Why did the new employee come and go?

Recruitment is difficult, high turnover rate is a lot of business headaches, especially for the strength of the fledgling entrepreneurial enterprises. The level of salary that a start-up can pay to its employees is relatively low and less attractive to candidates. And not easy to recruit the right person, came a long time to go again, not only let the recruitment costs paid before the water, but also to other employees have caused adverse effects. The first day of employment, the first week, the first month is the employee's unstable period, the enterprise to the new staff has inspected, the new staff also has inspected to the new company, if they think this enterprise culture or this position is not suitable for oneself, will likely choose to leave, or has rides the donkey to look for the horse mentality. What's more, what the new employee thinks when he comes into the job will be projected into his future work and evolve as time progresses. Although the previous interview process and before the job has been directly or indirectly to the enterprise has a certain understanding, but only after entering the "intimate contact", so the enterprise must do a good job of the new staff to guide the work, so that new employees here has an excellent, solid start.

1. Make new employees feel warm in unfamiliar new surroundings

How to keep employees warm? This is reflected in a lot of small details: for example, you shouldn't welcome new employee: he/she was led to a dusty, messy desk, a computer, the old master set the password to the card, ask personnel, personnel do not understand, ask technology, first, and so on, technology in busy ... Imagine what it feels like to be a new employee-the process is messy, unprofessional ...

For example, the direct leadership of a new employee will take a new employee to know everyone, especially in the future work to have more exchanges of colleagues; for example, do not let new employees to lunch alone, many bosses may think, this is not known, but the direct leadership of the new staff may not notice this, or something to smoke.

In the new staff just a few days, as managers must take more time to follow up. Ask employees if they are adapting to the environment? What are the areas that need help? How do you understand the work? Make sure employees feel that you really care about him and help him. The work will last for at least three days.

HR, in addition to the clear system, regulations, but also to the new people to talk about the company's nearby meals, traffic conditions, etc., the company will hold what activities, and so on, ask his hobbies, to have the same hobby colleagues recommended to him ...

2. Training and discovery of new employees

In order to make the new staff familiar with the work, into the role, induction training is essential, not because it is a start-up enterprises skipped this key link. There is no time, financial resources to do the system, in-depth training, but also for corporate culture, products or services, the team to do the essence of training. Moreover, this training is not a random assignment of individuals can do. Also do not say to a content you go to see yourself, have a problem to find me.

On the other hand, new employees are the new blood of enterprises, will bring new thinking, new thinking and the original accumulated experience. Companies need to dig up the wealth of new employees. The new employees have not been assimilated by the environment of the enterprise, and some of the stereotypes that they have formed, they usually make good suggestions for the products or services of the enterprise, but the enterprise should first put the "books" to the Open.

3. Corporate culture affects employees, and employees create corporate culture

The society is a dyeing, the company is also a small dye. A company's corporate culture can also have a subtle impact on everyone working in it. (Startups also have corporate culture? Of course, and its corporate culture is more closely related to founders). Are we working hard, or are we trying to be busy and prevarication? Is it a row of people or strength to speak?...... In fact, these new employees can feel slowly, but also affect their work behavior. Does the training and requirements for new hires have the desired effect? It seems to be the problem of laying hens and laying eggs. Therefore, the enterprise culture is the soft power of the enterprise, its energy not to be underestimated. (Entrepreneurial state, Wen/marina)