In the final analysis, the competition between enterprises is the competition of talents. Under the condition of market economy, the advantage of enterprises lies in talents, and the role of talents lies in people's loyalty first, and then the role of talents is brought into play. Cultivating people's loyalty is a compulsory course for new employees to receive training, and it is often the first lesson.
What can employee loyalty bring to enterprises?
1. Employee loyalty determines employee's job performance.
Employees are the basic components of an enterprise, their enthusiasm represents the morale of the enterprise, and their work consciousness reflects the strength of the enterprise imperceptibly. Employee loyalty will greatly stimulate employees' subjective initiative and creativity. Make employees' potential ability fully play. Loyalty is efficiency, and the improvement of employee loyalty and customer satisfaction can promote it. It improves the loyalty of every employee of the enterprise and also improves the competitive strength of the enterprise.
2. Employee loyalty maintains a stable relationship between employees and organizations.
In the development of modern economy, employees will constantly look for space suitable for their own development according to their own personal judgment, and the flow of talents has become a common phenomenon. As an economic organization, an enterprise is always in a dynamic development, a written contract between employees and enterprises. It can't guarantee the stable relationship between employees and enterprises. In order to maintain this long-term and stable relationship, it is necessary to establish a dependent and sincere employment relationship and cultivate and improve the loyalty of employees.
3. Employee loyalty enhances the core competitiveness of enterprises.
Among all resources, human resources are the most dynamic resources, and scientific use of human resources can help organizations win competitive advantages. The creative thinking and labor of enterprise employees are the fundamental driving force for enterprise development. The innovation ability of an organization is ultimately reflected in the innovation ability of employees. But the exertion of this ability also depends on the loyalty of employees.
4. Employee loyalty reduces the replacement cost of the organization.
When employees' loyalty decreases, they will be dissatisfied with the enterprises they serve, and even choose to leave, resulting in employee turnover. In order to fill the gap in employee turnover, enterprises will recruit and train new employees again. During this period, they will also face the risk of possible productivity decline and incompetence of new employees, which will lead to replacement costs and alternating costs.
What affects employee loyalty?
1. Salary and welfare system
Salary and welfare is an important factor affecting employees' loyalty. "Money is by no means the most important thing, but it is undoubtedly very important." Enterprise loyalty and professional loyalty are based on material. A good salary system ensures the basic material needs of employees, so there will be good professional loyalty and corporate loyalty.
2. The development potential of enterprises
According to an expert survey, the development potential of an enterprise, as one of the factors affecting employee loyalty, has obtained the highest recognition rate, and 76% of the valid questionnaires collected believe that the development potential of an enterprise is the factor affecting employee loyalty. Maslow's hierarchy of needs theory points out that after people's low-level needs are met, they are no longer an incentive force. After the basic material needs of employees are met, they will pay more attention to the satisfaction of their own development needs. Therefore, it attaches great importance to the development of enterprises and is eager to develop together with enterprises to achieve a win-win situation.
3. Enterprise human resource management system
Human resource management is an important compulsory course for every enterprise. How to arrange employees to work in suitable positions, motivate employees, train and evaluate employees, etc. Will affect employee loyalty to a certain extent. At present, many enterprises have not put the system construction of human resource management on the agenda, ignoring the importance of this system. Even if the importance is recognized, unscientific formulation will often cause unfairness and formalism in enterprises. This unhealthy phenomenon affects employees' work performance, and even leads to employees' slackness, increasing complaints, spreading gossip and distracting attention.
4. Training opportunities and promotion space
Undoubtedly, the vast majority of employees are eager to get better development on the existing basis, improve their work level and skills, and better realize their value. If there are few training opportunities and little room for promotion, people will easily lose their passion for work. If the enterprise can provide effective training and well-designed promotion channels, employees will always feel that they have room for development in the enterprise, so they are willing to stay in the enterprise for a long time and actively contribute to the development of the enterprise, thus effectively enhancing their loyalty.
5. The charisma of a leader
The personal charm and loyalty of enterprise leaders will greatly affect the loyalty of employees. The survey found that 100% employees are willing to work hard under the command of this charismatic leader.
How to improve employee loyalty, how to make good use of talents, how to cultivate employee loyalty and retain talents, so as to reduce the cost of human resources and realize the maximum utility of human development?
1. Enterprises pay more attention to commitment than cash.
As we all know, keeping promises and keeping promises have always been regarded as the standard by merchants, which is the law. Reputation is the life of an enterprise, but few enterprises really do it in reality. In the survey we did, more than half of the employees left the company because they didn't fulfill the various conditions promised by the company at first, and then they were disappointed with the company. This is also one of the reasons for low employee loyalty.
2. The salary design is unreasonable and it is difficult to reflect fairness.
Enterprises always want to hire the best employees at the least cost, but in the increasingly perfect talent market, this possibility is not too great. According to the survey, unreasonable salary accounts for a considerable proportion of employee turnover factors. If the salary design of an enterprise lacks fairness and can not effectively stimulate the enthusiasm of employees, it will inevitably lead to the slackness of some employees, and the consequence of development will inevitably be the loss of employees.
3. Employees feel insecure in the enterprise.
Enterprises can't create a sense of security, but only pay attention to their own profits, leaving employees in crisis all day. In addition, some enterprises don't even provide some basic social security for their employees, especially some fast-growing enterprises, and make full use of their employees to complete their original capital accumulation. These enterprises and employees are fully employed, so it is difficult to improve the loyalty of employees.
4. Lack of perfect employment mechanism
The employment mechanism is not flexible and does not provide good development space for employees. Some enterprises still have the practice of seniority, or there are internal and external differences in employment, which is particularly common in some private enterprises. Internal trust based on family relationship will naturally lead to distrust of employees who have no similar relationship, making them feel that the boss is defensive everywhere and can't really display his ability, resulting in reduced employee loyalty.
5. Poor communication channels
There is no smooth information platform between enterprises and employees, enterprises do not let employees feel clear development prospects, and do not make personal training and development plans for employees. Employees don't know the business situation of the enterprise, and they don't know how much profit they have created for the enterprise every day. They lack the basic sense of trust, belonging and accomplishment, which is also a reason for the decline of employee loyalty. The decrease of employee loyalty will inevitably lead to the loss of employees, which will inevitably lead to the great waste of recruitment and training expenses spent by enterprises in recruiting new employees, thus leading to the increase of human development costs of enterprises.
So how should enterprises improve employee loyalty and reduce their own human development costs? Personally, I think we can start from the following aspects:
1. Make a cautious promise and then honor it again.
Whether it is the employing department or the recruitment department, don't make promises easily when you can't guarantee that the enterprise can provide certain conditions for new employees, otherwise, once it can't be fulfilled, employees will feel cheated and the whole corporate image will leave a bad impression on employees. If communication is not made up in time, employees will gradually lose trust in the enterprise until they lose trust. What is even more frightening is that this image of the enterprise will spread everywhere with this lost employee. On the contrary, if you don't promise the employee some conditions at first, but offer them later, the employee will feel that you are constantly paying attention to him and supporting him, so that he will always have a sense of accomplishment in the enterprise and his loyalty to the enterprise will naturally increase.
2. Improve the salary system and highlight the incentive mechanism.
The design of salary system must reflect fairness and competitiveness. Salary is largely the embodiment of a person's value. On the one hand, the design should be combined with the actual situation of the local labor market. If the labor cost is too high, it will inevitably not attract outstanding talents to join, and even if they join, they will soon be lost. On the other hand, it should be designed reasonably according to the actual situation of the enterprise and the requirements of the post, so as to achieve fairness and reflect competitiveness, stimulate the enthusiasm of employees, and let them get a kind of value expression through salary.
3. Create a sense of security for employees
On the one hand, the enterprise provides employees with a relaxed working environment, in which employees can gain the full trust of the enterprise and develop for the enterprise; On the other hand, it is to improve the welfare system, remove more backward thinking of employees, and let employees devote themselves to their work and feel safe in the enterprise. The forms of welfare can be varied, and enterprises can operate according to their own actual conditions.
4. Provide quality training for employees.
Zhang Kai, the founder of this training, is one of the earliest entrepreneurs in Beijing's private talent intermediary service industry. He summarized more than ten years' experience in employment guidance and service of talent agencies as follows: psychological quality training courses to help job seekers work with more positive psychological quality and treat their work with stable professional spirit. For this kind of "quality education" for talents, Zhang Kai described it like this: "If people want to succeed, they must do one thing well and then do another, and form such a habit to adapt to the fierce competition in modern society." Compared with other similar courses, such as EQ or the fifth level development, it pays more attention to the improvement of the quality and ability of practical basic work, which is very helpful for enterprises to stabilize the workforce and help employees make positive career planning.
5. Use talents in an eclectic way
In today's talent competition, it is particularly important to establish a perfect employment mechanism. There is no shortage of gold, and no one is perfect. Enterprises should strive to foster strengths and avoid weaknesses when employing people. Allowing personality figures to appear in enterprises can stimulate the vitality and creativity of enterprises and play an "eel effect" in enterprises.
I hope I can help you.