How to retain new employees in start-up enterprises: methods and strategies

A rolling stone gathers no moss. Maintaining an appropriate staff turnover rate can not only optimize the company's personnel structure and enhance the competitiveness of enterprises in human resources, but also effectively promote the future development of enterprises and help enterprises realize their organizational vision as soon as possible.

New employees are the fresh blood of the enterprise and the source of maintaining the vitality of the enterprise. The joining of new employees can not only solve the problem of staff shortage in enterprises, but also bring new vitality to enterprises. However, the high turnover rate of new employees makes many enterprises in the cycle of recruitment loss and recruitment loss, which seriously affects the business activities of enterprises.

Then, how can enterprises retain new employees and prevent excessive brain drain?

1. What is the importance of recruiting new employees? Does it fit? excellent

The wrong recruitment concept of enterprise human resources department is the source of new employee turnover. Therefore, in order to effectively control the loss of new employees, enterprises should first start from the recruitment stage of new employees and strictly check to ensure that the qualified personnel recruited are suitable for the development of enterprises, rather than? Excellent personnel.

In the actual recruitment work, some enterprises blindly pursue outstanding talents, ignoring the actual situation of their own enterprises and whether enterprises can create a good working platform for employees, which leads to the mismatch between talents and enterprises and the loss of new employees. Therefore, it is necessary to control the loss of new employees in the recruitment process.

1, do a good job in human resources planning and job analysis, and accurately define job qualifications.

Before recruitment, the human resources department should fully communicate with departments with specific personnel needs, formulate human resources planning schemes in combination with the requirements of enterprise development, conduct in-depth analysis and research on each specific position, and determine the job name, job responsibilities, number of personnel and qualification conditions for recruitment, so as to prevent blind recruitment, resulting in the loss of new employees, failure to meet the job requirements, or excessive personnel ability and mismatch with the job.

2. Scientifically arrange recruitment procedures and strictly implement the process.

Jack. All we can do is bet on the people we choose,' Mr. Welch said ?

This shows the importance of new employee recruitment. The human resources department should strictly implement the recruitment procedures, and conduct a detailed and comprehensive investigation and understanding of the personnel quality, work ability, resume experience, development potential and personal values of the candidates according to the requirements of the job description. At the same time, it is necessary to fully understand the job requirements of candidates and try to keep the requirements of employees matching the jobs as much as possible.

For those who frequently change jobs and have bad records, it is necessary to understand the reasons, so as to effectively and accurately control the recruitment work of enterprises and fully grasp the true thoughts of candidates to get their current jobs.

3. Communicate enterprise information and jobs objectively, truly and comprehensively.

In the actual recruitment work, in order to attract high-quality employees, human resources departments tend to enlarge the advantages of enterprises to the same extent, avoid some problems existing in enterprises, and at the same time give too high a commitment to the work, so that candidates have high expectations for enterprises and positions.

Once these new employees enter the enterprise, they will find that they are not as good as before, which leads to psychological gap, disappointment and even doubts about the enterprise and its management level. Even if you stay temporarily, you are looking for an opportunity to leave. Therefore, enterprises must seek truth from facts when recruiting, so that new employees can have an objective and fair understanding of enterprises and positions.

4, for key positions, set up a certain isolation barrier.

There are some key positions in different enterprises, which are directly related to the normal operation of enterprises. Therefore, in the selection of personnel for these positions, enterprises are very cautious when recruiting. In addition to strict recruitment and selection procedures, when signing labor contracts, enterprises often set certain resignation barriers for new employees in these positions.

For example, within a certain period of time after leaving the company, it is forbidden to engage in industries or enterprises that directly or indirectly compete with the company, or undertake certain resignation compensation to prevent the loss of new employees. Although setting up turnover barriers is not a permanent solution, it prevents the rapid flow of personnel to a certain extent and affects the normal operation of enterprises.

Second, new employee training, enhance understanding and stabilize the team.

Through early recruitment, new employees have a preliminary understanding of the company, but after all, they have not officially entered the company. For them, the environment of the new enterprise is still very strange, and it is difficult to start work quickly. In order to ensure that new employees can quickly enter the post role, pre-job training is essential.

At the same time, in the face of the new working environment and the gradual deepening of the understanding of the enterprise, new employees will make a new evaluation of the enterprise, which will produce positive or negative psychological changes compared with the psychological expectations before entering the enterprise, and one of the main purposes of new employee training is to stabilize the mentality of the new employee team and enhance their confidence.

1, corporate culture and related management system training

In the pre-job training of new employees, the training of corporate culture and related management systems is essential, which is the most basic condition to ensure that new employees adapt to the development of enterprises. Among them, corporate culture mainly includes corporate goals, business philosophy, corporate spirit, corporate values, corporate behavior norms and so on. The training content of management system includes administrative management system, financial management system, management system and workflow of different departments, etc.

Through these aspects of training, new employees can standardize their own work and behavior according to the requirements of enterprises, avoid mistakes in the follow-up work because they don't understand the relevant regulations, affect their work confidence and increase the psychological factors of new employees' resignation.

2, new employee knowledge and skills training

In the job recruitment of enterprises, due to various reasons, enterprises may not be able to recruit skilled talents. At the same time, different enterprises may have different job requirements and need to master certain skills or new knowledge.

Therefore, in order to ensure that new employees can be competent quickly, they must be trained in knowledge and skills. Otherwise, it is difficult for new employees to be competent for their current jobs. If new employees are not competent for the job, they will have excessive psychological pressure and leave their jobs.

Enterprises should adopt effective training methods according to different positions, such as internal trainer training, external lecturer training, and old employees bringing new employees. Let these new employees master the basic knowledge and skills needed for their posts as soon as possible and reflect their own values in their work.

3, mentality training, correct the new employees' understanding of the enterprise.

New employees who have just entered the enterprise are often impetuous before they are fully integrated into the new enterprise. They like to compare the former enterprises with the present enterprises, and compare the psychological expectation of CYE before joining the enterprise with the actual situation of the enterprise. If they can't meet their expectations or the enterprise is not as good as the previous enterprise in some aspects, they will feel disappointed or dissatisfied, which will become the kindling that affects the resignation of new employees.

At the same time, new employees will have different degrees of psychological, emotional and interpersonal barriers when they first enter the company. They often think: What can I learn? Will the company recognize me? Can I get care and support from others?

With these problems, new employees are cautious and afraid of offending old employees. These problems and obstacles are difficult to solve and overcome without integrating into the new company. However, new employees can't understand these, which intensifies dissatisfaction and forms a psychological tendency to leave.