Can the company and the ex-employee only stay in touch with each other? You're going to suffer a lot if you do
In October last year, my company raised the B round, and hired a personnel director from a large factory to be responsible for talent recruitment and management.
The personnel supervisor, surnamed Wu, is 1.65 meters tall, slightly fat, dressed in business attire and black-rimmed glasses, giving people a professional and capable feeling.
At the general welcome meeting, she gave the boss some advice, one of which was about departing employees. After listening to it, we almost dropped our jaws because her advice was counter-intuitive.
Can the company and the ex-employee only stay in touch with each other? You're going to suffer a lot if you do
Her suggestion is to continue to keep in touch with resigned employees. The company invests in the establishment of a resigned employee management platform, regularly invites outstanding resigned employees to come back to participate in special activities, and rewards them for their performance in the past.
For those who leave, the traditional company's approach is to ask employees to block news as much as possible before leaving to avoid affecting the emotions of other employees. The company asked the existing employees to cut off contact with them, and the resigned employees took the initiative to withdraw from the company group. A relationship of "old and dead" was established in this way.
At that time, the boss, like most entrepreneurs, out of consideration for the safety of the company team, avoided leaving employees to take away more people, and rejected her suggestion, and the story of hitting the wall began like this!
Can the company and the ex-employee only stay in touch with each other? You're going to suffer a lot if you do
Talent recruitment is blocked
In the B round financing, investors not only value the market share of the business, but also value the annual rate of return. Judging from the gradual reduction of the boss's hair volume and the meetings held by the main department managers, everyone is under a lot of pressure, the stalls need to be spread out, the big strategy has been formulated, and there is a lack of talents at the executive level.
The most direct way is to recruit online or poach people from related industries. For the leading companies in the industry, we are a rising star, and we are not attractive to talents in terms of reputation, so we can only offer salaries higher than the same level in the industry.
Product managers, data analysts and other positions are invited for interviews online, but the bosses are not very satisfied. Later, the strategy was changed to casting a wide net, and all employees used the internal push code to advertise on the entire network. Under the temptation of the internal push bonus, colleagues were very active, but in the end, they did not find the person the leader wanted.
The project is waiting to be launched again. The boss is anxious like an ant on a hot pot. The suggestion given by the personnel manager Wu is to contact the product managers, data analysts and other colleagues who worked in the company before, so that they can use their industry circle and network. Introduce the relationship. Through this method, we recruit talents that the boss is satisfied with, and gradually realize the importance of leaving employees.
Can the company and the ex-employee only stay in touch with each other? You're going to suffer a lot if you do
Business volume declines
The advertising industry has the characteristics of long service cycle and low production demand. Affected by the epidemic at the beginning of the year, many companies did not start work. Our advertising business mainly serves the B-side, and we can only work online to maintain basic operations. After the epidemic has stabilized, the industry cake is getting smaller, and peers have begun to cut prices for the sake of business volume, and everyone has fallen into a price war.
After a meeting, the company formulated two strategies. We have been in the industry for more than 20 years and have accumulated thousands of customers. At present, companies want to do short video promotions, but professional talents are limited and personnel costs are high.
Strategy one is that we have re-established contact with customers through low-cost editing courses, and asked whether there is a need to make advertisements through soft contact.
The second strategy is to contact the outstanding employees who have left the company in the past three years, establish contact with them by giving commemorative gifts, and ask whether their company has advertising production needs. With this level of trust endorsement, the company's business volume has gradually recovered.
Can the company and the ex-employee only stay in touch with each other? You're going to suffer a lot if you do
After these two events, the boss realized the importance of excellent resigned employees. Manager Wu was solely responsible for establishing long-term contact with them and establishing a supervision mechanism to minimize risks.
In this way, the company has established a long-term reciprocal relationship with outstanding resigned employees, which has played a huge role in talent recruitment, business development, etc., and the company has also given them material and spiritual rewards.
Resigned employees are also a network of personal connections that cannot be lost. They have also contributed to the development of the company and paid their sincerity.
In the era of mobile Internet, information is spreading rapidly, a business model has been proved to be feasible, companies of the same type have sprung up like mushrooms after a spring rain, and resignation has become the norm.
The bosses who run the company should abandon traditional thinking, treat employees' departure calmly, and establish long-term relationships with excellent employees. When your business grows and needs talents, they will continue to come back to work one day.