How small companies retain employees

How does a small company retain its employees?

How does a small company retain its employees? Recruiting is important, but retaining employees is also important. In particular, the turnover rate of small companies is always high. In addition to low wages, there is also the fact that companies do not retain people! So how do small companies retain employees? How small companies retain employees 1

1. Low base salary + high bonus

Although small companies cannot afford high fixed base salaries, they can set up performance appraisals and provide adequate High percentage commissions and bonuses.

Whether it is a salesperson or a technician, as long as the employee can help the company make money, the company should also give them enough rewards. Hello, I am good, everyone is good.

Withdrawing a higher proportion of bonuses from the revenue or profits created can not only stimulate employees' work passion, but also create more value income for the company.

2. On-the-job training + talent cultivation

Most employees have a certain degree of foresight. What they see is not only the current salary situation, What I want even more is the “money” prospects of future development.

Enterprises can carry out regular on-the-job training, and the main training content is determined by the different needs of different departments.

Encourage employees to continuously learn and take exams. At the same time, HR can also help employees plan their careers so that employees will not feel confused about the future.

3. Emotion cards + small gifts

Emotions keep people, everyone has feelings.

Especially in China, a country with strong human touch, starting from an emotional perspective and creating a feeling of home for employees in the company will often get twice the result with half the effort.

In addition to showing enough goodwill and love to employees in terms of their normal attitude, you should also send some gifts or shopping cards during holidays.

If you don’t say a word or mention a word, the employees will think that I am a machine being used here, and I will leave anyway without mercy.

4. Overtime hours + rest time

Many companies have the habit of working overtime. In fact, it is not impossible, but it is recommended to strictly control the overtime hours (the number of overtime workers is not large, and they can stay in the company If you work overtime for too long, it is not only bad for employees, but also a big drain on the company's water and electricity resources.) If the performance is not completed on time, it will be performed in accordance with the performance ratio.

If you work overtime, you must remember to record overtime pay or overtime compensatory time off.

In addition to the issue of overtime, there is also the issue of rest time. Generally, weekends are popular, and normal holidays follow national statutory holidays.

If it is a relatively special industry, and the performance is often the highest when others are resting, then the rest should be adjusted according to the actual situation.

5. Mutual heart-to-heart talks + group activities

Enterprises must have provisions for arranging hiring department leaders to talk to employees regularly. In this way, you can not only understand employees' ideological trends and recent work status, but also increase employees' recognition of the company. Strengthen cohesion within the company.

In addition to heart-to-heart talks, more group activities and cultural activities should be held. At the same time, it is best to participate as a family unit (family members can be brought along), so that family members can also become a part of the company. When there are When employees want to resign, their family members will also think of the good things about the company and say a few words to the company.

Amend the labor contract and provide a certain amount of reward to employees who have completed more than 3 years of service.

6. Material incentives + promotion attraction

Material incentives are undoubtedly a very nice thing for employees. Enterprises can provide material incentives to outstanding employees and encourage employees to work through means such as wages, bonuses, allowances, and benefits.

The departments and positions of small enterprises are flexible. For talents who want to improve their positions and titles, they can "set up positions according to people". Although small companies cannot give talents a "gold-plated premium", they can give talents positions and titles a premium.

How small companies retain employees 2

1. Practical ways to retain employees

(1) Provide reasonable salaries and clear job requirements;

Reasonable salary and benefits are the key to retaining people. If your salary and benefits are much lower than elsewhere, even if your company culture is attractive, you will not be able to retain people. You will not be able to survive in the city, so what? Talk to you about ideals and the future.

(2) Give employees training and learning opportunities, so that employees have space and opportunities to improve themselves;

Give employees space for appreciation, so that in addition to working in the company, they can also Being able to improve yourself and be full of hope for the future is also the key to retaining people.

(3) Give employees certain authority so that they can maximize their advantages;

In large companies, employees are really just employees and they only need to do their part of the work step by step. That's it. But in a small company, the most important thing is to give certain permissions so that employees can do things according to their own ideas and create greater value for the company.

(4) Give employees a promotion channel so that they have a sense of accomplishment;

Small companies should have a better set of promotion regulations and do There are regulations such as what position you can be promoted to based on your performance. Many people would rather be the head of the snake than the tail of the dragon. Small companies should also increase their awareness of internal competition.

(5) Enhance the collective sense of honor and responsibility of onboarding employees, so that employees have a sense of ownership;

Let employees think that the company is home and a warm harbor. Who would want to do this? leave?

(6) Highlight that in the early stage of the company’s development, there is a lot to learn, responsibilities are spread from east to west, and the position is promoted quickly

The company grows from small to large, and it is necessary to explain the benefits of a small company to employees. That is, during the period of rapid growth, you will have more job openings, and entrepreneurial companies will learn more.

2. In order to retain employees, what areas can the company improve?

(1) The leader of the company must take the lead

Can the boss’s personal charm make employees feel that they can have a future with you? If the boss himself is unable to create the future People, thoughtful employees will not be retained.

As the leader of the company, you should not underestimate your own career. A small company temporarily does not mean a small company in the future. The confidence of the boss is very important whether employees can be retained.

(2) The salary structure must be reasonable

Small companies do not have too many benefits, nor do they have a dazzling halo, nor do they have a brand that makes employees proud. Then retain employees from the most original thinking of job seekers. Salary is designed to be competitive. If the company is small, has no brand and no salary, employee turnover is normal.

(3) Don’t be “greedy for bigness and seeking perfection” in recruitment

When selecting and employing people, many small and medium-sized companies have the misunderstanding of “greedy for greatness and seeking perfection” and the pursuit of vanity. Educational qualifications, experience, age, gender and even appearance are listed as the first choice or must be selected - this is actually a strange circle. Many small and medium-sized companies often go to the talent market to recruit regardless of the company's own actual conditions. They often ask for "graduates from key national universities, undergraduate or postgraduate degrees, and more than X years of work"... 12Next page

Wait until the company After qualified so-called "talents" were recruited to the company, they discovered that those with high academic qualifications may not necessarily have high standards; those with good looks may not necessarily have strong abilities. But I paid a high price to recruit these talents, so that the company spent money, but it did not play its due role.

(4) Internal and external training must be combined in place

The most primitive needs of employees when looking for a job are two things, making money and learning. You have to make money, and you also have to help employees improve. A combination of internal and external training is important. Employees’ abilities improve after learning, helping them earn more salaries and creating greater value for the company.

(5) Humanized management system

The system is slightly loose. The system of a small company does not need to be too complicated. Some people with good abilities will be disgusted by a system that is too complicated. . The company is small and puts profit first. If it can create huge value for the company, individual people will be treated on a case-by-case basis.

This is also a way to retain employees who can create performance but have strong personalities in the early stage.

(6) Do a good job in cultivating talents

The model of cultivating new people: masters lead apprentices and fight in teams

Cultivate people who are willing to grow and learn to become senior leaders Managers; cultivating people who want to become partners and pursue development.

(7) Build a good platform for “people to make full use of their talents”

Compared with large companies, small and medium-sized companies have slightly less attractive platforms and opportunities. Therefore, if they want to better retain People, it is crucial to allow them to better display their talents and talents and to build a platform for them to display their talents. In fact, for small and medium-sized companies, the boss has to play more of a "director" role. You prepare various stage props, venues, role assignments, etc. As for how to sing and perform, that is a matter for professional managers.

(8) Create an open, fair and just employment environment

The reason why many small and medium-sized companies cannot retain people is because they lack a comfortable and pleasant employment environment. It has a lot to do with it. Some small and medium-sized companies also know the important role of talents in the company, but they ignore the details, resulting in new employees' psychological imbalance, and finally have to "break up". The talents have already left, and many bosses often still can't figure it out. Thinking, "My salary is not low in the industry, why did he leave?" As everyone knows, unfair treatment is the root cause of "divorce" between managers and the company.

In short, the selection and employment of small and medium-sized companies are very different from those of large and powerful corporate groups. As a small and medium-sized company, it must be based on its own business reality, look at talents with a strategic perspective, and Use talents, do your best to provide a good working environment that talents need, build a fair and just employment mechanism, and use your own unique company resources to retain talents. Only with talents can small and medium-sized companies go further and do stronger. Only by being bigger can we remain invincible in the competitive state of "big fish eat small fish, fast fish eat slow fish".