Seven key points of employee management

The seven key points of employee management are recruitment and selection, training and development, communication and feedback, incentives and rewards, assessment and evaluation, promotion and career planning, and resignation management.

1. Recruitment and selection: By clarifying job requirements and formulating reasonable talent selection standards and processes, we ensure that suitable candidates who meet the company culture and job requirements are recruited.

2. Training and development: Provide systematic induction training and continuous professional skills training to help employees improve their work skills, meet job requirements and promote personal career development.

3. Communication and feedback: Establish a good internal communication mechanism, maintain information transparency, encourage two-way communication, and regularly provide effective work feedback to employees to understand their needs and expectations.

4. Incentives and rewards: Design a reasonable salary and benefit system, as well as non-monetary incentives, including praise, promotion opportunities, performance bonuses, etc., to stimulate employees' enthusiasm and creativity.

5. Assessment and evaluation: Implement a fair and scientific performance management system, conduct regular assessments of employees' work performance, and provide a basis for improving work and adjusting incentive measures.

6. Promotion and career planning: Develop reasonable promotion channels based on employees’ abilities and potential, and provide career planning guidance to help employees see room for growth and development prospects.

7. Resignation management: Properly handle employee resignation matters, understand the reasons for resignation through exit interviews, collect feedback, and improve the organizational environment and management system. At the same time, we will do a good job in talent reserve and successor training to reduce the impact of vacancies in key positions.

Employee management skills:

1. Change the concept

Employees are not tools, and the feudal paternalistic style should be changed. To manage employees, we must respect their personal values, understand their needs, adopt a two-way selection method, and develop a reasonable management system.

2. The principle of high goals

The important principle of retaining people: continuously improve requirements and create good opportunities for employees to succeed. Everyone has a competitive mentality, and challenging new things is a common manifestation of outstanding employees. If managers can continue to set higher goals for employees, employees will naturally tie themselves to the big tree of the company.

3. Mutual communication

It is necessary to communicate frequently between employees and between leaders and employees, consult employees’ opinions on enterprise development, and listen to employees’ suggestions. No one likes the feeling of being in the dark. Employees will have more or less opinions and opinions. What managers have to do is to understand, recognize and solve them.

4. Granting of power

Power: It is a responsibility, a mission, and a way of motivating employees. Empowerment means trust, and when a person is trusted, there is no doubt about the enthusiasm for work. Therefore, managers do not need to cover everything. Giving power to employees is a good way to get the best of both worlds.

5. Help employees develop their personal careers

Everyone has dreams and a vague future plan. If managers can understand employees’ development goals through daily communication, We also make employees clearly aware of their strengths and weaknesses at work, help them formulate practical goal plans, and treat them with a nurturing and supportive attitude.