How can companies retain talent? The 3 major means of retaining people, leaders can read it several times
How can companies retain talent? The 3 major means of retaining people, leaders can read it several times
Many managers always have the following questions in team management.
I am very good to employees, why can't I keep talents?
It's hard to cultivate a right-hand man, but immediately changed jobs?
……
As the saying goes, a hundred causes must have an effect. The reason for these phenomena is undoubtedly a problem with the ability of the enterprise and the management method of the leadership.
As long as the specific cause can be identified, it is natural to be able to prescribe the right medicine and solve it completely.
So, what is the reason for the brain drain? What kind of means should be used to retain talent? Next, let's have a good chat.
1. If you are dissatisfied with the salary, then increase the money
The reason why many employees choose to leave is not that the leader treats them badly, or that the relationship with colleagues cannot be handled well, and it is not that their own development is limited, but that they are not given enough money.
A well-known entrepreneur said that employees are the foundation of an enterprise's development. Only when employees are satisfied can an enterprise become stronger and bigger and develop continuously. If employees are hungry, where will they get the energy to fight for the company?
Although money is not everything, it is absolutely impossible without money.
A new employee can get 6,000 as soon as he joins the company, and an old employee who has been here for two years can only get 6,000. No one can accept it. The two years of love that I have paid for myself are all in vain, and have no value at all?
With such a sense of gap, the old employees must be disheartened, why do they stay if they don't leave?
Therefore, as a manager of an enterprise, if you want to retain talents, you must establish a reasonable salary system. Who should take how much should have a standard, and try not to let any employee feel cold. As long as they get the benefits they want and meet their needs, people will naturally not leave. After all, it is very tiring to find a job and change jobs. Who wants to run around if it's not a last resort, to support a family?
2. If he is wronged, then compensate or rehabilitate him
The reason why many people leave the company where they have worked for many years is mostly because their psychological endurance has reached the limit.
It's nothing to suffer a little grievance at the beginning, and it will be over if you endure it, and time will dilute everything. But if you are wronged over and over again, and the negative emotions in your heart accumulate to a certain extent, it will explode sooner or later.
Faced with such a situation, leaders should maintain communication with employees in a timely manner, communicate more, listen to their inner thoughts, and try to help them solve problems.
When they were wronged at work, they tried to find a way to rehabilitate them and relieve the grudge in their hearts. If you still can't get rid of the knot, then try to make up for it.
Only by smoothing out the scars in the hearts of employees and resolving the negative emotions in their hearts can they be able to stay willingly and continue to fight for the company.
Three, growth is limited, then give him a chance
In addition to money and emotions, what employees value most is their future development.
A good company will provide employees with a high-quality platform for their continuous development.
It's like a small company and a big company, everyone is definitely more willing to choose the latter. Because in a large enterprise, the platform is large, there are many opportunities, and the future is full of infinite possibilities.
But if you are in a small company, no matter how hard you work, your development will be limited. Just like a flooded dragon trapped in shallow water, the truly powerful talents often choose a wider world so that they can accommodate their own ambitions.
Whether as a company or a leader, we should learn to achieve employees and help them find their own value. The company provides opportunities, resources and platforms, and employees make efforts and use their own strength to create brilliance that belongs to both parties.
It not only meets the psychological needs of employees, but also meets the interests of the enterprise, which is a win-win situation.
Therefore, as a leader, if you want to help the company retain talents, you must first find out the reasons for the brain drain, and then prescribe the right medicine to solve the problem.