Forklift manufacturer China: how to avoid staff loss

Forklift manufacturer China believes that the tension that the chain can bear is determined by the weak link of the chain. Similarly, the overall effectiveness of employee loyalty management depends on the stage of weak management ability. How to greatly improve employee loyalty and avoid employee turnover? The scissor lift manufacturer has something to say.

Forklift manufacturer China believes that recruitment should be loyalty oriented. Recruitment, as the first stop in the whole process of employee loyalty management, is the "filter" for employees to enter the enterprise. Its "filter" effect directly affects the difficulty of loyalty management in subsequent stages. Job seekers who tend to change jobs should be excluded. In the process of recruitment and selection, enterprises often pay attention to the investigation of job seekers' working ability, carefully review and analyze the application materials of job seekers, so as to obtain other useful information, such as: which enterprises the job seekers have worked in, average working hours, reasons for leaving, etc. The scissor lift manufacturer believes that through this information, those jobseekers who are inclined to change jobs can be excluded in advance.

Secondly, forklift manufacturer China believes it is necessary to pay attention to the value orientation of employees. In the recruitment process, enterprises should examine the job skills of job seekers, understand the personal qualities and values of job seekers, and the difficulty of transforming the differences between job seekers and enterprise values, which are important factors to consider whether to hire. The scissor lift manufacturer believes that in order to ensure employee loyalty, some companies give up hiring job seekers with rich experience and values deeply influenced by other companies, and hire college graduates with no experience and strong values plasticity.

The forklift manufacturer China suggested that enterprises should communicate with employees and maintain integrity. In order to recruit qualified talents, some enterprises, especially small and medium-sized enterprises in urgent need of talents, will exaggerate their performance and development prospects in their communication with job seekers, and give them excessive commitments (such as salary, housing, training, etc.). The scissor lift manufacturer told everyone that when the job seekers arrive at the company and find that the promise cannot be fulfilled, the company is likely to lose the trust of employees, thereby reducing loyalty.