Recruit cattle breaking employees how should you do?

① entry one month: leaving a larger relationship with the HR; ② entry three months: leaving a direct relationship with their superiors; ③ entry six months: leaving a larger relationship with the corporate culture; ④ entry year: departure and career promotion Larger; ⑤ entry three years: separation and development of a larger platform; ⑥ entry six years: the possibility of leaving very small, which is the law of separation 136!

Excellent staff is an important foundation for the survival and development of an enterprise. When a company recruit a good staff, what should we do to prevent employees from leaving?

Entrepreneur Tom Tancredi has been running his own business for four years. Four years of CEO experience made him realize that as a company founder and principal, a great pressure actually comes from his excellent staff. Some good employees can replace him and operate the company better. Tancredi believes in the fact that the CEO's biggest responsibility is not to run the company, but to keep his responsibilities replaced by others (CEO's job is to replace himself, constantly), especially for start-ups.

Good staff deserves to be paid, but what exactly is going to be done? Here are some of what "doing" and "not doing" Tancredi shared.

do

1, ready

No matter how many talented people, there is a time for adjustment when joining a new team. The CEO should make sure he's prepared for the road to excellence, and it is best to have the resources needed for newcomers to adapt and grow one week in advance.

2, do a good job notice

Tell every member of the team that we all know that this newcomer to the new team will make outstanding contributions to the company in the future. For start-ups, the organizational structure iterates quickly, so should as soon as possible to the new "qualitative." Do not wait for everyone to discover that the newcomer is a cow, and the vague situation will affect the newcomer's development.

3, do a good job of celebration

Celebrate, your business can recruit cattle who have proved their own success.

Do not do it

1, do not fight internally

The emergence of talented employees may give a sense of crisis to CEOs as entrepreneurs, so that inappropriate behavior can occur. Tancredi recalled that he had been against the staff because he felt the employee had robbed him of his job. Pull gang to send pie, drastic, behind the gossip are non-existent behavior, which will only bring bad influence on the development of the company.

2, do not pull power

When the original responsibility to deliver to outstanding employees, employees credit should belong to the creation of employees, not to subordinates, superiors (if you set the position of the staff even higher than himself) credit posted on his face.

3, do not retire

Delivering your responsibilities to others does not mean you can retire, and in fact you should go for bigger markets and more long-term tasks. Having a good employee does not mean that your shoulder load is lighter, on the contrary, it should get heavier.