How can companies retain elevator professionals - Solutions - Huaqiang Electronic Network

Specializing in the production of LED chip LED LED lamp beads

Modern skhynix emmc 8G industrial grade H26M31001HPR

Specializing in the production of led lamp beads 1W blue high power LED Sanan 30mil excellent micro LE

Industrial Router Crystal 3.2*2.5mm 3225 26M (26.000MHZ) 12PF 10PPM 20PPM 30PPM

SMD aluminum electrolytic capacitor

At present, there is no university in China that offers elevators. There are no schools that train elevator professionals at college level or above, resulting in a shortage of professionals in the elevator industry. The company will cost a lot of money to introduce a talent, including direct costs and opportunity costs, so the loss of talents will be a huge loss for the company. Each company should draw on a wide range of successful practices and experiences to develop systems and measures that are appropriate to the company's specific circumstances. The following are some of the effective ways to attract and retain people from the practice of countless elevator companies in the Electrical Automation Technology Network:
1. Use the best managers to attract elevator talents The main reason why many people join a unit is the company's social visibility and its dominant position in the industry. When assigned to a department, more of the daily work will be directly facing the department manager. As the top boss of the staff, if the manager of the department is not very good, or the work of the department is not important to the overall situation of the company, the department's business has not seen a big improvement, then the employees in the department will have low morale, and the talents of the time will inevitably Initiate to go. Therefore, in order to attract talents, it is one of the most important challenges to select and promote outstanding managers.
2. Providing Challenging Job Opportunities Many talents are now most concerned with the treatment and remuneration of work, but whether the work itself is challenging, able to exert individual creativity and realize its own value. If the work provided by the company is very boring, then those young talents will soon be lost. Therefore, the company's leadership should give them work pressures and challenges in the first few years after they enter the company, and provide opportunities for various jobs and practical exercises, constantly stimulating the enthusiasm and freshness of their work to fill Challenge and hope for career development to retain talent and prevent brain drain due to tedious work.
3. Flexible working time system for balancing work and life The ideal job opportunities for most employees are those that have flexible working hours and can understand and care for the personal and family needs of employees. The reason why more and more employees are leaving now is because work/life cannot be balanced, such as the place where the class is too far away from home, or the working hours are too long and the personal disposable time is too small. After all, good people are also people, but also the lives of ordinary people. Many high-tech companies have great flexibility in working hours for talented people. Some companies allow employees to rest during the day and work at night, so work efficiency is higher.
4. Form a fair competition mechanism within the company. Establish and improve various rules and regulations within the company, and strive to create a level playing field, so that outstanding talents have the opportunity to stand out. There are many companies, especially family businesses, who often use cronyism on the issue of employment, rather than using talents. As a result, real talents leave because they are not reused, and enterprises are unlikely to develop much. In order to continue to develop, the company must select and enable talented people. The best way is to select real talents based on actual work performance. Such a talent selection mechanism is based on an objective and fair basis. Every employee has the motivation and pressure to work, and is more proactive in his work.
5. Providing personal training and career development opportunities Excellent talents value opportunities for learning and growth. It is this point that most companies have taken career development prospects and professional training opportunities as an important measure to attract and retain talent. If the company is willing to invest in employees, providing education and career development opportunities, it is a sign that management attaches importance to talents. They believe that their potential is worth further development and development. They hope that they will continue to grow and plan to use them from within the company. That is, they choose relatively good talents among them and promote them to key leadership positions of the company.
6. The company's strategic goals and employees' daily work are linked. Company leaders should strengthen communication with employees and let employees understand the company's business strategy and development goals. Employees want to see their specific work and contribute to the realization of the company's strategic goals, and do their part. Self-motivated employees are more likely to see that it is through their daily hard work that the company can develop healthily. If they don't understand the company's strategic goals and plans, they will not be able to realize the sense of job satisfaction and value realization that everyone needs in their daily work.
7. Recognize and reward work performance in a timely manner. Employees hope that their work ability will be appreciated and valued by the leaders. Many companies often give employees a salary increase and dividends, but they don't know that the most stimulating work enthusiasm for employees is not physical rewards, but spiritual attention, recognition and appreciation, such as employees doing excellent work because of a certain job. The company leaders personally praised, even if only one or two public praises, will greatly stimulate the enthusiasm and desire of the staff to further active work, deepen the understanding and trust between leaders and employees, and retain talents with sincere feelings. .
8. Formulate a reasonable salary and welfare system In order to compete for outstanding talents, the company's salary and welfare level must be market competitive, preferably higher than or roughly equivalent to the industry average; within the company, the gap in salary distribution should be appropriately opened; For outstanding talents with outstanding contributions, we must carry out heavy awards to reflect the value of talents; we can also adopt various forms of distribution such as stocks and options among cadres and employees to bundle the vital interests of employees with the interests of the company. The company's internal cohesiveness relieves employees from worries and ensures that the company and employees can develop together.
Keeping people in a good way, starting with details, humanized management, and retaining the "heart" of new employees will greatly reduce the turnover rate of employees and enhance their competitiveness. Which kind of talent do you expect? Find out his type and needs and provide him with the value he wants to gain in your business. Then, the elevator talent is yours.