How to recruit good employees? This is a question that any leader is interested in and faces many difficulties in their work. The fact that employees leave after being trained or having a solid foundation of experience is something that makes most business leaders have a headache.
Through 4 main factors to evaluate employee capacity: Skills, knowledge, attitude and achievements, good employees are not only intelligent, diligent, ambitious but also have good qualities such as optimism, sociability... Recruiting good employees is difficult, retaining them is even more difficult.
As a leader, in today's volatile business environment, how to retain good employees is equally important and greatly determines the success of the business.
When good employees decide to leave
Recruitment is a costly process in terms of time, effort and money for the business. However, what makes most leaders scratch their heads is that after a period of formal training and accumulating a lot of experience in the working process, it is also the time when employees decide to leave.
Surveys show that salary is only one of the important factors in retaining good employees. So why are they willing to leave?
For good employees: they leave because the job is not suitable or suitable but has no possibility of promotion; they are not respected nor self-affirmed; they feel isolated; they lack support conditions...
For businesses: Because there is no clear strategy and policy; unreasonable organizational structure, ineffective operation; arbitrary mechanism, or family-style management; work is disrupted, overlapped - misuse of resources; risk of dissolution, bankruptcy of the business, other legal factors; bad working environment and non-standard corporate culture...
In today’s competitive labor market, retaining good employees is becoming more and more important for leaders to become an essential part of business success. Many people believe that the best employee retention strategy is to clearly state their rights and responsibilities in their employment contracts. But that’s not the only way!
Leaders must really understand them.
Good employees will not wait for monthly, quarterly or annual performance evaluations, but need to promptly recognize their valuable contributions with rewards and encouragement through various forms such as sending them congratulatory letters or a cozy lunch... Let's multiply this recognition from good employees more often; build a corporate culture, demonstrate stability and positivity, based on respect, recognition of creativity and treatment for them.
A recruitment consultant said that to retain good employees, it is not only necessary to show benefits, not only to clearly show benefits and responsibilities in the labor contract, but also to create an interesting working environment, fulfill the organization's commitment and care from a human perspective with regular sharing of encouragement in terms of ideology, goals and benefits.
And a way of looking at it
Dr. Michael Roach, author of The Diamond Cutter, offers three basic principles that help us develop more deeply in life and work. From the perspective of human resource management, leaders will better understand the development process of employees, helping to run the business with long-term meaning, enriching themselves both inside and out.
First, employees go to work to succeed.; that is, to make money. Leaders help them understand where money comes from, how to keep it coming, how to build success after success, and how to maintain a healthy attitude toward it when we have it. Achievements are based on their valuable contributions and compensation policies are commensurate, fair, and transparent.
Second, employees enjoy – that is, the balance between work and life. Leaders help them stay healthy both mentally and physically; become a good person; a truly happy person. Following the world trend, successful leaders always aim for “Work Less, Make More” – “Do less, Reap more” – not only rich in material but also rich in spirit. In addition to the time spent on work, they also spend a lot of time with relatives, friends, and colleagues. Let's inspire and bridge interesting and meaningful meetings and exchanges.
Third, employees create value, that is, what is their ultimate purpose in life or work. Whatever they do, whatever they say, or think will form a whole picture of them that is always alive and valuable. Help them to perfect and acknowledge those values.
Based on the above principles, leaders should propose a specific approach for their business (specifically, on May 22, 2010, Business Pro.vn will organize a seminar with the theme "The art of retaining good employees" in Hanoi and Ho Chi Minh City with the participation of hundreds of members and managers). Because, after all, it is the philosophy, the art of retaining good employees!
With today's competitive labor market, retaining good employees is increasingly important to leaders, becoming an essential part of business success.
