When there is no order, how to prevent employees from losing What are the specific measures

I'll introduce you to a real-world example.

SARS Difficulties "There is an OEM company in the mainland, which originally had a lot of orders and was often too busy, and during the "SARS" period, it suddenly stopped production, but it still had to spend about 500,000 yuan per month; The boss felt that there was a lot of crisis, so he asked Liang Zhimei whether she should invest in other industries.

Liang Zhimei first helped him analyze the key elements of investing in new industries, and then told him that the key to SARS is not to look at new developments, but to deal with crises - how to minimize losses, make the most preparations, and turn dangers into opportunities. At the end of this crisis, there will definitely be competitors who will not survive, and the market may be reshuffled, which will be a rare opportunity for companies that can persevere, and the question is how to reserve the ability to seize these opportunities.

In the past, there were many orders and they were too busy, and the company got short-term benefits and ignored the long-term value; Now there are no orders, and the loss is short-term benefits, but we must take the opportunity to build long-term core competitiveness. After letting the boss understand these truths, Liang Zhimei put forward a specific plan to tide over the difficulties with employees - reduce salaries, control costs, seize the time to practice internal skills, and do training. At the same time, let the employee understand the reason for the salary reduction, and promise the amount of salary that will be made up after the performance increases.

After SARS, the boss called excitedly: after the factory reopened, there were more orders than ever before. When competitors were waiting and complaining, the factory did a lot of job training, and the product quality was much better than the original.

Everyone's salary has been made up, the cohesion of the staff is very strong, full of momentum, and everyone's biggest feeling is to understand what it means to "help each other in the same boat". And the biggest gain of the boss is to understand what to do in the peak season and what to do in the off-season,......

The above is a complete case, and the comparison can be seen.

When your factory has no orders, is it similar to the "SARS crisis", and you have to pay for a period of time without output.

Now that the crisis has emerged, the first thing to think about is how to minimize the loss and make the best preparations.

Secondly, put forward a specific plan to employees to tide over the difficulties together - reduce salaries, control costs, seize the time to practice internal skills, and do training. At the same time, let the employee understand the reason for the salary reduction, and promise the amount of salary that will be made up after the performance increases.

The most important business unit personnel who ran orders acted quickly to get the factory out of this no-order state.

The treatment other than the salary makes the employee feel that he will not be able to have this treatment even if the salary is high.

Organize training courses.

Improve the scope of work that employees are already capable of.

In general, the brain drain of enterprises is mainly due to the internal environment and the external environment that affect the individual talents. Factors of the enterprise Blindly pay attention to the work experience of the applicant and make mistakes in the management of corporate training. The purpose of enterprise training is not clear, and the enterprise lacks talent career planning.

The remuneration system is unreasonable. The distribution of enterprises is unreasonable and lacks fairness, and the salary system is unreasonable. The distribution of enterprises is unreasonable and lacks fairness.

Prevention Start from the talent inflow port and do a good job in talent recruitment. Do a good job of reasonable matching of talents and positionsCarry out in-house training.

The internal training of enterprise talents and the personal development plan of design talents, that is, the career planning of talents. Establish a reasonable remuneration systemCreate a good working atmosphere and organizational environment.

Reputation management of personnel, integrity constraints, good professional reputation is the capital of talent bargaining in the market, prompting employees to maintain a good professional reputation, even if they leave, they will keep the secrets of the enterprise;

Establish a good internal competition mechanism within the enterprise, break the idea of seniority, establish smooth internal selection and recruitment channels, create a good internal environment of the company, effectively communicate the thoughts and feelings of employees, and integrate the ideals, beliefs and sentiments of employees. In short, enterprise talent management institutions should continue to explore the countermeasures to curb the loss of talents, replace the traditional labor contract personnel management system with the modern talent management mode of resource development, and create a good environment for the work, life and development of talents, so that the enterprise can gradually form a team with a cohesive structure, matching levels and stable talents.

It's actually quite simple to think about it from a practitioner's point of view. The main thing is to know oneself and the other, and pay attention in the process. If you've seen a hundred lines, it's not surprising.

What matters is whether the company's leadership pays enough attention to talent issues and whether they are willing to invest time and energy in improving human resources. The formation of a good performance incentive mechanism can not only attract people, but also be able to cultivate and retain people. Many enterprises and research institutions have developed relatively good theoretical systems and methods, which can be used for reference.

Reasons for the loss of talent in enterprises.

Five types of corporate behaviors that can cause employee turnover.

The law does not provide for it. This depends on the rules and regulations of the employer and the provisions of the employment contract.

1. According to China's current labor law, enterprises can implement the following three working hour systems:

Standard working hours: eight hours a day, five days a week, comprehensive calculation of working hours: an average of working days per month, irregular hours per day, and irregular days per week, but one day off per week.

Irregular working hours: There are no fixed hours for work, but one day off per week is mandatory.

The latter two working hours must be filed with the Labor Bureau.

2. There are two kinds of overtime:

If it is a standard working hour system, overtime work shall not be changed to compensatory leave, and overtime pay must be paid, and only those who work on Saturdays and Sundays can be compensated.

If the situation is met, the company has the right to arrange the employee to rest on which day, and if the company does not arrange the employee to take the leave, he should pay double the overtime.

The basis is as follows: The Labor Contract Law stipulates that under any of the following circumstances, the employer shall pay wages and remuneration higher than the wages of the employee for normal working hours according to the following standards:

1) Where a worker is arranged to work longer hours, a wage remuneration of not less than 150 percent of the wage shall be paid;

2) If a worker is assigned to work on a rest day and cannot be arranged for a compensatory holiday, a wage remuneration of not less than 200 percent of the wage shall be paid;

3) If a worker is assigned to work on a statutory holiday, he or she shall be paid a wage remuneration of not less than 300 percent of his wages.

To sum up, the company cannot invalidate your time, and should pay overtime pay according to the above, and if you do not pay, you can go to the labor bureau for help with your attendance record and labor contract. They will give the company a ** reflection. In serious cases, the Labour Inspection Division will fine the company.

Employees do not need to make up shifts, and the company's monthly salary is still paid? Full? According to the regulations, if this situation occurs, the company only needs to file with the local labor and social security department, and then pay the employee no less than 80% of the local minimum wage standard every month, and it cannot meet the local minimum living security standard.

The level of employee motivation directly determines the company's income.

There should be a reward mechanism to improve the enthusiasm of employees, but we should pay attention to ways and means. We can't just set and encourage employees to give rewards for increasing sales, we should clarify the goal and let employees get awards if they reach a certain indicator.

Cultivate employees' sense of belonging to the enterprise, and modern life has a comparison mentality. Let employees have face and make money, which will strengthen employees' sense of belonging. A tough management system can make employees feel bored psychologically.

Feel the bondage. A company that has no human touch at all is not in line with the concept of the Chinese people.

First of all, if you want to improve the enthusiasm of employees, we can praise employees more, employees are often happier after hearing the praise of the boss or leader, indicating that their ability has been recognized by the boss or leader, of course, you can improve their enthusiasm.

Secondly, if we want to improve the enthusiasm of employees, our own ability must be excellent, we can hold meetings with employees from time to time, and then teach some useful experience to employees, so that employees know what they should do, which can also improve the enthusiasm of employees.

After that, if you want to improve the enthusiasm of employees, money will be a good way to increase the salary of employees, so that employees will work harder when they see that their wages have increased, so as to bring greater benefits to the company, which can be said to be the best of both worlds.

Then, if we want to improve the enthusiasm of employees, we can also conduct a performance appraisal, according to the performance of employees, conduct assessments, so as to issue some bonuses, which is also a way to promote the enthusiasm of employees, and the effect is often better.

After that, if you want to improve the motivation of employees, we can also try to promote the positions of some employees, which is also a very good method, once an employee is promoted, it will tell other employees that as long as they do a good job, there will be room for promotion, so as to improve the enthusiasm of employees.

Most importantly, if you want to improve the enthusiasm of employees, we can also let employees make more suggestions, once the suggestions are adopted, if they are of good use to the development of the company, then they will be given a certain monetary reward, which is also one of the good ways to improve the enthusiasm of employees.

Here's how to motivate employees: First, build cohesion with a common goal, and cohesion is productivity.

How to improve employee motivation? There are many ways to do this, but they are not the same for different companies, and the methods will be different for different companies at different times. This method does not work, and another method will do.

1. Implement 5S training.

First of all, it is particularly important to understand the 5s correctly. However, esoteric reports or one-sided presentations to field personnel have little effect. It's best to be able to communicate with everyone and **.

2. Learn from other companies.

A picture is worth a thousand words. It's a great way to learn from other companies.

3. Establish a "one-sentence proposal system".

If you are free to make suggestions, you will feel the existence of the 5S.

4. Set up a department for immediate execution.

If the proposal can be implemented quickly, the staff will become more and more motivated.

First of all, you have to believe in the fact that as long as you are sure that there is a market for the product you are selling, then there is no problem. Sales first from the face to solve the face problem, people with stage experience sales is much easier, sales are born to belong to the extroverted personality of the profession, increase their interest in work, if there is no privacy problem, more record the sales process, whether it is a failure or a success, after everyone talk and laugh together, increase the working atmosphere, there is hope and motivation, encourage employees, many leaders are reluctant to move their mouths, say a few words of encouragement, especially for employees with low business, it is very important for leaders to have a cheerful personality, Pretend to be cheerful, lively, and optimistic. History tells us that no amount of cruel criminal law can suppress anger.

There must be a reason for not being motivated, people who are not self-motivated by natural habits can be heard from the usual speech, people with national spirit and social responsibility are given priority to cultivate, people with team spirit are rare, very rare, people with team spirit can make suggestions from an objective point of view, people with team spirit have organizational culture, and have a leadership mentality, such people are not afraid of valuable losses, and are not willing to suffer losses that others do not recognize. In fact, everyone has a grateful mentality, and the strong feeling is different. If you can use the ability of old employees to break through the no base salary model, or implement the coexistence of no base salary and base salary model, new employees start from the base salary model, and the no base salary model must be reasonable.

In fact, the sales platform itself should be a no base salary model, labor competition between enterprises, brand competition and national regulations to make a base salary model, so that a person without demand to buy goods is not the goal of sales, sales must follow the basic theory of supply and demand, otherwise it is difficult to cultivate talents in the sales staff, the supply and demand relationship is chaotic can not understand the market, the analysis of data becomes uncertain, and there is no way to occupy the market. In other words, the appearance of a salesperson is too important, and the flight crew is an example. Don't be impetuous, why do you care so much about positivity? How are you different from your employees?

If I were your subordinate, I would start by understanding the product, then slowly understanding the team, and finally evaluating whether you are good enough as a leader, even if you are the only boss. Don't let a hopeful heart break is something you have to pay attention to, and the end goal of your problem is nothing more than that.

If the employee is on probation, then you can communicate with the employee and persuade him to quit.

If the employee has exceeded the probationary period, the employee will be coached or transferred.

If there is still a mismatch after performance counseling or transfer, negotiate with the employee to terminate the employment relationship. But consider the cost of terminating the employee and the cost of subsequent hiring.

It is advisable to ask the employee supervisor and the employee to analyze the current situation together

inform them that their current work has affected the normal operation of the company; increased workload for other personnel;

Mention the lack of work ability and the company's subsequent counseling or job transfer, and inform him that if he still fails to meet the standards after counseling, the company will consider terminating the labor relationship with him.

Both sides of the conversation are recorded and signed.

If the employee is unacceptable, he or she will be dissolved from the organization in accordance with reasonable laws and regulations, in conjunction with the company's rules and procedures, and try to strike a balance between the position of the company and the individual.

Paragraph 2 of Article 40 of the Labor Contract Law is incompetent for training or job transfer

If the compensation is normal, the second paragraph of Article 40 of the Labor Contract Law can be used to train them to meet the requirements of the post: let them learn knowledge for three months and pay the local minimum wage. This method can stab the self-esteem of employees, and it is still possible to voluntarily leave the company in a fit of anger.

However, the company should keep its original records as evidence of incompetence in the requirements of the post, and keep the records of the conversation together with the records of the conversation, ready for arbitration.

At the same time, HR should also play a corresponding role in the enterprise.

Appropriate time for supervisor training, for the management of employees, how to communicate, how to care, how to improve team efficiency, especially the characteristics of employees, is the object of management, can better reflect the management level;

HR should do a good job of basic work in the establishment of rules and regulations in ordinary times, in case of discomfort, to prevent villains.

Optimize the performance of the wage system, link the work content with actual benefits, and promote the optimization and improvement of employee efficiency.