The nine most effective ways to improve employee l

  • Detail

Nine ways to effectively improve employee loyalty

people of insight once called for "market economy is integrity economy". Over the past decade, China's "integrity economy" has made some progress under the joint regulation of the market and the government. However, when our entrepreneurs and enterprise executives look at the only dynamic resource in the enterprise - human resources from the market, the situation is not optimistic, Many performances of "talents" are surprising:

the purchasing department of a famous German enterprise in China resigned collectively overnight; An export salesman from a kitchen utensils manufacturing group in Zhejiang Province who graduated from university intends to send more than 10 containers to the European Union to the United States; As for the phenomenon that new employees who enter the company through many procedures and work for only a few days leave without saying goodbye with important information of the company is not uncommon...

in fact, after people pay extensive attention to the integrity economy, how to improve employee loyalty is another difficult problem they have to face. Previously, someone published an article "American Enterprises: employee loyalty is destroying" on, expressing great concern about the decline of employee loyalty in American enterprises. I think, what about the loyalty of Chinese enterprises? The following is the result of employee loyalty survey of a company

the development of employee loyalty to the enterprise is equivalent to the relationship between the building and the cornerstone. If there is a problem with employee loyalty in the best enterprise, its "one vote veto" reaction to the development of the company may occur

this article will talk about ways to improve employee loyalty from nine aspects

first, check the recruitment and lay a good foundation for improving employee loyalty from the source

the boss of a large foreign enterprise headquartered in Ningbo World Trade Building once sighed to the author in his office: "job hopping is related to people's personality, and we dare not ask for employees who habitually change jobs." His words all reveal his disgust and fear for employees who lack stability and loyalty. To be sure, habitual job hopping is a manifestation of employees' lack of stability and loyalty

recruitment is one of the most effective ways for enterprises to obtain talents. The real effort of human resources departments is to use job descriptions to find the right people and prevent inappropriate employees from entering the enterprise. Judging from the different loyalty performance of new employees after entering the company, most enterprises often make a very serious mistake when recruiting: they are purely skill oriented and ignore the test of employees' morality and personality. According to "virtue without virtue is waste, talent without virtue is drugs, and both virtue and ability are the best", carelessness may make "drugs" take advantage of loopholes. Therefore, when we decide whether to hire an employee, we should also carry out moral and personality tests in addition to professional skills tests. We should not ignore them because of the pressure of the employing department due to time constraints. "Sharpen the knife without mistaking the firewood cutter". Choosing the right person will save the enterprise a lot of management costs. On the contrary, it will lead to more complaints from the employing department and great pressure from the Recruitment Supervisor. It may affect the company's reputation because a position cannot find a suitable candidate and is recruiting all year round

moral and personality testing methods usually include:

(I). Structured interview: the questions about the targeted detection of employee loyalty and personality are summarized into several items, which can be made into a questionnaire for candidates to fill in, or the examiner can ask questions for candidates to answer. The evaluation tool varies according to the nature, industry and scale of each company, but it should at least include the following common problems: the reason for leaving, the evaluation of the original company, the experience of working environment, job opportunities, remuneration and welfare, what is the best job, what is the best colleague (please explain), what is personal career planning, etc

(II). Evaluation of key cases: for some examples of employee loyalty problems (which can be in their own enterprises or in other enterprises), let employees express their personal views, and their words are the voice of their hearts. Their psychological trajectory can be found in their words

(III). Psychological measurement: it is a professional measurement tool developed by psychological practitioners according to the principle of individual differences. It can objectively evaluate people's professional ability, professional tendency, personality quality, personality characteristics and other indicators, and has good diagnosability and predictability. Psychological measurement is widely used in civil servant selection, enterprise personnel recruitment, personnel evaluation, senior management recruitment and other work abroad. The deficiency of psychological measurement is that it is time-consuming and expensive, which is not suitable for general labor recruitment in labor-intensive enterprises. However, when it is used to select senior executives and talents for key positions, it can avoid the risk of shock to the enterprise, and it is cost-effective. At present, some professional talent evaluation stations in China have also begun to appear, bringing more choices to enterprise talent evaluation

(IV). Background investigation: This is an essential and quite effective tool for discovering or understanding employee loyalty. After the "9.11" incident in the United States, western countries not only strengthened the implementation of SA8000 (social standard) system, but also put forward requirements for suppliers to carry out background investigation on employees. When recruiting employees, we can effectively find the moral status of employees by using background investigation. Of course, we should pay attention to controlling the relevant factors that affect the reliability of background investigation to achieve high validity and reliability

before employees enter the job, the human resources department should also maintain frank communication with candidates, because often the information between candidates and enterprises is one-way transparent, that is, enterprises know too much about employees, while employees' understanding of enterprises is only a superficial perceptual understanding. Therefore, before deciding to hire employees, we should truthfully tell the relevant situation of the enterprise, and give candidates a process of rethinking and re selection. If they are allowed to enter the company blindly and find that many of them are different from what he imagined, it will have a negative impact on their performance and stability

of course, when there are vacant positions in the enterprise, we should not always think that foreign monks can recite scriptures, but should provide more opportunities to star employees with certain professional skills, strong learning ability and excellent plasticity. The operation is troublesome and time-consuming, which is much less risky than external employees

second, do a good job in induction training and teach the first lesson of employee "loyalty"

malleable iron castings GB 9440 (8)

induction training has a great impact on the stability and loyalty of new employees

new employees often find many problems that are not valued by the enterprise after entering the company. When they find some negative phenomena or receive some bad information, the preconceived thinking mode will lead to employees' one-sided understanding of the company. In order to avoid this situation, the new employee training department plays a key role of "processing and running in": it fully introduces the company's culture (value orientation), industry characteristics, operation mode, management characteristics and other contents to new employees, so as to guide the employees' thinking mode, mental mode and behavior mode to integrate into the company as soon as possible. Through running in, let employees know that every enterprise is different and has its own advantages and disadvantages. The most important thing is to adapt as soon as possible, shorten the gap between their expectations and the reality of the enterprise, and successfully spend the probation period, so as to lay a good foundation for becoming a real business expert as soon as possible

at the same time, loyalty is not only the requirement of the company for employees, but also to make employees realize that personal high loyalty to the enterprise will greatly help employees improve their professional skills, personal career development and cultivate high-quality networking resources. It is the best policy to turn the passive cultivation of employee loyalty into employees' conscious attention to the improvement of loyalty

third, strengthen the daily performance guidance of employees and provide necessary social support system

job performance also has a certain impact on the stability of employees. If the work performance is too easy to complete, it will be regarded as not challenging, which is essentially not motivating. For such employees, we should deliberately let those who can do more work, reflect their value, and challenging goals and tasks are more suitable for them; Job performance is difficult to achieve, and employees are under too much pressure, which is not good for their stability. Imagine that if an employee is always unable to complete tasks and the performance appraisal is always at the bottom, does he still have passion or fighting spirit? This requires the department head to conduct daily performance coaching

performance coaching is a win-win approach for enterprises, departments and employees. As a line supervisor, performance coaching can timely find the gap between employees' behavior and goals, which is conducive to the improvement of the performance of the whole team, avoid the losses caused by employees' paying tuition fees, and make employees have a sense of belonging to the team, provide them with necessary social support psychologically, and conversely, make employees feel self-sufficient. Don't wait until employees bring great losses to the company or submit resignation reports one after another

fourth, overcome the family governance mode and don't treat employees as outsiders

even though many enterprise bosses are unwilling to admit that their enterprises are family systems, there are obvious traces of family systems in every system and every behavior of their enterprises. Many employees complain about the management of family owned enterprises. Relevant surveys show that more than 90% of employees are looking for their next job from the first day they enter the company

the fundamental reason why family enterprises are unpopular is that the concept of "family and the world" is making trouble. The reason is: the enterprise belongs to our family, so we don't allow others to take care of our housework, and treat employees as outsiders; Have no real trust in foreign employees, be wary everywhere, delegate responsibility for daily work without authorization, only punish without reward, and regard employees as tools to do things; The boss has too much personal behavior preference, and thinks that I'm in charge of the country. You don't need to teach him what to do and how to do it. As a result, employees have no way to serve the country and nowhere to display their talents...

enterprises with family management mode not only have fatal defects in improving enterprise management level, rational employment, scientific decision-making and improving performance, but also have great power in destroying employee loyalty. Therefore, enterprises should pay attention to the reform of their own governance mode

fifth, standardize the system and strengthen the transparency of the rules of the game

enterprise norms and systems must be transparent and open, fair and just. The formulation of the system should involve employees or employee representatives in the 150 ℃ heat and oxygen aging test of PP. if possible, it is best to involve the trade union. The process of employee participation is actually the process of employee self guidance and self-education, which can not only strengthen the sense of identity, but also lay a good foundation for the real implementation of the system. Only from the perspective of the labor law can it be legitimate

the enterprise system should avoid making things behind closed doors, and even avoid double standards. According to the author, some enterprises are even ridiculous in terms of salary and welfare, reward and punishment systems: the wages of local workers are higher than those of migrant workers; Endowment insurance is only paid to local people; Similarly, there is a funeral at home. Some employees have hundreds of yuan of subsidies, and some employees have to quarrel on their own to get results; For the same behavior, some people violate the rules and will be punished, and what some people do is also legal, and so on. This is an obvious double standard, and its destructive effect on enterprises is no less than various risks in operation

VI. formulate reasonable salary and welfare policies

compensation and welfare has always been an effective lever for enterprises to motivate employees and attract external employees to join

Copyright © 2011 JIN SHI