering it at all.

From internal promotion; Some enterprises have thought of promoting from within first, but because there is no competitive recruitment mechanism,

Or because I am too familiar with internal employees, I always see the shortcomings of employees and can't see employees.

Many advantages, and finally they will consider recruiting from outside. In their eyes, they always think of "foreign countries"

Monks like to recite scriptures. "In fact, this was a big blow to employees. At that time, employees felt that the company lacked development.

Exhibition space at the same time, the lack of positive motivation, which is not conducive to motivating employees, and

Unable to create a competitive atmosphere in the team.

(2) For employees who have performed well in this position and have exceeded the requirements of this position, but temporarily

When there are no vacancies at higher levels, it is advisable to rotate employees and use new positions.

New jobs and new challenges have aroused the enthusiasm of employees, and at the same time, they have learned more.

Knowledge and skills, effectively improve the overall quality of employees, so that employees can be competent for higher-level work.

Lay the foundation for the post.

(3) Provide employees with enough training opportunities, just as Zhang Ruimin of Haier once did to his managers.

I said: it's not your fault that the quality of the employees who just entered the company is not high, but after a while, the employees'.

If the quality is still low, it must be your fault. It can be seen how important it is to train employees.

It is not that some enterprises have never thought about training their employees, but they have to invest in training because they are unwilling to give up.

The investment of not providing training opportunities for employees is not worth the loss, and Panasonic attaches great importance to it.

Train employees, because Kōnosuke Matsushita knows that investing in brains is better than investing in machines.

Money can earn more money, and training methods can be varied, as long as you are good at thinking.

You will find that training can be everywhere, anytime and anywhere.

3. Business leaders shape their own personality charm and improve their management level.

There is no doubt that the management level of leaders greatly affects the development of the company.

Exhibition, similarly, the personality charm and management style of leaders also greatly affect the work of employees.

Enthusiasm and team stability

(1) If managers have doubts, then such doubts will be layered.

Pass it on slowly, for example, if the boss doesn't trust the vice president, then the vice president won't trust the department manager and the department.

Managers don't trust supervisors, so supervisors don't trust employees and work in teams without trust.

In this way, employees will definitely feel very comfortable, so the principle of employing people is: you trust him firmly when you use him.

(2) Especially behind the scenes, don't say that employees are not. Employees hate leaders criticizing themselves behind their backs, even if

Kindness is not good. In fact, criticizing another employee in front of him is counterproductive.

(3) Don't promise easily. Once you say yes, you will never change. Many leaders made promises to win people's hearts.

Some promises, but for various reasons, some promises are often not fulfilled, and our leaders

I don't care, I think it doesn't matter, but our employees don't think so. They'll think the leader said it.

Without trust, I won't trust you easily. Leaders should change their image in the eyes of employees, but

It is even more difficult. Employees have difficulties and ideas and will not tell their leaders. Over time, they will become employees.

Workers will choose to leave.

(4) Dare to take responsibility, and dare to take responsibility for employees. Many employees are directly subordinate to the leaders.

In order to establish prestige or save face in the eyes of superior leaders or employees, usually

Blame your mistakes on employees, let alone be responsible for them.

The consequence is that your temporary prestige or face may be saved, but over time, in the minds of employees.

What may be lost is not as simple as prestige or face, but the long-term respect of employees.

And trust.

(5) Remember that employees are right. It's not that the employees are not excellent, but that they don't give enough.

Adequate support, no unqualified employees, only unqualified management, maybe this sentence sounds like a feeling.

It seems ridiculous, but in fact, employees are not doing well, and leaders can always find reasons from themselves.

Give more support and help to employees, and employees will be grateful from the heart.

Guide, you will work harder, as long as the employees are really involved, I believe that all difficulties can't be called.

For difficulties.

(6) Don't show special respect to the employee who is about to leave, and don't treat him as a thief. Some enterprises,

When employees are on the job, I hope that employees can do more things and participate in more work. Once employees put forward,

When leaving the company, employees will be strictly guarded for fear that employees will take away important information of the company. Some factories also invite

Other employees monitored it, but ignored it. Today, you asked employee A to monitor employee B,

Tomorrow, you may ask employee C to monitor employee B, which will cause psychological harm to employee B and other employees on the job.

This impact may be greater than the impact on employees. Besides, if employees can really take away important company information,

You can only blame your usual poor confidentiality measures, so don't show special respect to the departing employees. No.

Then, you lose not only the trust of an employee, but also the whole company.

Employees' trust in you.

4. Provide competitive salary, accommodation and welfare.

(1) First, investigate the salary level and welfare benefits of the same industry. If you are a property management company,

You must find out the salary level and welfare benefits of the property industry, if you are a real estate company.

You must find out the wages and benefits of the real estate industry. If you are a manufacturing industry, you

It is necessary to find out the salary level and welfare benefits of the manufacturing industry. Only in this way can you make it.

Competitive salary level and welfare benefits; In addition, for jobs with * * * in different industries,

You also need to clarify the level of social positions, such as the position of human resource manager/supervisor of property management company, except for you.

In order to know the salary level of this position in the real estate industry, you should also know as much as possible about others.

The salary level of this position in the industry, because the hot position itself is not limited by many industries, such as

If the salary level of the post you give is too low, even if you are competitive in the same industry, you will not

It is attractive enough for the employees in this position. (2) Give up key employees and employees in important positions.

You have to pay a high salary, even if it is higher than other positions, it doesn't matter. Only in this way do you want to broaden your post level.

It is possible to retain core employees, and the loss of ordinary employees can be found at any time, but it is one of the important core employees.

The loss of the wolf's den is because employees know that as long as they pay, there will be returns, so they will be more in their future work.

Try harder.

5. Strengthen the management of employees after leaving.

(1) Resigned employees are also regarded as a kind of wealth and a kind of resource, and many enterprises intend to leave their jobs.

In fact, leaving employees is another wealth and potential capital of the company.

Source, if used well, will have a great effect on the company, such as his publicity and victory for the company.

In the future, while the company promotes itself, it should also contact the feelings. If the employees are outside,

The promotion is very large, and you can dig back into the company in the future, which is a considerable human resource income.

Enter.

(2) Urge employees to call frequently after work. Welcome to go home and have a look. Calling may just be a flower.

It will take you a few minutes, but you can not only touch the employees who have left, but most importantly, consider your reality.

The action touched the existing employees and also affected the potential employees who left the company.

(3) Don't say that a good horse never returns to the grass. Gone are the days when a good horse never returns to the grass.

Xiu employees are willing to return to the company, which is their recognition of the enterprise and corporate culture. If he

When students return to the company, they will not only come back alone, but also have a "halo effect".

There is no limit to the psychological impact on employees.