Why can t some companies retain people? What can you do to get employees to volunteer with you?

It may be because the company's welfare package is not good enough, or it may be that the company's internal environment affects the work status of workers. Employees need to be treated adequately and they need to be made comfortable.

Because the company's welfare is relatively poor, the company's leaders are very harsh on employees, and the company does not know how to behave in a good way. Employees should be treated better, wages should be raised, more heart-to-heart talks should be had with employees, and employees should be given a certain amount of room for promotion.

Answer: The reason why the company cannot retain people may be due to long time, low wages or other reasons such as poor living environment and treatment, etc., which should be improved for the above reasons.

Because some companies have extremely low salaries, you have to be super nice to your employees and make them feel like you're one of your own.

I think it's because these companies don't have a good development platform, and some people want to make their own development better, so they leave the company.

Because these companies don't have a better welfare mechanism, employees don't have much room for promotion when they stay here, and the wages are not very high, so they naturally can't retain employees.

Because the company's leaders don't know how to hire people, the factory is sluggish, and the wages are small, so they can't keep people.

It's because the system of these companies is not good, these companies are too demanding, these companies have low wages and long working hours.

Summary. There are many ways to retain employees, and many companies use various methods to keep employees for a longer period of time. For example, there are some factories that specialize in hiring couples, and the company provides a room for couples, and if they don't provide a rental house, the company has a housing subsidy.

Some stipulate annual merit pay. There are also companies that have opened nurseries. There are many companies that have provided a lot of efforts in terms of cultural construction and food improvement, including the living conditions of employees.

And so on and so forth. In fact, in the final analysis, as long as employees can make money and earn satisfaction in this company, they will generally not leave.

There are many ways to retain employees, and many companies use various methods to keep employees for a longer period of time. For example, there are some factories that specialize in hiring couples, and the company provides a room for couples, and if they don't provide a rental house, the company has a housing subsidy. Some stipulate annual merit pay.

There are also companies that have opened nurseries. There are many enterprises that have provided a lot of efforts in terms of cultural construction and food improvement, including the living conditions of employees. And so on and so forth.

In fact, in the final analysis, as long as employees can make money in this company and are satisfied, they will generally not leave.

In the final analysis, it is a matter of treatment.

Fixed asset turnover ratio, net product sales revenue, average net fixed assets; or grasp it, the average net value of fixed assets = (opening net value + ending net value) 2;

Sorry, I made a mistake in the end.

Company culture plays a vital role in the development of a company. At the same time, company culture can also have a significant impact on the company's employees. A good company culture will attract employees and give them peace of mind.

However, a company's family culture doesn't necessarily keep employees retained. The reason why I say this is because employees will stay in the company because they have a sense of belonging, salary is the key to employee staying, and career development is the core factor for employees to stay.

1. Employees will be willing to stay in the company if they have a sense of belonging. Therefore, home culture will play a role.

For an employee, the most direct reason for whether he is willing to stay in the company is whether he has a sense of belonging to the company. ......Specifically, an employee will only be willing to stay if he feels that he belongs to the company and is willing to contribute to the company. ......From this perspective, company culture plays a role in employee retention.

2. Whether employees stay and work, salary is the key factor.

Although family culture can make employees feel a sense of belonging and want to stay with the company, the key factor that can make employees want to stay is not this, but the ...... salaryThe most fundamental purpose of a person to come out to work is to obtain an income and support his family. ......No matter how good a job is, as long as the salary is low, it will be difficult to retain ......Therefore, the key factor in determining whether a job retains employees is not the family culture, but the salary package.

3. The core factor that determines whether employees stay is whether they can develop their careers.

The key factor in determining whether an employee stays is the salary package, but if the career is not stable, the employee will eventually leave the ......Therefore, the core factor of whether a company can really retain employees is not salary, but career development. ......Only when you can get a stable career development in this company will employees really want to stay and work. Therefore, home culture, while important, is not yet a core factor in employee retention.

Only by ensuring that employees have a stable career development can we truly retain employees.

The salary increase is secondary, the key is to warm the employee's heart, it is he who knows that the company's care is important.

First of all, I think that the flow within a reasonable range is normal and necessary, and enterprises should continue to replenish new blood to enrich themselves.

1. Enterprises usually have more communication activities, through which enterprises can grasp the real thoughts of employees in advance, and take some methods to eliminate the risk of churn, and at the same time, this kind of activity can also dispel the idea of leaving some employees to a certain extent.

2. Give full play to the role of the human resources department, and carry out more people-oriented activities that reflect the enterprise, such as giving some gifts to employees on their birthdays.

3. The company's system should be improved as much as possible, such as the timely payment of wages, and the timely fulfillment of promises to employees, so that employees feel that the company is very responsible, employees trust the company, and employees are respected.

3. Salary is an eternal topic and an unavoidable issue. If an important employee wants to leave because of salary, and the company wants to stay, please give him (her) a salary increase before he (she) submits his or her resignation, so that he (she) is satisfied, and the salary increase will have no effect if it is late.

4. The interests of enterprises and individuals can never be satisfied, and the implementation of actions as early as possible within the ability of the enterprise to retain talents; Beyond the ability of the enterprise, there is no way to go.

1.normal or even slightly higher level of treatment (e.g., timely and full payment of wages and bonuses, normal leave, insurance, etc.);

2.Respect and encouragement for employees (e.g., listen carefully to employees' opinions and suggestions, praise them in a timely manner and in public, etc.);

3.training and education (e.g. mastery of skills and knowledge);

4.Educating employees on their work attitudes and values is their recognition of the company's values and mission.

Respect and treatment made him feel like a part of the company, rather than a stop in the pursuit of a livelihood.

Treat employees with heart and think about them everywhere! Let employees feel the warmth and feel the fun of part-time work!