What can enterprises use to retain talents ???

A few days ago, I saw such a problem in zhihu. A problem similar to a leader published:

Why do employees who have been working for more than one year always choose to leave? When I came, it was very green. When I got mature, I had to leave? In addition to increasing wages, how should we retain such employees?

 

Afterwards, many people commented on the analysis from the perspective of enterprises and employees, as well as the analysis based on their own experiences:

 

ASaid:

What I mean when I look at the landlord is that I want to keep my salary up? Haha
First of all, I think it is necessary to raise the salary. When I first came in, my salary was very low. Now that people can create more value, it is normal to raise the wage requirement, besides, there are so many temptations.
In addition, the landlord has to think clearly about what you can give to employees, whether you can give it to others, and what you can't get elsewhere. If you cannot understand, it's hard to convince others .....
Then, what do employees expect? Many of the interviews regarding resignation are well-spoken and may not be true ideas. The true ideas must be explored at work .....

 

B said:

On the Enterprise's point of view:
1. At that time, enterprises chose Qingyi's children's shoes to enter the company. First, their wage requirements were low, and most of them were hard-working.
2. Most graduates also have their own advantages. enterprises will not only use them at the first point, but their abilities are also needed by enterprises.
3. Enterprises think that you have trained this young employee this year and think that he has nothing to do with it. Now he has something to do and he wants to be grateful to Dai de. You are too young to earn that much salary.
Let's analyze employee job-hopping:
1. Every company has many drawbacks. These drawbacks may bring pressure and pain to employees and become a factor for job-hopping. If the salary cannot be in direct proportion to stress and suffering, why stay.
2. I have learned a lot since I graduated from this company, but my own efforts are also a great reason.
3. The company's development direction is unclear and there is no future.
How to prevent employees from changing jobs:
1. Does the company make employees feel passionate, whether to give them a sense of presence, whether they have clear goals, whether they seriously respect employees, and create opportunities for them to improve themselves?
2. Regular incentives to give employees continuous incentives from the company perspective
3. if you raise your salary, you can raise your salary, do not let people do the same thing as others to get half of their wages. It is estimated that everyone will go.
4. superior-subordinate relationship and colleague relationship. This is from the perspective of empathy. In many cases, if you don't want to leave a company, you may not be willing to have a good relationship with your colleagues or superiors. You can share, discuss, and make progress together. Your work will become very happy, it is no longer a pain point.
Supplement:
Company HR: This position serves both the company and employees, and the company manages the company's personnel, serving employees is to remove the system benefits that are hard to understand. However, most people see that HR is too service company, while ignoring employees. In order to reduce the support of some companies, employees are not paid in gold or social insurance. Although this basically reduces the company's spending to serve the company, HR also has an important role to reduce the loss of employees. If you cannot treat employees fairly, although you have temporarily kept him, however, such differentiated treatment will turn into dissatisfaction and direct employee loss. Therefore, what can be done cannot always be a double-edged sword between enterprises and employees, and how to choose between them is a smart HR judgment.

C:

When I chose to leave, the leaders told me a lot and asked me to raise the conditions. I spoke about some of my chest tightness during my work. The leaders said: we also saw it, we are also working on ..... I also listed some ongoing and improved things. Finally, I chose to trust the leadership, stayed, and started to participate in the things that the leadership said before, try to solve your problems.

However, three months later, I chose to leave because "the stars are the stars, the moon is the moon ".

Choosing to leave is not the most important, but the dream is
But the so-called dream is not the most important, and salary is the key

With the stage of development, there is no worries. Why cannot we live a happy life?

 

DSaid:

I personally think that the main reason for employees to leave their jobs frequently within one or two years is the enterprise. On the one hand, when their capabilities are improved, the enterprise does not provide them with the treatment that matches their capabilities, on the other hand, enterprises cannot provide them with a better space for development. Resignation is a very common thing, especially in small and medium-sized enterprises. Most of Chinese small and medium-sized enterprises are only in the position to train talents for other large companies for their own reasons.

 

E:

I just talked about my feelings. In the company itself, I realized my dream, my own values, and started to enter. My salary is not high and I don't complain, I just tried to improve my ideas through various ways, and realized the company's vision, hoping to make progress together with the company.
However, after a long time, what we see in the company is that the management is poor, the mouth is talking about one set, the action is another set; the company gives some privileges, such as being late, work is irrelevant to the company. The most important thing is that the company's goals are becoming increasingly vague. To build a product, the architecture is very simple and clear, but the last product is just four, there is no sense of accomplishment in doing so;
Of course, we accidentally see that people who do the same job receive different wages, or even those who do less work (mental) have a higher salary than those who work hard (mental, too much darkness, too much inappropriate, don't want to stay.
To tell the truth, it is true that we put our dream first, and the salary is not high. As long as we have a sense of accomplishment, the company will only satisfy the values of individual stakeholders. In fact, people only come to work.

 

Fghjk ......

 

I said:I think there is still a way to retain employees. You can find the channel from the following aspects. The remedy to this problem is the best strategy, rather than seeking reasons to block yourself.

First, compensation
This is of course obvious. Most people do not have to consider making money at all. That is to say, more people are working for life now, one of the main purposes of work is to make money. Especially in startups, many young people need to solve material problems first. If a company can offer competitive compensation in funds, it can help you leave employees to a certain extent!
2. Culture
Although it is often said that "money is not a problem, but there is no money, it is a big problem ." However, for some enterprises, the work given to employees is really not the only problem. In the early stage, an employee may enter a startup company due to a good salary, however, if the culture of the company is not attractive enough, it will not recognize it for a long time. If he finds the next company with good treatment, he may leave. Therefore, building a suitable culture is also very important for an enterprise. Because a new company does not have any primitive cultural genes, it is easier to draw on a piece of white paper. In the corporate culture, we are more concerned about our employees and have an understanding of their personality and human nature.
Of course, the enterprise culture should have the characteristics of the enterprise. If the employee is not suitable for the enterprise's special requirements, there is no need to keep him!
Third, career development
In addition to money and culture, another important thing is career development. In this society, the mobility of talents is very high. Why is there a flow of talent? As the saying goes, water is flowing low, and people go high. The flow of employees is mostly because he thinks that the next company can give him more material returns, have better salaries, or he has been in this company for a long time, A better development environment is required.
If the company cannot provide employees with a sustainable development environment, they will choose to leave one day. This development needs to help employees make career plans based on different situations, so that their personal career development is consistent with the development of the enterprise, so they are more likely to stay in the company!
Iv. Equity or options
The first point mentioned above is compensation. In fact, equity or option is also a kind of compensation return. Here I will separately say that it is because equity incentives are more important for some startups.
Given a limited share of an employee, the employee can become a shareholder of the company, so of course he will be more willing to work hard for the company for a long time.

 

I think there are many factors in this regard. Of course, many leaders talk about feelings and responsibilities when talking about interests, but I think employees leave their posts, the company also has some problems that need to be reflected. What if you are a leader encountering such problems? Let me give you some ideas.