What should I do as a leader for an excellent employee who has been cultivated for many years to cha

Excellent employees who have been cultivated for many years to jump ship to enterprises in the same industry as leaders in order to change jobs with high salaries, you should actively guide outstanding employees and do their ideological and moral construction. It reflects the company's humanistic feelings and is the best way to retain employees.

Outstanding employees who should have been compensated for many years have changed jobs for high salaries and gone to other peer companies. As a leader, you must be unwilling in your heart, you can think. Trying to keep him, or Xu Yu is just as happy, he should be.

In the past, he will not leave the cultivation of affection, but everyone has to pursue himself, so he also wants to reflect his own value.

For many years, excellent employees have been squeezed, and they can't get the salary they deserve, so they can only be forced to jump ship to other companies to get high salaries, which is the company's failure and the leader's failure.

Hello! I think that an excellent employee who has been cultivated for many years will definitely be happy for him as a leader to change jobs to a peer company for a high salary. Please be informed!

Outstanding employees who have been excellent for many years will jump ship to peer companies with high salaries. I'm also leading, I don't know what to do about this. I think under normal circumstances, it may be retained, moved with affection, and understood with reason, but if people really want to go to the other party's company, then you can't do it.

Employees may change jobs if they feel that their former organization cannot continue to develop, or if they feel that they have been treated unfairly. ......Good employees are more capable and more likely to find their dream job, so the rate of job hopping is higher.

As a leader, in the face of excellent employees changing jobs, you should try your best to retain them.

This belongs to brain drain, and all enterprises need to face this problem, so at the beginning of talent selection and training, it is necessary to really screen and cultivate the loyalty of employees, so that the cultivated talents will not be so easy to be poached.

The rule that people go to high places is the same. Although it is an excellent employee who has been cultivated for many years, there is no way to avoid jumping to a peer company for a high salary, as a leader should be in the same employee and heart-to-heart, retain the heart of the employee and mingle with the employee, so as to understand the voice of the employee and avoid them from going to the same career.

Excellent employees who have been cultivated for many years to go to peer companies as leaders for high salaries, and can only watch them leave, after all, **high salary employees go**, this is also a very normal thing, unless you are not willing to let them go to them to raise their wages, which can keep employees.

On the one hand, as a leader, we should retain, improve the treatment of outstanding employees, pay attention to rewards and punishments, and at the same time minimize the losses caused by personal job hopping in the system.

There are several ways, one way is that he jumps to him for a high salary to raise his salary to retain him, and the other way is to let him go if the leader can give him a new job to continue to cultivate, so I don't know the old employees or new employees to be kind to others, no matter how good people can not treat him as a fool, the more good the leader is to the employees, The more embarrassed the employee is to leave.

Outstanding employees who have been cultivated for many years to jump ship to peer enterprises as leaders should reflect on their own management methods, and improve the loopholes and problems in time to retain talents.

It is also normal for many years of excellent employees to change jobs and the same industry for happiness. If you want to keep him as a leader, you definitely need to improve your salary.

As a leader can only recognize, because people go to a high place, water flows to a low place, since people have high-tech invitations, people will definitely go, if you don't want employees to go, then you should also give employees a salary increase and good benefits, so that you can keep employees.

If you want to change jobs for an excellent employee for many years, then as a leader, you should retain employees and see the specific reasons for your resignation. If the salary is low, you can give him a salary increase.

If it is simply because of the salary, and your company can't match such a salary, then as a leader, you can only silently bless. If conditions permit, as a leader, you should appropriately retain him, talk to him, and adjust his salary appropriately.

What I said is a very common phenomenon, people go to higher places, and water flows to lower places. However, under normal circumstances, if a person is really capable and has been carefully cultivated by the leader. If there is also a high income and returns, ordinary people will not choose to change jobs, and only the kind of people who have achieved a little success will jump around and raise their worth.

If the leader really encounters such a dilemma, he can consider negotiating with the employee to increase his income and returns.

Excellent employees who have been cultivated for many years and jump to peer companies for high salaries can only show that the leaders are unqualified. Leaders need to introspect, retain excellent employees, and rely on the system to give corresponding treatment and development opportunities in order to retain people and hearts.

If the company has cultivated many years of outstanding employees to jump ship to peers for high salaries, the company pays attention to the leadership, first of all, it should be retained, if he continues to change jobs, the employees who need him to jump ship climb the tower, the company cultivates more training fees after the festival called to jump ship, if he is not in your company, no matter how you keep him, it will not stay, after many years, find that you are still the best for her.

You can try your best to keep him, or give him the same salary and treatment, emotionally impress him, and let him remember that he will not leave the love he cultivated before, but everyone has to pursue themselves, so he also wants to reflect his own value when he leaves.

Talent is the most important resource of a company, there are many reasons for employee resignation, once it is found that excellent employees leave, there must be a problem in management, if measures are not taken in time, there will be more employees choose to leave. Therefore, if I am a leader, I will definitely pay attention to this problem, sit down and think about how to solve this problem, formulate a reasonable plan, and submit it to the superior leaders for review.

As a leader, you can raise his salary to retain him. And if he insists on leaving, you can only choose to bless him. Everybody goes to a higher place.

Excellent employees who have been cultivated for many years, in order to change jobs to peer companies for high salaries, as a leader, we must first reflect on what problems our enterprises still have in management; The second is to calm the mentality, the flow of talent is a normal phenomenon.

Excellent employees who have been cultivated for many years and go to peer companies for high salaries, how to retain them as leaders?

1.Talk face-to-face. When you receive the resignation of a great employee.

If you really want to keep him, then nothing is more important than reacting immediately. You can cancel the next event, you can postpone the meeting, you can postpone the meeting with the client by a day. The more you do this, the better you will feel about your employees, and the more they will feel that you care about them.

On the other hand, if you say, "I'll talk to you after the meeting" or "We'll talk about this in two days," and don't show a sense of urgency, then the employee's heart will move closer to Changru's competitor and his resignation will become irreversible.

2.It's hard to recruit good employees, make good use of them, train them, and retain them. In terms of management, the biggest headache for managers is that excellent employees leave regardless of retention.

The people you have cultivated with your heart go to the rival company. In many cases, an employee chooses to quit because he has found a better job or because other companies have taken the initiative to find him and offer him better treatment. In such cases, employees often give high-sounding reasons for quitting.

It's hard to get to know his true heart without talking to him in depth. If you communicate with him honestly, and you are lucky enough to learn that other companies want to "poach" him, and you think the employee is valuable, then you can promise him a higher salary, and perhaps you can keep the employee by doing so.

3.It's best to keep the news of a good employee quitting a secret so you can hear from outsiders before they know. If the average employee wants to leave the company, they will draft a resignation report in advance, so if you want to stay, you should act as soon as you receive the resignation report.

According to psychologists, the shortest reaction time is 5 to 10 minutes, which is the easiest way to retain success. In addition, it can also make the staff feel your value and value. Communication is the primary way of information transfer and is very important for both employees and managers.

In the workplace, no matter who wants to be recognized, the most direct recognition is promotion and salary increase. So, when you find that an employee is performing well, be sure to reward it right away. Only then will they have a sense of accomplishment.

After all, the other party is a slow-down hunger for job hopping for high-paying jobs, as long as you give enough **, the other party is already familiar with such an environment, and must be more willing to stay and work, and you can also have a long talk with employees, and deeply analyze the advantages of employees in the company, so that he can have a comprehensive and profound understanding.

As a leader, you should tell him that you can't forget your roots, it is the company that has cultivated you for many years and taught you so many skills, and you should learn to be grateful.

I Heng Min thinks that as a leader, he should first raise his salary, so that he can save the suspicion, and when his ability does not match the salary you give, Ken Qin God must have to change jobs.

The company's outstanding employees are poached by peer companies with high salaries, and the leaders can accept the facts, and then think about why or why the excellent employees will agree to change jobs, and then think about how to make employees give up the high salaries of other companies and stay for you.

In the workplace, there is a phenomenon that the first to leave is often capable and excellent employees. If you want to retain talent, sometimes it may not be a matter of "money". Money can't keep employees for a long time, and over time, you can't satisfy people's greed, it's human nature.

For example, this year, the boss gave the employee a year-end bonus of 10,000 yuan, and the employee may be excited for a month or two. Over time, employees' familiarity with the business, as well as their intrinsic needs, are changing. In the second year, the boss pays another 10,000 yuan, and the employees have no excitement and expectation in the first year, even in the second year, the employees will feel that the salary is less, the employees will feel that the salary is high, they work hard, and the year-end bonus should be twice or even more than last year.

Therefore, the core ways to retain talents are: development platform, organizational atmosphere, and incentive mechanism.

Cultural values, managerial leadership, and more.

If you think you've groomed your employees for years, have you been mapping out their career development with your employees to give them an idea of where they can go in three to five years. whether the company gave him a certain space for development and made him full of hope for the future; Whether you help employees grow and provide them with the support and cultivation they need to grow, the professional term is "talent echelon construction, which is a complete set of management systems.

Not by mouth. When employees can't see their future and their career plans are vague, employees will have the idea of changing jobs, especially excellent employees. In order to retain employees in the new era, we need to build a good corporate culture.

For them, sometimes the salary is not so important. The key is that the corporate culture is good. They will only stay if they match themselves.

In today's online era, all information is open and shared. Employees can learn about the salary, management, culture and other information of the same industry through any channel. If an enterprise wants to develop in a healthy and orderly manner, it must always keep pace with the market, including compensation and benefits, corporate culture, organizational development, etc.

A unique value proposition for the business.

You should be very careful to find an unclear area within the company that attracts employees and research it. This will be the best way for you to retain your most critical employees.

At this time, the leader should change the strategy of running the company, and also communicate more with employees, so that the salary can be appropriately improved.

At this time, the leader should increase the salary in the company, and also communicate with the employee, and should keep the employee through a simple relationship.

I chose to have a good relationship with him, because this employee must know a lot of things about the company, so I won't directly turn against him, so it is easy to let my company fall into a bad situation.

As a leader, you should talk about this matter with each other, and you should also bless each other.

As a leader, you should understand the real reasons why the employees of Qingxing Yu Laochu want to change jobs, and only after understanding can you know where the company needs to be promoted, so that you can retain the people you want in the future.