How To Retain Good Employees In Bad Times

When we are global Economics High performance employees are undoubtedly the most sought after in the difficult journey of crisis. Here, I refer to those who, even in the most difficult times, can take the initiative to shoulder the heavy responsibilities and help the company succeed. They are indispensable talents in the organization. When organizations have to lay off workers, they will work hard to clean up their mess; their creativity saves time, money and energy for their organization; their optimistic and positive attitude helps organizations make continuous progress.

How can we retain these talents? To put it simply, the answer is that leaders must manage their financial assets with the same enthusiasm to manage their human assets (i.e. employees). It may be difficult to achieve this in the economic downturn, but this is crucial to the success of the organization.

The organization can take the following measures to retain today's high performance employees, that is, tomorrow's great leader.

1. show respect: this approach looks old-fashioned, but if leaders can genuinely give employees goodwill, respect and dignity, employees will continue to be loyal to leaders and organizations. Of course, you can also intimidate and threaten. Leader Employees, but if you want to retain and cultivate talents, this method may not be effective.

2. create an environment conducive to growth: to create a good environment, attract high-performance employees to stay, and to pay for the organization, you need more than just playing with some gimmick gimmicks, or putting them into the fashionable leadership development plan. You must provide employees with opportunities to learn, train and develop skills in this environment - whether through exploration or dialogue, in short, leaders should create an environment that enables everyone to thrive.

3. provide continuous training: for those leaders who want to retain high performance employees, the two most important thing is training and continuing education, because they can ensure employees do their job well and improve the existing system. Cross training (providing employees with opportunities to work in different departments of the company and receiving training) is a good way to achieve complementary advantages between departments and regions. When organizations have to lay off staff, this becomes a major competitive advantage. Compared with employees confined to separate departments, cross trained employees are much more relaxed in dealing with different functional areas of the organization.

4. provide guidance: by directing staff to one to one, leaders can discover and tap their talents, help them identify the direction of development and adjust their behaviors and skills, so that they can become active promoters of change and contribute to the success of organizations.

5. feedback: in addition to annual assessment, leaders can also help employees in certain areas, such as expanding interpersonal relationships, maintaining a balance between work and life, and getting job and skills training. Feedback is provided not only through annual or semiannual performance evaluations. It is a continuous process that can take the form of mentoring, support groups and action teams.

6. money reward and decision making participation: I haven't talked yet. Pay Obviously, this is an important factor to retain employees, but it is not enough to have enough money. In addition to providing reasonable remuneration, employees should also be involved in the decision-making process. If leaders can ask employees for advice on how to improve efficiency, they can get employees' support. This not only helps them retain key talents, but also is a good way to promote organizational progress through brainstorming.

Employee development is a strategic process that benefits both employees and organizations. Employees who have both ability and integrity can create wealth for the organization, and organizations that provide opportunities for development and growth for their employees will also become the object of competition for senior talents. Great leaders know this simple formula. They understand the reason and strive to create an environment for this, and the result is a great success.