Grasp Four Basic Principles And Handle Old Staff Properly.

< p > with my experience, those who have lived for 7 years must have such a problem, and the older the business, the bigger the problem.

Without timely and systematic solution, the development of enterprises will be hampered.

How to solve such a dilemma? How to make the development of enterprises unaffected, but at the same time, it does not violate the moral bottom line of our life? < /p >

< p > my suggestion is to deal with the following four basic principles: < /p >

< p > business personnel are mainly promoted internally, while professionals are mainly external "a href=" http://pop.sjfzxm.com/popimg/xm/index.aspx "recruitment > /a".

This one seems to have little to do with the problem of the old staff.

The problem of many growth enterprises is that enterprises are developed. They should reinforce themselves in many fields such as personnel, management accounting, R & D, but they still use their efforts in business only. If business is blocked, they think that they have problems with their old employees, and they always feel that the problem of recruiting new talents can be solved.

In fact, a new bottleneck is encountered in the growth of enterprises, which needs to be absorbed by professionals.

But the old worker's work inertia makes it difficult for new professionals to integrate. The old and new contradictions make a href= "http://www.91se91.com/news/index_cj.asp" > boss < /a > think that the only way to solve the problem is to give up the old staff.

Actually, the solution to this problem is not to abandon the old staff, but to find ways to integrate new and old employees.

It is unrealistic to rely on the recruitment of external business experts to solve the problems that they can not solve. This is another three proven by the practice of enterprises.

Enterprises need more professional newcomers, but enterprises also need old people who are the backbone of the past business. The new problem we have to face and solve is how to integrate new and old rather than replacing old people with new ones.

If we know this point, the so-called "old employee problem" will be looked at from another angle.

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< p > with old employees' < a href= > http://www.91se91.com/news/index_h.asp > loyalty > /a > and experience, use new staff's passion and innovation.

We often want everyone to remain enthusiastic and even enthusiastic, but this is a violation of human expectations.

Passion will surely deteriorate with age, but experience and loyalty will increase.

We should conform to this natural law, and try to serve the growth of the company with the loyalty and experience of the old staff, instead of asking him to invest as before and let him do what young people can do better.

The higher the weight is, the more important the trust and morality are, and the less important the ability is.

What we need to do is to help old staff with virtue to learn management, learn leadership and learn to control new employees' passion and innovation.

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< p > help old employees grow continuously.

The problem of the old staff is usually caused by the fact that we did not train in time, not the old staff.

We should create an atmosphere for learning and growth in the company, and design the path of growth for every old employee as early as possible.

The feasible way is to arrange training for every old employee for his system so that he can adapt himself to the future development of the company through continuous learning.

Adjusting the position of old staff to engage in new jobs usually activates new enthusiasm.

For the senior and senior staff, send out study as much as possible, or even send abroad to study, so that he can see the world as much as his boss.

If we have such a measure, most of the old staff's problems can be solved.

To help old staff grow continuously, they will also make new employees feel at ease, because they will definitely become old employees in the future.

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< p > do not tolerate old employees who can not follow the growth of enterprises.

In the end, there are always some people who can not follow the development of enterprises for various reasons.

Usually these people do not have the desire to grow up, do not want to participate in training, do not want to adjust their posts, do not want to keep pace with the times.

Usually such a person relies on old age to think that he is the hero of the company and feels that the company can not survive without itself.

Usually these people have a negative attitude towards any new thing, and influence the people around them to resist the innovation that the company must carry out.

We must not tolerate such a person, we must resolutely invite them out of the company, but we should try our best to deal with them in a generous way, so that they can get a reasonable compensation for their contributions to the company in the past.

For such a person, bosses should not be possessed by demons, and should not be afraid of how much impact they will have on the enterprises. No one will be irreplaceable after having a certain age and scale.

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