How to retain new and old employees

It takes a lot of manpower and material resources, so retaining the new employees has become a direct way to improve the recruitment effect, while the old employees who are about to leave will cause more or less losses to the company. So how do enterprises retain new and old employees? 1. How to retain new employees When a new employee joins an enterprise, he will be full of anxiety when faced with unfamiliar faces and brand-new jobs around him. I don't know whether 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? I think it is necessary to do the following: First, when communicating with candidates in the recruitment process, we should truthfully explain the salary and benefits, working and living environment of enterprises that candidates are more concerned about. If the enterprise makes false propaganda when recruiting, and some promises of the enterprise are not fulfilled, the so-called bright development prospects advertised by the enterprise are unbelievable, and the image of the enterprise is also greatly reduced. It is conceivable that it will be more difficult for enterprises to attend this job fair in colleges and universities next time. Second, it is relatively easy to recruit the right people instead of the best people to find the best people, because everyone's cognitive standards for Excellence are basically the same, and for enterprises, the right people are more needed, so the appropriate premise is to make a real and detailed analysis of the human resources needs of enterprises. Three, new employees after a period of time, held a new employee symposium, strengthen communication with new employees. The reason why new employees leave their jobs is not that they can't meet the job requirements, but that they can't adapt to the working atmosphere and interpersonal communication mode of the enterprise. It is a better way to solve this problem to hold regular seminars for new employees. Fourth, strengthen the entry of new employees and help them integrate into the enterprise as soon as possible. Generally speaking, it takes about a month 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 economic growth of enterprises cannot be separated 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, retaining people with leadership charm can generally infect people and affect their leadership charm, which is often manifested in the following aspects: 1, the ability to use power. 2. Understand the abilities of others. 3. The ability to motivate others. Second, retaining people by career development is a common phenomenon in large enterprises. 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 expressions of appreciation and respect, which can meet the needs of belonging and appreciation. Third, the relaxed and pleasant organizational atmosphere advocated and created by leaders in the organization with corporate culture 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.