How should enterprises retain talents? The development of an enterprise is inseparable from all kinds of talents, but the brain drain of some enterprises is very serious, which has a certain impact on the development of enterprises. Let me share with you how to retain talents.

How should enterprises retain talents? First, we should change our ideas and understand that distribution is the primary productive force.

If you don't want to share your wealth with employees and just want to find some migrant workers to help you make money, then you have to do everything yourself. Although it saves some money, it is very hard and can never do much.

Business owners need to learn to calculate the time cost. If you want employees to be dedicated, you must give them a reason to be dedicated. If you want employees to take responsibility, you must give them a reason to take responsibility. Only by solving the distribution problem can we fundamentally change the traditional labor-capital relationship and make everyone a community of interests.

Second, learn to use ingenuity to turn professional managers into business partners.

Make a "time difference" without increasing the current cost, so that managers can see far and clearly the future, know how many years later they can get greater returns, and turn immediate interests into long-term interests.

The motivation to achieve this goal is the reform of the distribution system, that is, when a professional manager has the rights of equity, options and dividends, he becomes a business partner at different levels, because they will share the success of the enterprise, thus forming a virtuous circle and working hard for their own interests.

Third, let employees see hope and the future.

Know what hard work will bring, set a correct example, let those "three good employees" become respected examples, meet their material and spiritual needs, and let them become the envy of others.

In fact, the vast majority of employees have pursuits and ideals, and the employees who are really naughty must be very few. As long as employees feel that the distribution system of the enterprise is fair and reasonable, as long as they know that they can gain recognition and wealth through hard work, they will certainly struggle with ease.

Fourth, be kind to employees and respect their right to pursue interests.

In the economic environment of enterprise market, there is a contractual relationship between boss and employee, and everyone comes together for their own interests. How to bring people from all corners of the country together? We should understand the truth that being kind to employees means being kind to enterprises. Managers at all levels must be kind to their subordinates and let them work hard for their own interests, not for their superiors.

We must respect everyone's right to pursue the maximization of personal interests, encourage everyone to get rich, and at the same time use strict systems to ensure that individuals pursue the maximization of personal interests without harming the interests of others or society.

In fact, many business people like to quit their jobs, not because of low wages, but because they are unhappy. The main contradiction is that they are not in harmony with their immediate superiors. Secondly, unfair distribution is not a question of quantity, but a question of fairness; Third, mental fatigue, too complicated interpersonal relationships, unable to concentrate on work. If enterprises solve this problem earlier, many troubles can be avoided.

How to use talents in enterprises

1, don't tie two swift horses in a trough to eat grass, it will be fatal to fight in secret.

2, stand out from the crowd, cranes are more uncomfortable than chickens, it has to bear a lot of group pressure, and Excellence has to pay a price.

3. The behavior of employees can be guided. If you pretend to be stupid for a long time, you will be really stupid. If you pretend to be happy for a long time, you will be really happy.

How should enterprises retain talents? 2 What should enterprises do if they lack talents?

ask for information

The first step is to conduct ideological investigation.

In the inefficient environment of the company, we can investigate the current situation of employees through face-to-face meetings. Instead of keeping secrets from employees, it is better to open your heart, talk about your own ideas and know the truth. Take a big risk, understand the real thoughts of employees, and provide ideas for the next crisis response.

The second step is to understand the actual situation of the company.

As far as human resources are concerned, its job is to understand the actual situation of the company, including the company's salary budget, the company's salary payment ability, the salary payment cycle, the possibility that the company has no reversal, and whether the company can take salary reduction measures. The above situation is very important for the human resources department to deal with unfavorable situations.

The third step is to understand the situation of all employees.

In the case of poor performance of the company, human resources need to sort out the current situation of the company's existing personnel, including how many people have left, how many people have left, how many people are ready to leave, or are ready to leave. Employees have these positions, including how many people, core managers, and the position of the company's salary level in the industry.

I think the above information will help the human resources department to cope with the crisis. Only by mastering these situations can we take targeted solutions.

counter-measure

1. The Human Resources Department is responsible for policies and human resources.

In the Human Resources Department, employee applications are handled as follows:

First, I am anxious to resign, of course I don't agree. If I don't leave, I'm a miner.

Second, if the resignation application is only made orally, it can be ignored, and employees should not be required to submit the resignation application in writing.

Third, the resignation application was not submitted one month in advance and was not approved.

Fourth, apply one month in advance, but also delay for various reasons, anyway, the application to the human resources department is not issued;

Fifth, the company is so kind to employees, and the superiors are so considerate to you. The company needs everyone now. Please consider the company.

In short, be patient with employees and let them lose their resistance in front of your patience.

2, can hold a meeting to explain the situation.

Although this year's year-end bonus has not been issued, it is true that the economic benefits of enterprises are only temporary due to temporary conditions such as macro market and competitors. The enterprise has made a careful plan for this. Please believe that the company should stand with the company, and the benefits must make up for the year-end bonus that has not been issued this year next year. We must stabilize employees and boost morale, and take this work as the assessment index of department heads.

3, open source and reduce expenditure, process reengineering.

In the case of low efficiency of enterprises, it is difficult for business departments to achieve breakthroughs in a short time, so it is particularly important to open up sources and reduce expenditure. As human resources, the measures to increase revenue and reduce expenditure are mainly to sort out the management process, conduct post analysis, streamline personnel and save labor costs.

The company is inefficient and many people leave their jobs, which is not a bad thing. Human resource management only needs to evaluate the existing human resources and leave the core talents in the core positions. Let those who can be replaced by proud senior employees go. It is unnecessary for the company to consider economic compensation for layoffs. In a word, the human resources department needs to actively communicate with the boss, so as to save labor costs and help the company tide over the difficulties.

4. Improve the turnover management process.

Usually, when employees apply for resignation, direct leaders and department leaders need to have a face-to-face dialogue to understand the actual resignation and attractiveness of employees and try to retain available talents. If the appointment fails, feedback the information to the human resources department. The human resources department will conduct a second round of interview instead of signing the agreement directly, so the interview of the human resources department will be passive.

I suggest: improve the resignation management process, cultivate managers' resignation management and interview skills, and improve the retention efficiency of resignation interviews.

5, strengthen the training of existing personnel.

When the enterprise's benefit is not good, the employees' heart is unstable. In this case, the boss should always stand with the employees, let the employees feel that despite the difficulties encountered by the enterprise, the boss has the ability, confidence and courage to turn the situation around, and let everyone believe that the difficulties are only temporary and the future is bright.