What keeps new and old employees?

When a new employee joins the enterprise, he will be full of anxiety when faced with strange faces and new jobs around him. He doesn't know whether his colleagues around him welcome him and whether he can be competent for the new job. How to help them get rid of this strangeness? How to make new employees integrate into the team better and faster? How to retain these new employees? The following work needs to be done:

First, when communicating with candidates in the recruitment process, it is necessary to truthfully explain the salary and benefits, working and living environment of enterprises that candidates are more concerned about.

If enterprises make false propaganda when recruiting, and some promises of enterprises are not fulfilled, the so-called bright development prospects advertised by enterprises are unbelievable, and the corporate image is also greatly reduced. It is conceivable that it will be more difficult for enterprises to go to this university for job fairs next time.

Second, recruit the right people instead of the best.

It is relatively easy to find excellent people, because everyone has basically the same cognitive standards for Excellence, and for enterprises, it is more necessary to have suitable people, so the proper premise is to make a real and detailed analysis of the human resources needs of enterprises.

Third, after new employees have been employed for a period of time, hold a symposium for new employees to strengthen communication with new employees.

The reason why new employees leave their jobs is not that they are incompetent, but that they can't adapt to the working atmosphere and interpersonal communication mode of the enterprise, and holding seminars for new employees regularly is a better way to solve this problem.

Fourth, strengthen the induction of new employees and help them integrate into the enterprise as soon as possible.

Generally speaking, it takes about a month for a person to get familiar with the new environment, while it usually takes three months to a year to fully understand and accept the new environment. Generally, new employees who can pass the probation period and work for three months can continue to work for one year. After one year, the assessment and incentive for new employees will determine the time for new employees to stay in the company.

2. How to retain old employees

The growth of enterprise economy is inseparable from talents. Only by attracting and retaining talents is the way for enterprises to develop. Otherwise, it will only be a "talent training base" for other enterprises in vain. In fact, retaining talents does not necessarily depend entirely on providing superior wages and good working conditions. It should also be possible to start from the following aspects.

First, retain people with leadership charm.

Generally can infect and influence people's leadership charm is often manifested in the following aspects:

1, power consumption capacity.

2. Understand the abilities of others.

3. The ability to motivate others.

Second, retain people with career development.

In large enterprises, the phenomenon of seniority is more common. Therefore, small enterprises make good use of participation, authorization, promotion and other means to attract talents, because real people have strong political achievements and power orientation. Participation and authorization are manifestations of being appreciated and respected, which can meet the needs of belonging and being appreciated.

Third, retain people with corporate culture.

The relaxed and pleasant organizational atmosphere advocated and created by leaders in the organization also plays an important role in retaining people in small enterprises. Designing and maintaining a soft environment conducive to performance is the primary task of enterprise executives, which can make employees trust each other and cooperate with each other. In small enterprises, it is easier for members to deepen their feelings, respect each other and enhance team spirit through various informal exchanges.

Conclusion: Now, more and more entrepreneurs realize that excellent corporate culture is the cornerstone of the company's survival and the key to whether the company can retain talents. As long as enterprises can always love and respect people, recognize people's labor and achievements, establish a good communication system from top to bottom, let talents understand and participate in the decision-making and management of enterprises, provide them with all kinds of necessary guarantees, and create a soft environment of "enterprise is my home", talents can gather well. Only in this way can employees work hard, pay without complaint, and fundamentally stabilize people's hearts and retain talents.