What if an employee learns something and wants to leave?

Ten thousand truths are not as good as one truth: why not admit that good people can't be retained?

In countries like Japan and Germany, if you change jobs frequently, you may not be able to find a job at all. In such an environment, the company has designed employee benefits and future development with great thoughtfulness. Since it is no longer our duty to "take care of our employees for the rest of their lives", it seems nonsense to ask employees to be loyal.

Li Ka-shing's secret is: "First, give him good treatment, and second, give him a good future". If you can't give it, how can the other party not leave?

The more outstanding talents are, the more they have the desire to surpass themselves and realize their needs, under the competition of various conditions, even if the company draws the pie bigger and bigger, the material conditions such as preferential treatment may not be able to retain the hearts of employees; Even if the company provides well-intentioned non-material conditions, even if the height is the same, the focus is different, and it may not be able to retain talent.

Because young people now have more choices, and they are not so burdened with the economy compared to us, in the face of soaring housing prices, it is a big deal to hold the plan to rent for a lifetime, often more courageous to choose, and not afraid of returning to zero, so that their turnover rate is very high. But today's young people have new characteristics, they attach great importance to what those around them think of them. In the past, we valued workplace ethics, but today's young people are open-minded, and sometimes supervisors are the original sin in their feelings.

Therefore, having this group of young people share a common goal can have the effect of supporting each other and help to strengthen stability.

Good people are not necessarily loyal, but they should be professional. It is not the loyal employees who create the greatest value for the enterprise, but the talented employees. So what really needs to be done is to measure the value of the departing staff, which is realistic, but business is very realistic.

When an employee is doing well but wants to leave, it may be a form of bargaining chips if it happens abroad, but in our case, it is almost a matter of decidedness. Even if you have a three-inch tongue, it's usually hard to get it back. According to statistics, people who want to leave their jobs are probably brewed in the first three months and are prepared accordingly.

If you don't find it in the process, it's really hard to redeem it at the last level.

Since we have fallen into an unfavorable situation, the next step can only be from "understanding the situation" and "avoiding the deterioration of the relationship between the two sides", after all, there is a line of human affection, who knows if we will meet again in the future? At present, the practice adopted by large domestic companies is to establish an address book for resigned talents, and the company regularly organizes resigned employee fraternities to encourage active contact with departing employees.

After all, there is still a long way to go, and there may be opportunities to work together in the career, but on the other hand, if there is a suitable position to match him in the future, it is not impossible to invite him to take on another role.

What's more, other employees are also observing how their bosses treat departing employees, whether they turn their faces faster than they turn a book, and whether they care about old friendships and contributions. When employees see everything in their eyes, their attitude towards the company also has their own calculations. Times are different, don't sigh why talents are far away from you, and don't be angry about how good I am to you.

As a person who changes jobs more frequently, I have changed jobs four times in six years. And these four jobs should not be bad in the eyes of outsiders, they are all the core positions of the world's top 500, either state-owned enterprises or leaders in the industry. Let me tell you the reason for my resignation, and the subject may wish to see if it is possible that your employees are leaving.

These resignations can be summed up in the following points:1The salary is low or does not match your ability.

2.The upward channel is blocked, and the promotion is far away. 3.

The work is solidified, and there is no new knowledge in contact, and the ability to continue cannot be improved. 4.The company's internal management is chaotic and cronyism.

So the subject, if you wonder why your company can't retain people, you might as well communicate with the employees who are still on the job, and see, how many of the above possibilities you have. In addition, the feedback received from employees who have already offered to leave and are determined to leave may not be true. When I was already determined to leave, the reason I told you to leave was basically just to comfort and comfort you.

The real reason, I either don't want to tell you, or I don't feel the need to tell you. But is your unit really professional enough, the first unit I stayed in was called the Whampoa Military Academy in the industry, even if I was not satisfied with many places, but I still stayed for three years. Even so, I still feel like I'm leaving early, and there's still a lot to learn.

There are two main reasons for employee resignation, the first is that the salary is not in place, so that employees feel that their value is not fully reflected, which requires the company's personnel department to investigate the market salary of the corresponding position. The second is that the company is not happy, that is, the company's rules and regulations, humanities and other are not suitable for employee development, which is directly related to the management's ideas. ‍‍

There's nothing that can't be solved with more money. If it doesn't work, add a double serving.

This question was asked to me in 2010! I made the following:

1.Employees have learned something, are skilled, and want to leave, which means that the salary given by the boss is low! Only by raising the salary can you keep him!

2.Capable employees should provide him with a goal and development space, continue to motivate and beat him, and let him make a difference! You can make your dreams come true!

3.If he no longer considers the above two points, and he is a rare and affectionate person, you can let him become a shareholder and become your partner!

4.An excellent and powerful person can change the fate of an enterprise, but not everyone's wealth can be valued by the boss.

If I come to the boss, there are two ways to face this kind of employee: 1. From next month, the salary will increase you by 20,000 yuan per month, which is not enough? add another twenty thousand; 2. Can't solve it with more money? From next month, you will be promoted to the head of the department, and then you will be given a suite, 150 square meters close to the company

You don't have the ability to stay, don't say that people want to leave