If a job can't make a newcomer have enough trust and expectation, it is likely that he will leave his job automatically after the probation period or internship period. And the more capable people are, the more they value their career prospects. Therefore, it is very important to find something that can stimulate the enthusiasm of newcomers.
Another way to increase the stickiness of newcomers to the company is to find an employee with similar personality and good performance in the unit and have dinner together. During the dinner, let the old employee talk about how he developed through the company platform. People with similar appearance and personality often have a sense of substitution, which can also make newcomers feel that this company is a good development platform for themselves.
When planning its future direction, we must not forget the most important point, that is, interests. Take the sales post as an example. Old employees need to emphasize what newcomers will get at any time, telling them that they don't need qualifications here, just look at their abilities. For example, what level can you be promoted to after completing 654.38+0 million achievements, and how much commission you can get; How to achieve a performance of 3 million, and how to promote the commission, and constantly motivate new people with the most practical and effective means.
Although newcomers are inexperienced and prone to mistakes, they have more innovative ideas. If you teach by hand, you will avoid the mistakes of newcomers to a great extent, but at the same time you will lose the innovation of newcomers to a certain extent.
In order to let the newcomers complete their work well and give full play to their creativity, it is suggested to adopt the "standard behavior template". Simply put, decomposing the work behaviors of 2-3 outstanding old employees in the same position and taking the intersection of their behaviors can be called the "standard behavior template" of the position.