Underwear industry competition is so fierce today underwear manufacturers how to retain talent
Today, the underwear industry competition degree, believe most of the underwear manufacturer empathy.
We used to say, the enterprise competition is short-term performance, long term is talent.
So for underwear manufacturers, how to effectively retain talent?
Believe that this is at present a lot of underwear factory a puzzling place for policy makers.
Underwear manufacturers want to retain talent, the first enterprise decision-makers have found talent, have the pattern and mind.
Many underwear manufacturers, who seize the opportunity of The Times, flows and started the underwear factory, from small workshops, three two family developed slowly, and now developed into a certain size of underwear manufacturers, is also a lot of hired some talent.
Just started to higher wages for & other;
Bait & throughout;
Part to attract talents help things, but these people to leave too fast, so these people leave is all just because & other;
Salary & throughout;
Believe most people leave this drunk are not the main reason.
Ma said employees reason for leaving the company can be attributed to two points: 1, money, did not give in place;
2, heart, injustice.
These in the final analysis is a: done.
Employees also tried to find on reason he left, is to leave you face, don't want to reveal your management is bad, he has been disappointing to you.
Think of it, and what is?
The relationship between the underwear factory with employees?
To put it bluntly, is a kind of contractual relationship, primary and secondary relations, labor relations, distribution relationship, cooperation, service, special concerns.
In reality a lot of underwear manufacturers have been using an inherent management rule of choose and employ persons after the 70, think he give you the salary, unlimited dominate all of you.
Some of the smaller underwear manufacturers, in particular, because of small size, less staff, most of the time, a man is more hats, engaged in different jobs, working strength is also often is overloaded.
Sometimes underwear factory boss do not pay attention to staff's mood, when employees feel heart wronged, backlog is much, will choose to quit.
In fact, most people chose to underwear manufacturers engaged in underwear processing related work, are always cherished dream.
Hope with the help of underwear factory platform to realize their dream, everyone is in the process of the development of the enterprise needs to get what they want.
For example, money, growth, connections, space, value.
So underwear manufacturers want to retain talent, underwear factory boss policymakers also strive to help employees to achieve the dream.
Money, work pay, and the guarantee of material.
Everyone choose to underwear factory work, behind it may be supporting a family, the old man to support their children go to school, etc.
Growth, everyone came to underwear manufacturers, choose a company, are certainly hope I can study in lingerie manufacturer and harvest into things, to grow.
This is also a lot of entering the workplace, at the beginning of new ideas to the underwear manufacturer.
Contacts and networking is actually money vein.
Each of us is not isolated individuals in this world, then joined a lingerie manufacturer this platform, also hope to be able to use this platform to know more of the network resources.
Space, each entry to underwear manufacturers also hope oneself can in this company has a certain development space, development opportunities.
But in reality, a lot of underwear manufacturers no such mechanism, promotion is not a fair environment, crony is used, let a lot of people, after a period of time, chilling, and left, leaving only a sigh.
Value, value and underwear manufacturers for each person's identity, sense of belonging.
In reality, most of the underwear manufacturer because management confusion, the lack of retention mechanism, employees in underwear manufacturers cannot recognition, nature also will choose to leave.
Underwear manufacturers want to long-term development, therefore, find talent, retain talent.
Create a fair, impartial environment, really very important!
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