Introduction: There are three main reasons for modern enterprises to attract outstanding talents to join: first, the development of the industry to which the enterprise belongs; second, whether the enterprise has a complete mechanism; third, the corporate culture and the personal charm of the management.

How to retain employees.

Especially those outstanding employees need to rely on the joint efforts of all management to retain and attract talents.

Ningbo Liaoyuan Industrial Co., Ltd. has introduced a large number of talents in recent years and has its own unique methods on how to strengthen employee management and retain outstanding talents.

How companies retain key talents: For companies, excellent employees are the core, but how to retain employees, especially excellent employees, is different.

Ningbo Liaoyuan Industrial Co., Ltd. is currently the largest modern enterprise group in China that produces road lighting fixtures and special steel poles. It is involved in lighting, power transmission and distribution, communications, new energy, finance, real estate and other fields.

At present, the company has total assets of 1.5 billion yuan and more than 1,700 employees, including more than 500 with a college degree or above.

According to statistics, since 2005 to the present, the company's employee turnover rate has been below 2.3%.

In the face of rapidly developing enterprises and an increasingly competitive market, how does Liaoyuan Company retain the hearts of its employees? 1. What is employee loyalty? The loyalty of enterprise employees refers to the behavioral orientation and behavior of employees towards the enterprise.

Psychological belonging refers to the degree of dedication of employees to the company they serve.

The relationship between enterprises and employees is one of interdependence, mutual cooperation and complementarity.

Talented employees need to find a space and stage for development, and the enterprise provides them with them, and the development of the enterprise requires high-quality employees to serve it.

2. Reasons why employees choose and eliminate companies There are ten main factors for employees to choose companies: First.

Opportunities for training and development; second, the company's reputation and status; third, corporate culture; fourth, competitive salary; fifth, is the job flexible; sixth, job stability: seventh.

The nature of the company; eighth, the charisma of the leader; ninth, good interpersonal relationships; tenth, the company’s special policies.

The top ten factors for employees to eliminate companies: first, learning and recharging; third, obtaining better development opportunities; third, personal entrepreneurship; fourth, family reasons; fifth, headhunting; sixth, excessive work pressure;

Seventh, the company's remuneration is too low; Eighth, the relationship between superiors and subordinates is not handled well; Ninth, the majors are not suitable; Tenth, promotion is capped.

3. Ways for enterprises to retain talents As enterprises develop rapidly, how to retain key talents has become a common concern for all managers.

There are four main ways for enterprises to retain people, namely, retaining people for interests, retaining people for emotions, retaining people for career, and retaining people for management.

1. Combine the company's future development vision with personal goals, and use your career to retain people.

To achieve the goal of retaining people in their careers, leaders need to set a clear and clear development goal and vision for the company.

Develop practical development plans.

At the same time, the company carries out career planning for employees, especially key talents, and integrates their personal development and pursuit of goals into the company's development plan. It allows talents to have clear goals and feel that they are valuable, motivated and capable in the company.

Gained? I am willing to work in the company for a long time.

If talents cannot be made to understand the relationship between their future development and the realization of the company's long-term goals, as well as their role in achieving the goals, there will be no motivational effect.

2. Combine fairness with integrity, and use competitive remuneration packages to retain people.

The survey shows that salary is still the most powerful weapon to attract and retain talents.

Generally speaking, providing competitive compensation will lead to higher satisfaction, which is accompanied by lower turnover rate.

When determining remuneration, we must not only consider external fairness, but also internal fairness, self-equity and other factors, so that people who make equal contributions within the company receive equal remuneration.

at the same time.

Integrity must also be emphasized when determining remuneration and benefits.

When seeking to recruit talents, some companies often make high or even difficult-to-achieve promises. However, after the talents come in, the original promises become unable to be fulfilled on time and in quantity.

Therefore, business leaders should be honest, promise less, and deliver more. They should treat the rewards of talents with a development mindset and a long-term perspective, so that they can display their talents and potential with a relaxed work mentality.

3. Discover talents, give full play to talents, eliminate mediocre talents, and implement mechanisms to retain talents.

Business leaders also use a variety of methods to tap the potential of talents and implement "discovery management" and "development management."

Carefully discover the talents who specialize in various arts and crafts, and provide them with training and support, because only when there are rows of talents, can there be groups of talents.

At the same time, give full play to the role of the Chollima and use it with some emphasis.