How To Cultivate Excellent Employees With Loyalty And Ability?

< p > years of consulting experience, I find that small and medium-sized enterprises generally have problems of recruiting people and keeping people hard.

Compared with the well-known and high scale enterprises, the recruitment cost of small and medium-sized enterprises is very high. Large enterprises have high visibility, standardized management system, perfect strategic objectives and enterprise culture system, which can attract excellent talents to enter. However, small businesses are not perfect in terms of popularity, management system, leadership style or corporate culture. Attracting talents is only a single salary. Therefore, small businesses usually have to pay higher cost than big enterprises to recruit relatively excellent talents.

This also confirms the boss's words: "I am very puzzled, in the introduction of talents, our company spares no effort and is willing to give treatment. Why is there such a situation?" < /p >

Based on this premise, we can further analyze that people who can attract companies tend to pay more attention to the short-term salary, and consider the more important aspects of the scope of work, complexity and challenges. P

At the beginning of the year, when the two sides approached, the boss paid a high salary, and the candidates did not think much about it.

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After P entry, employees will find that there is a big gap between the situation of enterprises and their own thinking. They should be a href= "http://cailiao.sjfzxm.com/" > management system < /a >, management system is not perfect, leadership style, leadership style is very casual, cultural atmosphere, cultural atmosphere is very poor, psychological gap will be obvious.

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< p > at the same time, employees will also find that in a large company, they can be proficient in one job and specialize in a particular field of work. They can be more focused and thorough. While doing things in small businesses, they have nothing to do with the past, what they want to do, everything they want, and a great challenge to their ability and energy, resulting in a significant sense of disadaptation.

Therefore, employees will have a tendency to quit after a long time, and then look for enterprises with relatively less working pressure and more standardized management.

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< p >, therefore, the confusion of the business owners is not difficult to understand. In such an environment, the recruited people themselves are not aiming at the fame and development prospects of the enterprises. More consideration is paid to the short-term salaries. When facing enormous work pressure, they choose to quit.

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< p >, we need to make an analysis of ability, and how can we call it ability and high ability.

In my opinion, speaking of ability can not be superficial. We should see a person's ability, not to see what he says, but to see what he does.

Real work is the ability to manifest.

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< p >. Therefore, I think that the boss's ability to see a person depends on whether the person is really working for the enterprise. The ability depends on the difference between a person's work and the requirements of the enterprise. The gap is normal and can be promoted through training, coaching or meetings.

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< p > finally, if you have both ability and loyalty, I have the following four suggestions: < /p >

< p > 1, re-examine the management system of enterprises, including strategic target system, organization management system, business process system, < a href= "//www.sjfzxm.com/news/index_p.asp" > salary performance system < /a >, planning conference system, enterprise culture system, etc.

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< p > 2, on the basis of perfecting the management system, we should specify the criteria of selecting and employing enterprises, especially for the heads of branch offices and offices abroad.

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< p > 3, strengthening < a href= "//www.sjfzxm.com/news/index_z.asp" > target planning management < /a >, using goal planning as the main line of management, giving employees tension and developing professional work habits.

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< p > 4, strengthen the total score communication, through the form of video conferencing, regular management meetings, so that employees everywhere belong to the staff, so that employees have more opportunities to communicate with the boss and headquarters, enhance the sense of belonging.

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