You still think that the employee promised to come and it's over? It is difficult to recruit people, but it is difficult to keep them. How to keep new employees so that they don't care about other people's feelings after recruiting people? Employees don't know anything about the company. Ask other colleagues yourself and you will leave it alone? How do you spend your days when employees come here and don't know who is in charge? Everyone is very busy, and it is difficult to recruit people and keep new employees.

It is difficult to recruit people, but it is difficult to retain new employees. 1 It's time for the company to recruit a large number of new employees. After some careful selection, the enterprise found the talents it needed and was full of joy. But how to retain new employees is the key.

First, we must control the source of recruitment.

The most important task of human resources is to recruit, retain, educate and hire people. Excellent employees are the company's most important assets. If a company wants to develop continuously and healthily, it must make great efforts in selecting talents. Therefore, the management of well-known companies always regards the selection of talents as the most important task.

Selecting people is the most important job for managers. If this work is not done well, it is inevitable that there will be problems later.

Second, let new employees feel the cultural atmosphere of the company.

There is a saying that money is often a factor for employees to choose a company. When employees leave a company, it is often not just a matter of money. So when a new employee enters the company, it's like a new wife entering her husband's house. She is both excited and a little stiff. How to make new employees integrate into the new environment as soon as possible?

You can send an old employee to teach him to be familiar with the company's office equipment and understand all kinds of supporting living facilities. In this way, the new employees will soon get familiar with the working environment and people inside and outside the department, no longer feel at home, and feel a cultural atmosphere of care and help.

Third, give new employees the opportunity to learn.

When new employees come in, they usually offer the following courses to train them:

The first lesson: corporate culture and business philosophy

The so-called ambition is different, and the Tao is inconsistent. Those are advocated by the company and those are opposed by the company; In our relationship with colleagues and customers, what attitude and position the company holds are all reflected in the corporate culture and business philosophy. Therefore, put this course in the top priority, and try to invite the general manager or other senior executives to teach it, because they have the deepest experience and the most thorough speech.

The second category: product expertise

In the face of the external environment of homogeneous product competition, the sales team of enterprises needs more consultant-type expert sales personnel. Only by being familiar with the company's products, understanding the products of peers and having opinions on industry trends can we guide and educate customers and become loyal partners of the company.

The third class: sales skills training

You can't make a silk purse out of sow's ears. On the basis of the above two items, through some practical cases and interactive training, employees can master some skills of explaining product value, communication, expression, customer development, transaction and customer service, so that customers can have a sense of identity, improve loyalty, and then improve satisfaction, and finally achieve the effect of word-of-mouth publicity.

Fourth, care, respect and trust new employees.

People-oriented corporate culture is the basis of retaining talents, and new employees are the creators of the future value of enterprises. Caring for and respecting new employees is the most basic condition for retaining new employees. Enterprises should strive to create a people-oriented corporate culture, fully empower employees and give employees the opportunity to complete their work independently.

When new employees enter a new enterprise with good wishes and longings, they often hope to be welcomed, cared for and valued by the management and departments of the enterprise at the same time, and hope to gain the trust of the superior leaders. If the enterprise ignores the expectations of new employees, it will directly lead to the decrease of new employees' satisfaction with the enterprise, and the enterprise may lose an excellent new employee.

Verb (abbreviation of verb) establishes a fair and just performance appraisal system.

Many enterprises implement the dual performance appraisal system, that is, it is scientific to separate the performance appraisal of new employees from that of old employees. However, if the formulation is unreasonable and the assessment standard for new employees is too high, the implementation process will be unfair, leading to incorrect evaluation of new employees;

It may make new employees feel resentful and dissatisfied, thus affecting their resignation behavior and reducing their satisfaction with the enterprise. If there are no signs of improvement and adjustment for a long time, new employees will have to find another way out.

Six, close communication with new employees, timely solve employee complaints.

Compared with old employees, new employees are most likely to complain at the beginning of their employment, and it is impossible for new employees to fully integrate into the enterprise at this time. Enterprises should give new employees an opportunity to vent their work, life and psychological pressure through formal and informal internal communication.

Complaints have both objective reasons, such as poor corporate culture, unclear scope of responsibilities, inadequate individual talents, etc., and subjective reasons, such as overestimation of self, emotional changes, unreasonable demands not being met, etc.

As managers of enterprises, we must pay attention to the words and deeds of subordinates and observe their working attitude and mentality. So as to realize the generation of complaints as soon as possible and deal with them in time, and eliminate the incentive to leave in the bud.

Seven, the establishment of career planning

Generally speaking, the initial motivation of new employees to enter the enterprise is to get a stable job in the short term, but after the job is stable, they will consider personal development opportunities and future problems. Everyone consciously or unconsciously has his own career development plan, such as the promotion of salary position, the promotion of work knowledge and professional skills, and the realization of his own value.

As employees of enterprises, their career development paths are usually from junior positions or positions to senior positions or positions, from simple jobs to complex jobs, or from jobs they don't like to jobs they like.

If employees find that they can't achieve their career planning goals in the enterprise, they may jump to other units that are more suitable for their own development. Therefore, establishing career planning to help new employees grow is an important means to stabilize outstanding employees.

It is difficult to recruit people, but it is difficult to keep them. How to retain new employees? After the new employee joins the company, he leaves the company after not working long, and the losses brought to the enterprise can be imagined. Enterprises should not only spend a lot of direct costs such as recruitment, training and personnel replacement, but also spend the opportunity cost brought by job vacancies.

For new employees, how can enterprises quickly integrate them into the team? By what means to create a better growth environment for new employees? How to improve employees' skills and give full play to their potential through training? ...

Although there are various so-called personal reasons for the loss of new employees, many of them are still caused by reasons such as not being able to adapt to the job as soon as possible, not having a sense of accomplishment, and not being able to integrate well into the team. However, what is the reason that new employees can't adapt to work quickly, have no sense of accomplishment, and can't integrate into the team quickly? Is it because we didn't finish the recruitment work well and recruited inappropriate talents? Or is our training work not done well, resulting in new employees not knowing their jobs? Enterprises should put an end to the loss of new employees from three aspects: new employee recruitment, new employee training and career planning, so that new employees can adapt to work faster, integrate into the team and play their own value.

Recruit suitable talents

Whether new employees can quickly adapt to their jobs and integrate into the team depends largely on the quality of recruitment. If the newly recruited talents are all suitable talents, then he can adapt to the work quickly, and vice versa. How to ensure that enterprises can recruit suitable talents? We can start from the following aspects:

1, evaluation of corporate culture adaptation and identity

Do not agree with corporate culture. It is impossible for employees to actively create value for the enterprise, and it is difficult to settle down in the enterprise. As a recruiter of an enterprise, you need to have a good understanding of the enterprise's goals, strategies, culture and values, and use this as an important basis for evaluating candidates in the recruitment process.

Generally, we can test the creativity, analytical ability, control ability (that is, the ability to promote change) and service consciousness of different groups through simulated scenes and group discussions. We can divide this group according to the standard of performance. Through the test, we can clearly see the deviation of corporate culture and find out the types of employees suitable for enterprise development.

2. Evaluate the applicant's working ability.

In the recruitment process, the recruitment manager usually designs the recruitment process according to the professional knowledge and required professional skills corresponding to the position in the job description. Usually, candidates whose majors are not right will be eliminated at the first time, and the work skills and experience are almost a blank sheet of paper for candidates who have just left school. At this time, they can only see some differences in general ability, such as expression ability and writing ability. But talking doesn't mean being capable. Therefore, it is only a matter of time before some people who are not qualified for their jobs are elected or defeated. Profession is important, but it can't be ignored that the qualities required by the post, such as good attitude, serious sense of responsibility, perseverance, etc., are even more important than major.

After the recruitment and selection, the next step is reasonable distribution. How to put the right person in the right position? It is also one of the important factors that newcomers need to consider when deciding whether to stay or not. In short, enterprises need careful planning and operation in recruitment, selection and configuration, and any careless move will lay the groundwork for the loss of new people.

Effective training and career planning are important means to retain new people.

1. The supervisor is the first person responsible for training new people, and the most important purpose of training new people is to integrate them into the corporate culture.

To use Lenovo's words, we call it "entering the model", that is, no matter what his background, history or company he comes from, we will strengthen his training, so that he can quickly adapt to the company's organizational culture and everyone speaks with the same voice. In fact, this is the most important purpose of induction training for new employees.

Then, we should design reasonable training content. The training content can be designed according to the actual situation of the enterprise, but it should include the following four basic contents: organizational structure, employee welfare and personnel system, job responsibilities, enterprise products and related business knowledge training. Through the training of sex courses, new employees can increase their understanding of the enterprise; Through the training of professional courses such as job responsibilities and workflow, employees can adapt to work as soon as possible; One of the most important cultural feelings is the feelings of line managers and old employees. They are the window of corporate culture, and their attitude towards newcomers often makes them re-examine corporate culture, which is another important factor for newcomers to decide to stay and think. Therefore, the first person responsible for training new employees should be the line manager.

2. New employees also need career planning.

As we all know, career planning plays an important role in mobilizing employees' enthusiasm and improving their loyalty. But when it comes to career planning, we think of senior employees in the enterprise, and the career planning of new employees may not be recognized by many people. However, career planning is equally important for new employees, which requires our company to actively explore career planning for new employees and study various methods of career planning for new employees.

I think the new employee's career planning method is to provide a challenging initial job. Most experts believe that one of the most important things an enterprise can do is to get a challenging job for new employees. In the study of young managers of AT&T company, it is found that the more challenging their initial work is, the more efficient and successful their work results are, even among the old employees who have worked for 5-6 years. Providing challenging start-up jobs is "one of the most powerful and simple ways to help new employees realize their career development".

If an enterprise wants to make new employees adapt to the work quickly, integrate into the team, and give full play to the potential and value of new employees faster and to a greater extent, it must first start with the recruitment work, and ensure that all the people recruited are suitable talents who can adapt to the needs of the work and agree with the corporate culture of the enterprise. Secondly, it is necessary to conduct necessary induction training for new employees, so that new employees can further understand the enterprise, be familiar with relevant business processes, master relevant work skills and identify with the corporate culture of the enterprise. At the same time, in the process of induction training for new employees, enterprises should pay attention to the cultivation of feelings, show the sincerity and enthusiasm of enterprises, and let employees have a sense of belonging at home. Finally, we should do a good job in career planning for new employees and provide employees with multi-channel development space and challenging work in combination with their own needs. Source: news source: