Resolutely intervene in resignation incidents

Jerry Porras, a professor at Stanford University's School of Business, pointed out that through this "best-of-breed" approach, forward-looking companies can select the talents who most agree with the company's ideas and best meet the company's requirements. They will also find that this business is the ideal working environment for them. If you enter a company with a vision, you will either feel like a duck to water and smooth sailing, or you will feel out of place and immediately eliminated. It is an either-or choice , there is no middle way, as absolute as fanatical belief. Visionary companies are very aware of their principles and goals, and those who are unwilling to adapt or cannot meet strict corporate standards are absolutely unable to find a foothold in the company. local.”

To determine the “right” talent for a business, managers must first understand their business purpose. The purpose we are talking about here is not empty clichés such as "customer first" or "people-oriented", but the basic values and code of conduct of the company, and even the quality requirements of employees. It's not a job issue, it's a work style and attitude issue. For example, if in a business, customer service is not just feedback on how the business behaves, but is indeed a core value of the business. So, when you're recruiting people who communicate directly with customers, enthusiasm and friendliness when dealing with people is a must for hiring.

Grasp the talent you need

The needs of employees in companies vary. Some employees want to be promoted within the company and need challenges, while others need a safe and stable working atmosphere. Therefore, managers need to understand the personal psychology and needs of employees, and use different management methods to manage them accordingly. Understanding the differences between employees is critical to retaining talent. As stated in a recent issue of Human Capital magazine: "Most bosses today blame the turnover on the business or the employees themselves, never realizing that mismanagement is the brain drain. The main reason.”

In the eyes of many Chinese companies, the real focus of the company is always doing business, and human resource management is just a little distraction. It is still a common practice for Chinese companies to hand over personnel management to the general manager's secretary. As a result, companies lack management and control over these key resources, which are often finalized according to the laws of the market economy rather than the needs of the company. decision to resign.

Solving the problem of turnover starts with gathering information, and exit interviews are a good way. Such conversations generally have a standard content and procedure that analyzes key aspects of employee interests, such as job satisfaction, opportunities for further education, compensation levels, the quality of internal communications, and trust in management. In addition to these specific issues, which can be quantified, the reasons for employee turnover must also be analyzed through free talk. Although this standardized method can enable enterprises to understand some major aspects, such as whether the salary level of the enterprise is lower than the normal market situation, or whether the safety standards of the enterprise are insufficient, etc., it can help determine and meet the specific requirements of employees. Not much.

The key to a company's understanding of its employees is communication and effective use of the various tools at their disposal. Job performance summaries, professional advisors and mentoring, and career development training are all important, and effective communication must go both ways. Performance evaluation cannot be just top-down, performance evaluation of managers must be done through dialogue with employees. The performance evaluation of managers depends on the evaluation of employees, such as whether managers provide corresponding training, guidance and information to subordinates.

In conclusion, it is very easy for a business to lose money in the process of leaving an employee and feel that they are completely powerless in the situation. In an emerging market economy like China, many managers are faced with this situation for the first time and feel overwhelmed. In fact, through specialized testing, applying standard, and occasionally extreme solutions, any business can turn this around and become more efficient, more profitable, and more dynamic.

The author is Philip Chatting, Vice President of Human Resources at Global Sources. Translated by Zhu Xiaofan.