How do you retain key talent? What are some ways to retain key talent?

The better way is to create better conditions for them, to provide them with higher salaries, to provide them with better positions, to provide them with better treatment, to improve their positions and positions, these are all better ways.

The first method is to prepare more benefits in the workplace, the second method should be to organize more training activities, the third method is to work less overtime, the fourth method is to increase wages appropriately, and the fifth method is to prepare more gifts.

It is better to recruit people than to keep people, there is an ancient Chinese saying that foreign monks will recite scriptures. It is also a monk. Why do outsiders chant the scriptures, this reflects that many managers seek to think further in the near future, they always feel that what they can't get is the best, but they don't know how to cherish what they have gotten.

Nowadays, many network companies have also seen the same situation, a large number of front-door employees have been recruited, and a large number of back-door talents have slipped away. What kind of people you recruit has a lot to do with whether you can retain them.

In a hurry to catch a person who had mastered the technology needed by the company, he left the company in less than half a year. is not advisable. Home Depot CEO Milner has found that it's best to take the time to determine if a candidate is likely to stay, and home storage companies do a lot of interviews and tests to select candidates.

We don't want to hire people who are always looking to change jobs, even if they're very talented people, Milner said. Cellular One also places great emphasis on the role of well-prepared interviews.

Its HR leaders value not only the candidate's technical skills, but also the candidate's ability to adapt to the company's structure and collaborate with colleagues. Employees who may work with the candidate in the future will be asked to interview the candidate to determine if the candidate will fit into the existing workforce. The third measure is to give everyone something to do.

In a way, a company is like a football team, and employees are like football players. A high salary can bring in big-name stars for the team, but if the star hasn't played for a year, he will definitely leave the team. Companies too.

Some companies boast about how many PhDs and master's degrees they have, but they have nothing to do with the company. It won't be long before they all leave, and the purpose of keeping people is to play their part. In order for each employee to have something to do, the company must refine the overall goal, so that each employee has their own clear work goals, and use this as a standard for evaluating employees.

There are two special considerations for the setting of goals, one is to consider the interests of employees, and the other is to be challenging. Only when each employee has his or her own clear goal will he feel that he is the company.

Let the employees have a very good working atmosphere. The second is that everyone should work together, and there should be a very good performance and a very good office atmosphere. They all have very good benefits and salaries, and often organize some activities.

We must know how to be united. There should also be a very good performance and commission. There is also a year-end bonus.

These methods are available, the first method is that you have to understand your employees, you must know what he thinks, the second method is that you have to trust your employees, you must let them feel your tolerance and leadership, the third method is that you have to encourage your subordinates often, through this way, not only can you mobilize the enthusiasm of your subordinates, but also can make your subordinates work harder, the fourth method is that you have to often do some training for employees, which is not only conducive to the development of the company's comic fingers, And it can also make these employees grow better, the fifth way is to adjust the salary appropriately, only when the money is in place, employees can be more desperate to work in the mountain hall.

I think this way can still effectively retain talents.

But the best way is to provide talents with a better platform and practice opportunities, so that they can give full play to their talents and accumulate rich experience, learn to communicate and cooperate with others friendly, so that is the best way to retain talents and improve work efficiency.

1.Keep a calm mind when communicating.

It is important not to be emotional, because being emotional may make communication stuck halfway and unable to communicate, and even lead to abandonment and failure of communication. If, in the process of communication, you feel irritable and restless outside the Greens because of your emotions, you will have to stop communicating and wait for a period of time to calm down before you can continue to communicate, which will actually make all parties in the communication unhappy.

2.Abandon your self-esteem when communicating.

Unnecessary self-esteem and pride can only become a stumbling block to communication, so at the very least, you should abandon your so-called self-esteem when communicating. Don't say "My self-esteem won't allow me to ......In that case, it will only make communication impossible.

3.Be open and honest in your communication.

It is very important to be honest with each other in the process of communication, and there is no concealment, honesty is an important step for you to deepen your cooperative relationship through communication. First of all, you can make the other party believe in yourself through your own honesty, and then drive the other party to be honest with you, and then promote the smooth and happy communication.

4.State your opinion clearly.

No matter what the problem is, why, how, what the reason is, etc., you must fully explain to the other party, even if there is no reason to act, you must inform the other party of your own considerations and ideas, and get the other party's understanding and support in action will be of good help to the development of communication and the development of the next situation.

Cultural retention is not only a concept, but also an important management tool. We see that enterprises that have done well in cultural construction have good employee stability, sense of belonging, and cohesion;

What kind of culture does an enterprise need to establish to retain the employees it wants to retain, first of all, the cultural elements need to reflect the people-oriented.

If you hope that the enterprise will stay behind are strivers, then the cultural concept needs to emphasize the "striver-oriented", whether it is people-oriented, or striver-oriented, the cultural concept can not be an empty slogan, and there needs to be a corresponding mechanism to open the guarantee, promotion, promotion mechanism, training and development mechanism, incentive sharing mechanism, etc.

Let the group who want to stay see how the company practices these concepts, and truly feel that respect, honor, fairness, and development hope, taking into account the factors they are concerned about to improve and enhance management, and at the same time, advocate value creation at the same time, do a good job in value evaluation and value payment, so that the cultural construction of talent retention can play its due role in renting.

Salary retention. According to the survey, up to 45% of employees leave their jobs because of salary. There is nothing to hide and unspeakable about money. When companies can't give them the same in return, it's natural to leave.

Welfare retention. If the basic salary system of the enterprise is indeed still somewhat lacking in the market level. Then we can also make more improvements in terms of welfare. Employees often balance all the costs to choose a business.

Development retains people. Excellent employees will not only look at the salary and benefits of a company, but also value their future development in the company, whether there are more opportunities to learn and improve.

In the process of communicating with employees, leaders should clearly point out their future growth and development path, so that employees can clarify their own direction and see the space for their own progress. Culture retains people. Enterprises want to retain people, not only the emotional care of leaders, but also a lot of humanistic activities in the enterprise, as well as the culture that runs through work and management.

One post and multiple rounds, Yunlu refers to the rotation of posts, rotation locations or rotation functions in the same position, so that employees have the opportunity to expand their skills and experience, improve their overall vision, and better meet the needs of enterprise development. However, there are a few things to consider about whether you can retain talent.

1.Meet the career development needs of employees.

Multiple rotations in one post can give employees the opportunity to be exposed to different job contents, improve their skills and experience, and thus help employees to develop their careers. However, to truly retain talent, in addition to giving employees the skills and experience, they also need to be provided with challenging and developmental opportunities to meet their career development needs.

2.Strengthen communication and exchange.

Multiple rounds of one post require stronger communication and exchanges between enterprises and employees to ensure that employees can receive effective support and guidance in job rotation. In addition, companies need to provide adequate training and support to employees to help them adapt to new job functions and environments so that they can better perform their job tasks.

3.Establish a performance appraisal mechanism.

It is necessary to establish a corresponding performance appraisal mechanism for multiple rounds of one post to ensure that the performance of employees in different positions is evaluated and recognized by the public grinder. Companies need to develop personalized training and development plans for employees based on their performance and career development plans, so as to enhance employees' sense of belonging and loyalty.

In short, multiple rounds of one post can provide employees with a broader career development space and more opportunities for skill improvement, but whether they can truly retain talents also needs to consider employees' career development needs, communication, training support and performance appraisal.

The workplace is ultimately a place where interests are exchanged. It is unrealistic to retain employees by painting cakes alone, and in the end, it is necessary to provide employees with sufficient benefits and guarantees and promotion opportunities, so as to retain excellent talents. Of course, after providing adequate remuneration.

It is self-evident that a good corporate culture plays an important role in attracting and retaining talent. Striving to create a corporate culture that attracts and retains talent has become a consensus and imperative for many enterprises.

Corporate culture is an important embodiment of the core values of the enterprise, and excellent corporate culture can easily help employees form a strong sense of belonging and identity, and then promote employees to form a sense of mission, stimulate their initiative to work, and then improve the efficiency of their work.

At the same time, corporate culture as an intangible resource for enterprise development, it plays a role in guiding, restricting, cohesion and motivating employees, corporate culture can develop and transform the personal values of employees, making it the value of the enterprise, so as to enhance the cohesion of employees, and then help enterprises retain talents, form a strong talent team, in order to promote the development and construction of enterprises.

Imagine, when employees face a full development of vitality, people-oriented, have a full sense of belonging to the enterprise, so that employees feel that the success of the enterprise is also their own success, between the enterprise and employees is a strategic partnership of win-win relationship, only in this enterprise, excellent people will easily find their own stage, and see their bright future, no matter what high standards of goals and requirements put forward by the enterprise, they will still choose to stay loyally.