Talent management should take more time

Forum Moderator: Lin Gang

Senior Manager, Leadership, Learning and Performance Optimization Department, Motorola (China) Co., Ltd.

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McKinsey & Company conducted a survey on the reasons for leaving , the top three reasons are: lack of adequate recognition and affirmation of work and achievements, lack of sufficient communication and information in the company, and lack of opportunities for development.

It can be seen that the turnover of personnel is largely due to non-material reasons. Therefore, to retain, motivate or develop a person, there are many non-material aspects that can be started.

How to do a good job in talent management? The main premise is that a person must have development potential, and his values are not much different from the company's culture. With this premise, there are the following points for reference:

1. Put him in the most suitable position according to the individual's potential and interests, and then take the initiative to develop this talent.

2. When giving material incentives or rewards, the gap between outstanding performance and mediocre performance must be widened.

3. People with poor performance should leave the organization as soon as possible.

4. The company's top leaders are genuinely involved in talent management. The emphasis on talents cannot stay in the slogan. It is best to directly link the performance appraisal and compensation of managers with talent management indicators.

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Moderator's point of view: Talent management, whether it is attracting, motivating, retaining or developing talents, many people hold the view that salary is the most important factor. But I want to make one point here: talent management, spend more money than more time.

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Many companies have neglected that in addition to external customers, they also have an important customer, that is, internal customers---employees, and they are also the resources they take great pains to retain. Retaining internal customers costs money and time, which is more important? This directly reflects the values of the company.

It's important to spend time

"Minorca" from a children's products company believes that China is a country that values human relationships the most, so there is a "scholar who dies for a confidant". It is said that if employees feel valued and respected, they will be grateful to the company, and then the purpose of retaining and developing talents will be achieved. The "winner must win" of an anti-corrosion factory also admitted that money is only an auxiliary force to attract talents, and time is the only way to retain talents.

Discovering "hidden talents" Netizen "Haten" said that there are some people around us, when we first see them, we will feel unpleasant, but after a period of contact, we realize that they are actually very capable. Be a little introverted in front of strangers, this is "hidden talent". In fact, people are like this, and no one will talk nonsense to people they don't know. Therefore, it takes time to dig out these talents.

Money is by no means omnipotent. An electronic company's "pat" pointed out that money is only one of the weapons in the hands of leaders, and the stimulation it brings is short-lived. If a manager relies too much on the role of money to motivate subordinates, he will be very Possibly a scapegoat. "Tan Dingxiong" of a certain website also admitted that the appetite of modern people is getting bigger and bigger, the pursuit of material is endless, and there is no shortage of fish and bear's paws. Thought, therefore, money alone cannot solve all problems, creating a good employment environment is the key, and the premise is to spend more time communicating with employees. Echoing the previous two netizens, "Huan'er" of an Internet company in Changchun found that employees will pay attention to salary for a period of time, but if they lose interest in work, it is impossible to keep them with money alone.

The environment creates talents The "hardwork" of a company believes that the so-called talents are, in a sense, almost everyone. The company does not lack talents, but it lacks the insight and discovery of leaders. Create this environment, you can see the shining point of everyone. "kevin" from a computer technology company in Beijing also agreed that since the boss is willing to spend time with customers and partners, why not spend some time listening to employees' complaints, guiding them to think, and designing personal development plans for them? It depends on human beings, if handled properly, employees can become perpetual motion machines.

The process of becoming a talent requires a process. "Lin Dongsheng" of a company in Fujian believes that training talents can't be quick and quick. No matter how capable a person is, it is impossible to become a talent in three or two days after entering the company. Communicate more, so that it can play an extraordinary role in motivating and monitoring.

Only communication can understand the netizens of a computer company in Shanghai with the same online name as "kevin". Different people have different needs. Some people value money, some people value personal development, and some people value finding Employable. There are thousands of people, and there is no single scale, so proactively understanding and trying to meet the different needs of employees is critical, and these take time.

Spending is more important

Some netizens disagreed with the moderator and believed that spending was more important.

Material guarantee is the main "info" of an electrical appliance company in Guangdong said bluntly: "If people want to live, they need money. In this changeable society, there is no way to completely retain talents, only change is the only way. The best policy is to establish a good evaluation system to grasp the essence of employee change."

Most people pay more attention to Qian netizen "squad leader" who analyzed the composition of college students and believes that 63% of college students are from rural areas, They need money; and, in reality, very few people can rise to the position of self-realization, people are helpless to make a living, so money is more important. In the end, the "squad leader" did not forget the host's silence, "Of course, if it is Mr. Lin's role, money is not important."

It is impossible to generalize whether to spend money or time

More netizens don't have different opinions on whether to spend money or spend time, but put the two on a broader level to observe and analyze, and some people have come to the conclusion that "both are important" Some people think that different development stages of the company need to focus on spending money and time, and that one-sided emphasis on any of them is biased. Differences lead to different focuses. An advertising company's "azzh" analysis. First, differences in countries and regions result in different understandings of spirituality and materiality. Therefore, some companies emphasize spending money, while others stress spending time. A technology company's "wolfking" directly questioned the host's use of foreign survey results to speculate on China's situation, because employees of foreign companies and employees of Chinese companies may not necessarily have the same value judgments.

Secondly, the differences between companies and companies are also obvious. The nature, culture, management philosophy and level of each company are different, and it is unrealistic to try to integrate all companies into one system. The "owner" of a software company in Beijing summed up: "Large companies rely on good treatment to retain employees, while small companies rely on professionalism."

Third, there are differences between employees. The point of view of "ristsmilig" of an engineering consulting company in Jiangsu is that college students who have just graduated need more training, while those with certain experience need more salaries, and those at higher levels need a sense of achievement and space for self-challenge , so spending or spending time varies from person to person. It is precisely because of so many differences that it would be unfair to adopt a one-size-fits-all approach.

Spending money and spending time must cooperate with each other Netizen "CEC010046" argues based on Mintzberg's two-factor theory that there are two factors that inspire people to work, "health care" and "incentive", and material rewards are the starting point. The role of “health care”, while the spiritual reward mainly plays the role of “motivation”. The role of the former is obvious and necessary. Without it, it is impossible to maintain health, but to truly stimulate the potential of workers, spend more time emotionally. Also very necessary. It is a pity that a considerable number of enterprises have not fully provided the factor of "health care", so they overemphasize the factor of "incentive", which makes employees very disgusted.

A car company's "Urban Shrimp" talks about the value of work from the value of life. He believes that the reason why people want to work is first for money, then for the environment. A relaxed and harmonious environment makes people comfortable, and again Development, and finally feelings. So what is a business? "Urban Shrimp" first compares an enterprise to a home, where employees need emotional integration, reasonable division of labor, and solidarity and collaboration; secondly, an enterprise is a fighting unit, and employees and the company should share humiliation; thirdly, an enterprise is a classroom, and between employees The common learning of the enterprise is the source of enterprise progress; finally, the enterprise is the stage and a place to realize the value of employees. On such a basis, the development of enterprises and individuals can only be achieved by the three-pronged approach of retaining people with remuneration, retaining people with affection, and retaining people with career.

Beyond time and money

Some netizens do not think that the lack of money and time investment has caused the loss of employees. They find that sometimes the company spends money and time, but Still can't keep the staff. They pointed out that money and time have to be spent in the right place, and if people are wrong, don't waste money and time on them.

Talent flow is normal The "yahoo2003" of a communication company in Shandong emphasized that knowledge needs to be updated and talents need to flow. Fresh blood is good for the company. The "witty" of an electronics company also admitted that it is important to spend time, but from a personal point of view, one person lays a foundation in one company and then jumps to another company. The advantage is that you can learn new things and develop new relationships. Moreover, it is more difficult to raise the salary of the boss in the original company. If the job-hopping is good, the salary will be greatly improved. So, how much time you spend keeping them is in vain.

What do you think about talent? "He Yan" of a company in Zhuhai believes that many companies are talking about people-oriented, but is people capital or cost? If it's a cost, you pay for it, if it's a capital, it can bring you a profit. Enterprises should strive to make people the capital that creates more value, rather than the cost of worrying about gains and losses.

About the author: This article is organized by Hercules Yang.