For reference: brain drain, this problem exists in all walks of life. I think a certain brain drain should be normal, because it is the result of market competition, and we should face the reality in this respect. Excessive drainage is abnormal, so we should find out the reason and improve it. Taking measures to retain talents is the key. Why brain drain? A first-line technical operator trained by a carton factory has gone one-third in a year and has become a "talent training base". There are two main aspects of brain drain; First, treatment; The second is caring, which is what we usually call matter and spirit. It is a reality that when both sides have an unsatisfied talent, the talent will flow away. Enterprises should not only blame their employees for their mistakes, but also look at their own shortcomings. Only by looking at the problem dialectically can we find the root of the problem. A new employee has no operational skills and there is no brain drain, but once he becomes a technical backbone, the enterprise should immediately improve the corresponding treatment. If enterprises still hold me to cultivate your attitude, they should work hard for me, be indifferent and lack concern for them. As long as there is an opportunity, talents will naturally drain. It was too late to stay then. Usually, the first reason for talents to leave is to have better treatment or better development space. For example, enterprises lack humanistic care and humanized management, and upper management and front-line operators lack communication and understanding. Over time, operators will have emotions and lose every opportunity. How to retain talents? Most of the front-line operators and technicians who are encouraged by rewards and punishments are trained by enterprises themselves. It's a pity to lose them, so enterprises should have rewards and punishments-more rewards and less punishment. I once visited and studied in a printing company. Since 18 started its business, there has been almost no employee turnover, and every employee cherishes his work very much, which is inseparable from the company's perfect employee welfare, reward and punishment system and incentive measures: better salary, humanized management, multi-purpose for one person, high labor productivity, and more work for employees. Everyone in the company benefits. Better salary and treatment For those technical backbones in key positions, better salary and treatment should be given, because the products and quality of enterprises often come from the hands of these employees. Serious and responsible, having excellent technical talents will bring huge profit space to enterprises. The waste and waste reduced by enterprises are far greater than the wages paid to employees. Enterprises can't just look at the surface and ignore the inside. A certain high investment will bring unexpected gains. To cultivate enterprise culture, enterprises should not only attach importance to production, but also cultivate enterprise culture, carry out cultural and sports activities and reward advanced individuals and collectives. Organize employees to go out to play and get together to increase the centripetal force of the enterprise; Pay more attention to the welfare of employees; Employees in trouble should be cared for. Caring for each other, employees will naturally return to the enterprise, and enterprises and individuals will develop together, so that enterprises can avoid brain drain and attract talents. There are many ways to retain talents. The key depends on whether the enterprise really wants to stay, and it is difficult to retain talents without practical actions. This should start from the source, consider the recruitment of personnel, assess the quality and quality of personnel, and consider the training of personnel in the long run. Technical skills should be cultivated step by step, and everyone should be the backbone as much as possible. Of course, enterprises will spend a lot of energy. But enterprises must understand that the final result of market competition is talent competition. Don't think that employees are employees in the factory, only employees are employees when they are lost. Only when all employees are regarded as treasures can enterprises flourish and remain invincible in the market competition. At present, many enterprises pay more attention to the development of customer and product price competition, pay more attention to the external environment of enterprises, and invest more in internal equipment and hardware, but invest less in human resources, which is sometimes ignored, and people are not invested as resources, lacking strategic development ideas of enterprises. Enterprises should develop talent strategy equally or preferentially, formulate relevant incentive system, create talent development space, and make every employee become a talent. Only when there is investment can there be a return, and carton enterprises can get out of the dilemma of brain drain.