1, set high expectations.
Enthusiastic employees like to meet challenges. If enterprises can set high standards continuously, they will stay. Craig, a management consultant, said: "Setting high expectations can provide more opportunities for talented people who are full of challenges. The key to retaining talents is to constantly raise requirements and provide them with new opportunities for success. "
2. Communicate frequently.
Employees hate being kept in the dark by the manager. Nothing can destroy the morale of company employees more than hearing that the company has a bright future one day and reading in the newspaper the next day that the company may be merged or sold. The solution is to make your book public. This is exactly what Yu Quan Company did. The employee turnover rate of the company shall not exceed 7%. Tucker, the company's executive director, said, "Every employee of ours can check the company's income statement at any time. This can make them understand how they affect the company's profits. For example, a janitor who needs to buy his own work supplies can see how his expenses affect the company's profit changes. "
3. Authorization, authorization and sub-authorization.
If authorization is the loudest slogan in management, there is a reason. After all, employees like this kind of authorized company best. At least that's what HP thinks. Berger, the company's American marketing manager in charge of desktop computers, said: "For us, authorization means that managers don't have to make every decision, but they can let grassroots employees make the right decisions, and managers only play a supporting and guiding role."
4. Provide economic security.
Many people know nothing about financial market accounts and public funds, so they have to arrange their own retirement expenses. Even if many enterprises do not provide pensions, they will at least give their employees some cash or stocks in their golden age. Honeywell allows employees to put less than 65,438+05% of their salary into a savings plan, and also allows employees to buy company shares equivalent to 4% of their salary at half price. In addition, employees can buy Honeywell shares in the open stock market without paying commission. Elvin, vice president of Honeywell's quality inspection department, said: "This policy aims to make all Honeywell employees own shares in the company. If you are the owner of the house, it is closely related to the future of the company and the company. "
5. Give employees more recognition.
Since you can't provide job security for employees, you should at least satisfy their appreciation desire. Dennis, president of burlington Training Company, said: "One of the most powerful promises you can make to employees is to give them affirmation when they do a good job."
6. Guide employees to develop their personal career.
Basically, employees prefer to work for companies that can give them guidance. "The best way to retain talents is to support them as much as possible in the company."
7. Educate employees.
In the information market, learning is by no means a waste of time, but a practical need. Most employees understand that in order to survive in this economic society, they must improve their skills. Hewlett-Packard Company allows employees to pursue a higher degree full-time, with tuition reimbursement 100%. At the same time, it also holds various professional refresher courses, such as time management and public speaking, to broaden employees' basic skills and make them more valuable services.
Secondly, "fragmentation time" is a prominent feature of the Internet age. With the endless and pervasive mobile Internet, it has become a phenomenon that makes enterprise managers feel overwhelmed: employees' working hours and progress are fragmented by instant messaging tools such as SMS, WeChat, Weibo and online shopping, which leads to distraction and low work efficiency.
First of all, moderate control and correct guidance. For example, establish an internal public information and communication platform to properly monitor the fragmentation time of employees; Optimize the office environment, such as setting up open office buildings to create an efficient working atmosphere; Emphasize work discipline and guide employees not to fragment their work tasks.
Secondly, guide employees to learn fragmentation time management to make fragmentation time effective and valuable. There have been some researches on debris time management abroad, and some methodologies can be used for reference. For example, the filling method, that is, adding substantive content in the spare time, requires employees to improve their planning, list "trivial matters", and list some tasks that can be completed within 5 minutes and 65,438+00 minutes, such as replying to emails, sorting out business cards, consulting materials, etc. And achieve "finishing the day", so the fragmentation time becomes valuable. The merging method improves efficiency by decomposing parts into complete parts. By adjusting the completion order of things, we can reduce the time of a large number of fragments caused by frequent switching of work tasks, or integrate multiple possible time fragments into a relatively complete time period to do larger work tasks. Parallel method, according to the situation of time fragmentation in a period of time, do two things alternately at the same time. For example, when communicating and discussing with customers repeatedly, you can take time to write a few pages of PPT while waiting for the other party's reply, and so on.
Third, the micro-management of human resources is carried out by using fragmented time, such as micro-learning, micro-training, micro-sharing, micro-communication, micro-identity ... the fragmented time generated by employees before and after lunch, on the way to and from work, when switching tasks, etc. It can be used for micro-learning and micro-innovation, such as discussing a company case together and putting forward reasonable suggestions. I also regard fragmentation time as an important way to spread corporate culture. There is no limit to communication. Using fragmented time, managers and employees can communicate effectively, guide employees to communicate effectively, cultivate and aggregate a positive cultural atmosphere, and resolve negative energy.
Fourthly, adapt to the fragmentation trend, innovate the human resource management mode, tap the human resource value of fragmentation time and create energy. This includes at least the following innovative models:
First, with the help of the Internet, a complete job can be divided into small tasks and assigned to different people, so that everyone can use the fragmented time to jointly complete a big task through the * * * sharing cooperation mechanism. Wikipedia has hundreds of thousands of editors all over the world, and they all use fragmented time to work together on a working platform.
The second is to integrate the fragmented resources, such as fragmented information and knowledge, to form a large information and knowledge resource system and establish an internal information and knowledge sharing platform. If an enterprise wants to enter a certain business training, it can integrate the fragmented information and knowledge shared by employees into enterprise-oriented training materials.
Third, the new mode of human resource outsourcing integrating external fragmentation time Dont Ask For Help is mine, but I want talents for my use. Xiaomi mobile phone can treat customers as employees. It is very important to use the fragmentation time of customers to give reasonable suggestions to enterprises. This is not only the innovation of business model, but also the innovation of human resource outsourcing model. It is a great idea to integrate the micro ideas of countless customers. Of course, this is another new topic faced by human resource managers in the Internet age of information and knowledge sharing, that is, how to use external resources for cross-border management of human resources.