How can managers retain key employees?

Since a core employee has proposed to leave, he has already decided to leave, and any retention at this time is more of an attitude of the company, and has no other effect. Konosuke Matsushita, the god of Japanese management, said: Enterprises are people, and the greatest asset of an enterprise is people.

Put talents in reasonable positions, talents rely on the company and their own resources, create their own value, and obtain treatment equivalent to their own value. Lenovo Group.

President Liu Chuanzhi.

There is a well-known saying: "To run a company is to run a person." Talent is the most profitable commodity, and the enterprise that can manage talent well is the ultimate winner.

The competition of modern enterprises, in the final analysis, is the competition of talents, from this point of view, talent is the foundation of the enterprise, the essence of management is how to manage people well, make good use of them! Bill Gates, the richest man in the world.

There was a famous saying that "poach our top 20 talents, and I'll tell you, Microsoft."

It will become an insignificant company. This sentence fully illustrates the importance of talent for enterprises, in the process of enterprise management, talent is the first competitiveness, which is the primary task of management.

Do you know that employees have "five needs"? This is the American psychologist A. AMaslow's theory of need.

This theory holds that human needs or motivations can be divided into 5 levels, namely physiological needs, security needs, love needs, respect needs, and self-actualization needs. Human needs and motivations are a process of formation and realization from low to high. In fact, the "five needs" are to let the company's senior managers better study human nature, learn to operate human nature, grasp the psychological needs of core personnel, rationally use existing resources, tap future resources, innovate management mechanisms, and give talents appropriate self-space, so as to maximize the potential energy of talents, maximize the release, so that he has a great sense of achievement, value, belonging, and satisfaction. And with an accurate grasp of human nature and business human nature, things are steadily advancing in the direction you expected.

Employees leave the company for two reasons, one is less money, and the other is unpleasant. Let's first analyze the first type, if the money is less, it means that the company has not studied the porridge theory, and who will stay for a long time if everyone can't eat enough and can't eat well? Rawls likens wealth to a pot of porridge that a group of people share.

So how to divide it? Rawls listed five ways to divide porridge: one is to fix one person to divide porridge, which leads to the germ of corruption; the second is to take turns to divide the porridge, and as a result, in a cycle, only you can eat enough on the day you divide the porridge; the third is to let the highly respected people share, but over time, it is difficult to ensure fairness; Fourth, the establishment of a porridge distribution committee and a supervisory committee fell into a quarrel; Fifth, everyone takes turns on duty, and the person who divides the porridge on the day is the last to receive the porridge, and the result is very fair.

First of all, the boss should be considerate and caring for the employees, and regularly give allowances to good performance.

First of all, managers must have their own conduct, and if they are decent enough, they will let the core employees recognize you, and secondly, the system, the reward and punishment system must be implemented.

Money and affection. Give employees the salary within their ability, care more about their daily life, and timely enlightenment when employees have emotions in their hearts.

First of all, everyone generally agrees that when the employee has decided to leave and submitted an application for resignation, the probability of success is not high at this time. Even if it costs a lot to keep the employees, the employees may not be satisfied. Because employees will see the company's retention as a transaction, the company will also see the employee's departure as a threat.

This kind of outcome is the least desirable one.

I don't talk to him about salary or position, I talk about it emotionally. The loyalty of talents is divided into loyalty to people and things, I think it is meaningless to talk about treatment and position at this time, even if the person is left, both parties have no opinion, but it will be embarrassing to meet. And if a person wants to leave, give him a raise, which is the most taboo thing.

"Psychological Contract" is the work of the famous American management psychologist E. S. S h.Schein) is a term proposed by Professor Schein.

According to him, the psychological contract is "a match between what the individual will give and what the organization wants to gain, and what the organization will provide in response to the individual's desired gain." ”

The role of core employees in the company is self-evident, so how to retain core employees?

You have to be good to him, so good that he wants to stay.

How to be good to employees?

First of all, you have to give him a salary that exceeds expectations.

The first level of Maslow's hierarchy of needs theory is physiological needs, and only by satisfying the physiological needs of employees and giving them rich material incentives can it be possible to retain them.

The reason why many companies can't retain talents is that the boss is too picky, not only wants employees to work more, one person creates the performance of two people, but also thinks of ways to save money and deduct various salaries and benefits.

However, it is not enough to raise the salary, the salary increase will indeed be happy, but this happiness is temporary, and it will not be long before the employee feels that he deserves it.

So, you should give him a challenging performance incentive.

The bonus of performance incentive is set up with different ladders with the completion of the goal, and when he achieves a high goal, he can also get the excess reward given to him by the organization, and the sense of achievement is very strong.

Second, you need to give him the opportunity to grow and develop.

Caring for a casual worker is not only reflected in the salary, but more importantly, you give him the opportunity to grow and develop.

The best relationship between employees and managers is one in which they can achieve each other's success.

The company provides a platform for employee development and a variety of training for employee growth, while employees rely on the platform to continuously improve their ability and create value.

When an employee transforms into a "star employee" and creates greater value, it is the time when he brings the greatest benefit to the enterprise.

Finally, you need to inspire kindness and get them to follow willingly.

I don't think that's the way to retain people. As an enterprise, you should choose the right way to adjust according to the situation. If it's because of the lack of money, if the purpose is to make money in Toronto, then it will be retained. But if it's not for this reason, it's hard to keep.

Generally, if the proportion of personnel turnover exceeds 30%, the biggest problem is the inaction of management; To see whether a company is reliable, first of all, to see whether the management really cares about the feelings of employees, whether they respect and pay attention to employees, it is very common for employees to leave after being unhappy and wronged. Therefore, there are many reasons for resignation, not necessarily because of the number of positions.

First, wages, salary and benefits are low, pay and return are not proportional, the salary plan formulated by the enterprise is not competitive in the market, in the lower middle level, the same position who does not go to the company with high salary.

Second, there is a problem with the direct leadership, there are 8 employees in one department, the one-year turnover rate reaches 70%, and the personnel of other departments are stable. In this case, 100% of the leaders have problems, either because of their poor management ability or because of their character.

Third, the working environment is dirty and messy, there are occupational disease hazards, and the personnel changes in positions with high direct danger and employees' lives, physical and mental health are also very large, and no matter how good the protective measures are, they cannot solve the fundamental problems. You can't trade your health for money.

Fourth, in order to pursue higher life goals and better quality of life, work is just the accumulation and precipitation of workplace experience, and when you encounter better opportunities and opportunities, you will leave immediately.

Fifth, there are problems in the company's management, and employees are used as money-making machines. The internal work style is not correct, the gang is formed, the distribution is uneven, the responsibilities are not clear, the multiple leaders, the rewards and punishments are not clear, and the system is not perfect. So the company is stuck in a cycle of recruiting, retaining, and recruiting.

Whether a company can make employees make money, if there is an imbalance in income and expenditure, it is also a very common phenomenon to lose personnel, and finally whether the company's industry prospects are optimistic, whether the company's plan is clear, and whether it will help you to grow and develop in the future.