Why can't the company keep talents with high salary?

In reality, there are many factors that affect employees' turnover, including corporate culture, salary level, work content, learning opportunities, development prospects, colleague relationship, family, social environment, lifestyle and so on.

Enterprises can retain talents in many ways, specifically:

First, use incentive mechanism to retain people.

1, compensation mechanism. Income is not only a means for employees to make a living, but also the basis of their spiritual and cultural needs and the embodiment of their personal values. Therefore, salary has become the most critical factor affecting employees' job satisfaction, and then affecting employees' turnover. A survey conducted by China Social Research Institute 1998 also shows that the main reason for brain drain in state-owned enterprises is the treatment. While continuing to maintain the salary advantage, the enterprise has initially established a dynamic salary system, which not only ensures the basic living standards of employees, but also embodies the principle of getting more for more work and linking salary with employee performance. For example, for salespeople, income is linked to sales, and for R&D personnel, income is linked to research results. For the top managers of enterprises, because their efforts are related to the success or failure of enterprise management, and it is difficult to supervise, in addition to fixed income such as bonuses and allowances, they should also implement operator stock ownership, especially stock options, in order to arouse their enthusiasm.

2. Reward. Salary is not the only incentive mechanism, and any supervisor in an enterprise holds an important reward resource: praise and encouragement. By affirming employees' work achievements and encouraging progress, employees will feel respected and valued, gain a sense of accomplishment, and thus improve their interest and enthusiasm for work. Enterprises can not only commend outstanding employees, teams and departments through ceremonies and festivals to boost morale, but also encourage them by helping their daily growth and encouraging their progress.

Second, retain talents.

1, work design. For many employees, job content is an important indicator that determines job satisfaction and affects mobility, so scientific and reasonable arrangement of work and job content plays an important role in retaining employees. The monotony of posts, the repetition of work tasks, the challenges of work tasks, the autonomy and responsibility of posts will all affect employees' evaluation of work. Generally speaking, the more challenging and creative the job, the greater the autonomy the employee enjoys, and the higher his job satisfaction. Therefore, if these factors can be taken into account in job design, employees' job satisfaction can be improved accordingly, thus reducing the turnover rate of employees.

2. Career planning. Career planning is an enterprise that helps employees develop all kinds of knowledge and skills, provides opportunities for employees to realize their personal expertise, and envisions and plans a series of development paths such as future career, work organization, post and work authority. Career planning for employees is not only conducive to giving full play to their talents, but also to avoiding the waste of human resources in enterprises; It is also conducive to clarifying the development prospects and efforts of employees in the enterprise, making employees realize that his development is inseparable from the prosperity of the enterprise, thus promoting employees to play their potential and consciously combining personal interests with the long-term development of the enterprise.

3, internal mobility, competition for posts. Although the internal mobility of employees will bring some costs, moderate mobility can satisfy employees' desire for knowledge and innovation, avoid the physical and mental fatigue and emotion caused by long-term single work, stimulate employees' enthusiasm and initiative, help to increase employees' satisfaction and professionalism, improve employees' comprehensive ability, meet employees' mobility needs, and thus achieve the effect of reducing brain drain through internal brain drain. A company has established a vacancy poster system, and the vacant positions are announced to all employees, giving priority to the selection of internal personnel, and all employees who have been in their original jobs for one year and have good performance can participate in the selection. At the same time, Company A began to establish a fair, just and open internal competitive environment, "mediocre people are inferior, competent people are superior", so as to conduct performance appraisal and post competition for employees, so as to make outstanding talents stand out as soon as possible.

Third, leave people with feelings.

The most important resource in an enterprise is people, so it is very important to establish a people-oriented management system, respect people and their needs, and retain and motivate people through emotional ties. However, many enterprises often devote themselves to the development of superior majors and technologies to adapt to the era of high efficiency and high competitiveness, while ignoring the role of internal management communication and emotional communication.

Kōnosuke Matsushita once said, "To be a successful entrepreneur, you must see what others cannot see and hear what others cannot hear." This is the important role of emotional communication. In addition to building an advanced office environment with hardware facilities, enterprises should also pay attention to listening to the opinions of employees and often communicate with them emotionally. If supervisors at all levels can care about and attach importance to employees, communicate with them frequently, help them solve the difficulties encountered in their work, form a harmonious interpersonal relationship between superiors and subordinates, provide employees with various channels to understand the company's development, actively listen to their opinions and ideas, and let them participate in decision-making, especially those concerning their own interests (such as conducting performance interviews), employees' willingness to work will be ignited, and their inner vitality and motivation will also come out in generate. This not only inspires employees, but also retains people. Based on this, enterprises set up BBS in the intranet to provide space for employees to express their opinions and suggestions, and set up manager reception day system, feedback system and rationalization suggestion commendation system in various departments and subsidiaries. In this way, the management can grasp the dynamics of employees in time and take solutions.

Fourth, retain people with corporate culture.

Retaining talents through corporate culture is the highest realm for enterprises to retain talents. If the organizational structure of the enterprise is the body of the enterprise and the personnel are the blood of the enterprise, then the corporate culture is the soul of the enterprise. A basic value recognized by all employees directly determines employees' behavior, gives employees a sense of belonging, forms a centripetal force and cohesion in the enterprise, greatly weakens the contradiction between personal goals and enterprise goals, and prevents the centrifugal tendency of various small departments in large enterprises.

Starting from the existing problems, corporate culture construction mainly aims at strengthening team spirit, strengthening communication and embodying personal values. Therefore, the content of performance appraisal not only includes the performance of employees, but also increases the customer satisfaction and the satisfaction index of relevant internal departments and employees, aiming at stimulating the enthusiasm of employees and promoting the gradual formation of team spirit and customer satisfaction consciousness; In terms of training system construction, the company tailored a systematic training plan for everyone according to the enterprise development strategy and personal career planning, and opened an online college, so that every employee can choose his favorite courses anytime and anywhere, thus promoting the self-improvement and improvement of employees, laying the foundation for future personal development and gradually establishing a learning-oriented corporate culture; In the construction of salary system, consciously increase the proportion of employees' salary linked to company performance and department performance, so that employees can feel that their income will change with company performance, aiming at promoting employees' professionalism and collective responsibility.