Think Of New People As An Investment.

The situation of a company: the employees who just recruited did not leave long ago. This is a headache for many HR executives. In fact, the initial stage of employee turnover is the highest probability of turnover. Of course, there are many reasons for this: for example, when I applied for a job, I found it inappropriate for the company to be "fog" and later came to mind.

Let's take a look at those new employees who are needed by our organization but who are leaving because of "disappointment to the organization". Why are they disappointed with the organization and then decide to leave?

Let's take a look at the general experience of new employees. On the first day, Xiao Wang, a university graduate who went to work in the company, was particularly disappointed: the department manager was away, and his desk was filled with office supplies left by his predecessor. During lunch, Xiao Wang learned about some companies from his colleagues.

On the second day, the department manager called Xiao Wang to his office and began to assign tasks.

On the third day, Xiao Wang was taught a few words by the Department Manager. Originally, the manager let Xiao Wang send a material to the finance department upstairs, after Xiao Wang sent it, he continued his work. After a while, the manager came over and asked him, "have you sent it to the finance department? Who answered it?" Xiao Wang replied, "yes, it was sent by a female employee. She told me to put it there." The manager looked unhappy. "You must report to me about your work, do you know?" Xiao Wang said, "know", but his discontent is already on his face.

So Wang started his new job. It's hard to imagine that the company and Xiao Wang's superiors can provide him with enough input. Where is the problem? In fact, this is the details of how to implement the recruitment and trial process management, what is clear? The superior said clearly. How to do it? Superiors guide you. I believe that the upper and lower levels are easier to get along with.

In many enterprises, graduates who have just graduated are most likely to job hopping. They are the talents that the company has done a lot to win. But it is regrets that they are also the talents of many companies.

The solution is to regard the new person as an investment in the first half year. Observe them and train them so that they can have access to the competent people of the company, prompting them to do some jobs that are slightly beyond their abilities. Just like all investments, you should not expect immediate benefit from this investment. As a matter of fact, they are only people, they must be trained in your company. The longer the time they are, the higher the results will be.