How To Avoid Excellent Employee Turnover

1. Pay attention to resignation and resignation.

The most important thing to retain key employees is to prevent them from resign.

Every resignation and resignation should be emphasized and preventive management should be carried out actively.

That is to say, when an employee is leaving, it is better to interview him immediately to find out the real reason for his resignation, because these reasons are often related to company management and management style of company leaders, and may also be related to the company's welfare and incentive system is not perfect. This information is very helpful for the company to take the lead in the situation, constantly improve itself and improve itself.

2, take prompt measures.

After leaving the interview to find out the reasons for the employee's real departure, measures should be taken to see whether the reasons for employee turnover are in the company. If there is, immediate corrective actions must be taken to prevent other excellent employees from leaving because of the same reasons.

Similar actions often have obvious effects, and employees are aware of any action taken by the company's management.

Taking timely measures will enable other employees to feel the company's attention to them. It will give them a warm feeling and enhance team cohesion effectively.

3.

To avoid outstanding employee turnover can also provide equity incentive, but to ensure that the equity is only provided to 20% of the outstanding employees, can not let ordinary employees mixed with them, because all the incentive is equivalent to not incentive, in fact, the so-called whip fast cattle phenomenon.

The company's reward is mainly a part of fast cattle. Only by identifying the fast bull and motivating them, will they promote the progress of the slow cow.

The key to avoiding the turnover of excellent employees is to avoid the same policy and avoid good or bad.

1, let employees feel special attention and treatment.

If the employee relationship management is very healthy, the overall atmosphere of the company will be particularly healthy. Under this premise, every hardware process is allowed to have some defects, because employees will not see these defects, which is the halo effect in psychology. Conversely, if the internal relationship of the company is unhealthy, employees will feel uncomfortable.

2. Diversified reward mechanisms

There are various angles of reward, and appropriate rewards should be established according to the needs of enterprises.

For example, there are long-term service awards, special contribution awards, excellent talent awards, excellent suggestions and awards.

In addition, we can also set up awards for invention and creation, public welfare and so on. We can use brainstorming to brainstorm all kinds of meaningful awards.

3, reward must suit the remedy to the case.

Rewards should be treated with the right remedy. Only employees' recognition rewards can motivate them, otherwise, even expensive prizes can not produce any effect.

The most unwise behavior when rewarding employees is that the management of the company imposes their own wishes on the staff, which only results in the consequences of spending money without doing things.

4. Positive feedback - positive feedback.

Positive feedback is a way of encouragement. It emphasizes a positive compliment, which is mainly used to affirm the value of behavior and use descriptive language.

In the feedback process, we should give full play to the sincerity and be frequent in time. This can effectively resolve the gap between employees and companies, so that employees can better understand the company's situation and understand the company's decision to really integrate into the enterprise.