How To Effectively Retain Core Staff

According to Maslow's hierarchy of needs theory, there are five levels of human needs: physiological needs, security needs, social needs, respect for needs, and self actualization needs.

Material needs must be met by any employee first, but for another part of the staff, especially the senior and middle managers, their needs are more self actualization needs.

They want to make achievements in their work, make achievements in their careers, and realize their ideals and aspirations. This high level needs to be expressed in the sense of competence and sense of accomplishment. When the employee completes challenging tasks one after another, he realizes his self-worth, gets maturity and satisfaction.

The joy of success is far more important than any other reward. This incentive mechanism is the most important reason for enterprises to stay, and the "Rainier effect" has played an important role here.

Therefore, if an enterprise wants to retain people, it must first consolidate its heart and strengthen its employees' charisma. If an enterprise can not provide the best stage for talents to display their talents, then the enterprise will lose the precondition for retaining people.

In order to enable employees to see their hopes of realizing their own value, employees will naturally choose to leave if they fail to see the hope.

So the following ways can be taken to retain core talents.

Bill.

Gates once said, "if we take away our best 20 employees, I can say that Microsoft will become an insignificant company."

This shows the important role of key employees, so a company's investment, training, energy and cost will first be invested in key employees, retaining them is to retain the core competitiveness of the company.

Keeping people in business is an effective way to retain key employees.

The young and middle-aged talents should be promoted and allowed to give full play to their space.

What they often want is not money, but a space that can bring their imagination and creativity into full play and satisfy their sense of honor and achievement.

According to the two factor theory of Hess and Berg, money is the most important thing for people to lose. The influence, competence, accomplishment and pride of work, the right to be able to participate in their opinions and the right to participate in their opinions are the factors that really make employees feel satisfied. Therefore, when the industry wants to keep people, the most important thing is to keep people in work and keep people in business, so that people can feel that work is happy.

Dr. FrederickMorgeson, a professor of psychology at Michigan State University, found that "soft" environment such as office atmosphere and interpersonal relationships affect people's satisfaction with work.

The survey shows that not wages, but the frequency of working with colleagues, workplace friendships and emotional support at work are effective indicators for predicting job satisfaction.

Some bosses think that as long as they pay, they can command their employees at will and let many employees feel cool.

To create an enterprise culture with a strong sense of cause, let employees see the direction and hope of career development from the unique culture of an enterprise, and such a corporate culture can retain the real talents needed by enterprises.

How to let enterprise culture retain talents is a major issue that every business leader and every business manager must think deeply about.

A good corporate culture is crucial for an enterprise to stay in a certain stage.

A good corporate culture should consist of four aspects: the criterion of discriminating the values equally, the staff training mode that varies from person to person, the reasonable and reasonable salary incentive mechanism, and the humane management with strict severity and degree.

It is short term and not ideal to "dig people" simply by raising salary and high salary.

Therefore, business owners should strive to build a good corporate culture, so that employees can achieve their own values and ideals, is conducive to "retaining people".

4, the system keeps people - no rules, no Cheng Fangyuan.

The advanced employment system can not only promote the growth of talents, but also ensure the stability of the team.

The backward employment system not only depresses talents, but also leads to the departure of talented people in the market economy.

Therefore, excellent enterprises must absorb, conciliate and stabilize talents through reforming and improving the employing system.

Moreover, such a system must be fundamental, long-term and comprehensive.