Manage employee secrets

Bain & & Co international consultancy company Executive Director Tom · thirny said: "the loss is not a bad person. We attract the best and brightest people and these people are often the most difficult to retain. Our job is to create valuable career, so that they stay one day, one month or one year. But if you think you can always retain talent, that was stupid. You should leave them, continue to remain in contact with them, turn them into advocates, customers or business partners. ”

Therefore, in certain cases, employee turnover, and not necessarily a bad thing. In particular, some employees are not high, technical posts content quality limited, relatively low class, this class of employees at the city ground relatively scarce, therefore, will be on this type of employee leave without strong enterprises. Because, this staff turnover, is actually a healthy metabolism, not only does not affect the operation of the enterprise, on the contrary, the arrival of the new employees will help to promote the vitality of enterprises.

Some employees, if it is mastered the secrets of enterprises, the enterprises after leave to a certain extent of damage and effects. So, for this type of staff, must be treated with caution. To retain it, it is the best. However, if an employee to live more strongly, then, should be "good" b.i, maintaining a good relationship between the employee and the employee become a close friend of outside.

But faced with the departure of employees, the enterprise is to stay or not, here is a review of the standards: the company employees serving the contributions and the value of his creation, but also to consider whether the company is able to give him more room for development.

In General, can leave employees do not have very high expectations. Typically the person submitted resignation, usually around the information you disclose, as a result of my colleagues, the so-called "blue" if he suddenly left, how many did not face. Therefore, the company and employee interviews, always courteous and polite, so that employees will not leave with hatred, will it be possible to comply with his professional ethics, not after the fact to hurt the company.

Be sure to explore the reasons for termination

Employee turnover, things out there. Leading to the previous employee turnover of reason may also be later on employee turnover. Therefore, only to find the cause of employee turnover, to really root causes to solve problems.

However, since many of the staff of most of the time of separation, would not be honest to leave out, one to be now that you have decided to leave, don't say nothing, and secondly it is also not want to tell the truth and hurt feelings.

So, how to find the cause of employees leaving? here's a suggestion. Enterprises in staff turnover, give him a questionnaire, the questionnaire is not named in the form, the employee may at any time to fill out and send back. Thus, employees do not have any psychological burden, and can also feel depressed in the chest. The design of the questionnaire, it will be an open issue. For example: you decide to leave the company's most important factors? in which case, you may change your mind and would like to stay at the company? do you think of the company in which areas can be improved, so you'll stay? do you think that, in his tenure, the company will do you no helpful, in what respect?

If the company received the questionnaire reply staff, please remember to thank the employees, a short letter, a little card or some small gifts is sufficient. As a result, enterprises can not only learn the real reasons employees leave, while at the same time, you can also leave if the employee had in mind a good impression.

The employee experience

Enterprise and employee interviews, you should try to listen more to say less.

At this time, leaving to the content may have a lot of complaining seems harsh words, however, is the so-called "criticize", these harsh words often contains some very valuable information. These words, it is possible that on most vividly, nuanced analysis, changing the very effective enterprise; may also be employees on-the-job experience of time, related to his job of difficulties and contradictions between the various aspects, and this experience will no doubt for his successors have very good.

However, be sure to let the employee feel a sense of being valued, he is likely to be candid account. So, with turnover of staff interview location must be in easily and bright environment, time to properly grasp, not too short, usually 30-40 minutes. Most importantly, the interviews before fuller grasp, analysis of the employee's basic dynamic information, such as personnel, promotion, rotations, salary adjustment, degraded, appraisals, training, etc., at the same time, leaving his resignation letter, targeted raises questions, so don't skimp on the staff. While the staff if you can be on his attention, and often they will be moved. Therefore, they would be willing to reveal.