The people the boss needs to be wary of

Staff turnover reasons are numerous, but only two points the most true: money did not give in place, the heart wronged. It all boils down to one: bad job. Who is easy to leave and how to avoid these people leaving?

A is a fast growing company, after the Spring Festival, the start, a company's bosses are ambitious to push the implementation of last year's business plan, but also to aggressively from competitors to dig some people to replenish strength. One day at work, the boss heard a message that made him change his color: A core team of a company was commissioned by the rival headhunting from top to bottom. He hurried to find the team talk to retain.

In order to prevent retaliation, digging people generally through the search company to conduct peer direct digging, this in business is relatively taboo. Professional headhunting Agency is the work of digging people, generally will not be retaliation and other vicious circle. This is like the police catch thieves, thieves generally will not retaliate police, because catching thieves is a professional responsibility of the police, if passers-by catch thieves, usually will be thieves revenge, because it is not your professional responsibility.

The story of a company is being staged in high growth companies in all walks of life. As a start-up company boss, every spring is the heart of the most tense, fear of their own backbone loss. You are "engaged" other company's person, your person also by other company "to engage", how to do?

First, the company bosses have to look at what types of people are easy to dig.

1, to make achievements, fame outside the star director and the backbone of easy to be dug.

The reason is very simple, this kind of talent to do things in the industry can see, has used the actual results to prove their own excellence and value, not being stared at and being dug instead shows that he is responsible for the business does not shine.

2, professional and technical personnel are easily dug.

A real estate company's engineers, now run to the pharmaceutical company, basically can not engage in the work of medical research and development personnel, even if he doubled the wages, professional and technical personnel can not cross the flow, and other professional and technical personnel on the outside wage information, industry quotes and other general reactions are relatively slow, They tend to form a relatively closed technology circle. There is also a professional and technical personnel of the position of the replacement is not strong, enterprises willing to undertake better wages to fill in, so that professional and technical personnel to change a job, pay a 30%-50% are relatively normal, there are some gray areas, is the existence of headhunting company value, professional and technical personnel are digging success rate is very high.

3, the relative opponents have a great advantage of the business team leader and the backbone of easy to be dug.

A lot of business leaders, indicating that this business is successful, opponents are bound to want to learn and catch up, the best and most direct way is the whole team to dig the leader of the company, even if not all the people dug, dug to the core director, immediately can transplant over, will be the gap quickly close, this time opponents dug corner willing to give money, To position and other conditions, the temptation is great.

4, the management of relatively strong supervisor easy to be dug.

For high-growth start-up companies, the most rare is the manager of management experience, so the executives who have had big corporate management backgrounds and have been steeped in growth companies are welcomed by startups that need expansion to help high-growth start-ups stabilize their chassis, turning their bosses ' ambitions and wolves into processes and systematic attacks.

How to prevent core talents from being dug?

1, highly sensitive management

Generally speaking, employees before job-hopping have such a subtle and unusual performance, this abnormal performance is sometimes better, some get worse. For example, the controversial staff suddenly became very mild or the intensity of the controversy increased; employees with excellent performance become mediocre or have outstanding performance; those who are late become more punctual or late. These anomalies occur in time to find, generally in the stage of the signs, if you want to retain or more effective.

2, can not be separated from the general talent to give more money

The finance, the administration and so on with the convenient general talented person, generally can give some money to be able to solve the problem. For example, financial staff, the original real estate companies do finance, and now to the pharmaceutical companies to do finance, soon started, decided that a financial staff in real estate companies or pharmaceutical companies work, the dominant factor is the level of treatment, these obvious things in general, the difference between companies in various industries is not large, If the real estate company's treatment is obviously low, they will move to the pharmaceutical company, without digging will be able to flow very well.

3, let the core talent to follow the company growth, display fists no ceiling

Generally speaking, the core staff is generally a career more successful professionals, in addition to those explicit remuneration, the core staff career development and planning is often some business owners ignore, the company as far as possible to take the initiative to meet the core staff's career development responsibilities, So he felt that on this platform will have a good development, should be respected can get, give him a reassuring career development environment, "not suffering from poverty and suffering from insecurity" is the meaning.

4, do not hide the talent, the more easy to hide the problem

Generally speaking, to solve the problem of food and clothing, to achieve a well-off life of the workplace, are hoping to make a contribution in their own professional areas, all hope that their own company in the impact of the exception, but also want to enhance the influence of their industry, so not only he himself is a development and respect for the promotion of the company's industry brand, Industry position is to add points of things, the company should create the environment, let some core employees go out and affect the industry. Of course, one might say, this will be the core talent of the information exposed, in fact, even if you do not take the initiative to go out, headhunting can be dug, external headhunting for your company's core talent may be more than your Human resources department also to clear, based on information technology-supported socialization era, the physical shielding is basically ineffective, Only by establishing a mental barrier can we retain the core talent.

5. Equity or option Binding

If wages and bonuses are low, high-growth companies can also retain core talent through options or equity. But pay attention to the time and quantity of hair, if issued too early, the option and stock rights in the foreseeable future, there is no, if the hair is less, do not have the role of keeping people.

Finally, remind the boss, there is no retain talent, only the price of the size and sincerity of the depth!