The Core Talent Of The Company Is Being Dug Away, Do You Know?

Which talents are easy to be dug?

1. make achievements, reputation outside the star executives and backbone are easy to be dug up.

2. professional and technical personnel are easy to be dug up.

3. the team leaders and backbone of the business that have great advantages relative to rivals are easy to be dug up.

4. managers with relatively strong management are easy to be dug up.

How to prevent core talents from being dug up?

Generally speaking, the staff before the job hopping has such subtle and unusual performance, and this abnormal performance is sometimes better, and some are getting worse.

These abnormal scenes are discovered in time. Generally speaking, it is more effective if they want to retain them at the beginning stage.

For example, the staff who argue with each other suddenly become very temperate or heated fiercely; outstanding employees become mediocre or outstanding in performance; late employees become punctual or late, and these abnormal scenes are discovered in time, usually in the seedling stage, if they want to retain them, they are more effective.

2., the general talents who can not do without more money.

Generally speaking, financial, administrative and other general talents can solve problems.

For example, the financial staff, originally in the real estate business to do financial affairs, now want to go to the pharmaceutical company to do financial affairs, and soon began to hand in, deciding whether a financial officer works in Real Estate Company or in a pharmaceutical company. The dominant factor is the level of treatment. There is not much difference between these industries.

Generally speaking, core employees are generally more successful career people. Apart from explicit remuneration, core career development and planning are often ignored by some business owners.

The company takes the initiative to take responsibility for the career development of the core staff, so that he feels that there will be a good development on this platform, which can be respected and give him a secure career development environment.

4. do not hide talents. The easier it is to hide them, the easier it is.

Generally speaking, people who want to solve the problem of food and clothing and live in a well-off life are all willing to make achievements in their own professional fields. They hope that they will have an exception to their own company's influence, and also hope to enhance their industry's influence. This is not only a matter of development and respect for themselves, but also a bonus for upgrading the company's brand and status.

Of course, some people may say that this will expose the information of core talents. In fact, even if you don't take the initiative to go out, headhunters can also dig. The core talents of your company may be clearer than your HR department. The advent of the era of information technology supported the social shield is basically ineffective. Only by setting up a mental barrier can we retain core talents.

High growing company can retain core talents through issuing options or stock options if salaries and bonuses are not high.

But we should pay attention to the time and quantity.

If the issue is too early, the realization of options and equity will not be realized in the foreseeable future.

If the enterprise is being dug up, it will not only cause the loss of key technology and talents, but also destroy the internal human resources and environment. If the enterprise does not pay attention to this problem and fails to take timely countermeasures, the action of malicious competitors digging up the corner may become bigger and bigger, and the situation will get worse.

The main reasons for the unfair competition in the corner are: the business environment is not standardized, the enterprises lack the sense of operation and the awareness of the law is weak, and the two reason is the lack of professional consciousness and professionalism of the employees.

But the deeper reason is that the corporate culture of the dug enterprise has not yet been deeply rooted in people's minds, and thus lacks cohesiveness; the risk prevention consciousness of enterprises is weak, managers do not have crisis ideas, and the internal control factors of enterprise risk management are insufficient.

Since the enterprises can not change the external causes, they should focus more on their own reasons and prevent the core talents from being dug up. Remember that they should not adopt the practice of "treating their own people or others by their own way".

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