Do management, don’t be afraid of employees leaving

Do management, don’t be afraid of employees leaving


Do management, don’t be afraid of employees leaving

Selection, use, education, and retention are the four major responsibilities of talent management, but often many companies can’t keep people.

Managers and bosses are also very nervous, worried that employees will leave, so they will be kidnapped by talents.

Based on this, many companies dare not let go of cultivating employees, worrying that they will be trained well. Once they have learned something, they will leave the company.

The most frightening thing is to join a competitor’s company, which really lost his wife and lost the army.

But in fact, you can be more open. Now that you have achieved a management position, whether you are a manager or a boss, you must be in favor of his mentality, and don’t be afraid of employees leaving.

01. Training employees is the best investment

Imagine if you are a fresh graduate, there are two companies to choose from. The bosses and managers of one of the companies are always worried about “teaching apprentices and starving masters.” I’m afraid that you will learn something and then leave the company, so I don’t want to train you.

The boss of another company has not considered this factor at all. He always tries to improve your abilities so that you can learn something.

This company is like a university. It cares about your progress and hopes to increase your value. I feel that when you come to the company, the company has the responsibility to train you and make you appreciate.

Even if you leave the company, you will gain something for this period of time and feel that you have not wasted your time in vain.

So when you are faced with choices, which company are you more willing to choose?

There is no doubt that you will stay in the second company.

When a company is altruistic and truly cares about its employees, then the company will do a good job both in terms of culture and business.

Moreover, if it is in the second company, employees are more willing to let go and more willing to obey orders. Trust is the foundation of leadership. Leaders win trust with consistent work ability, affinity and good character.

If you keep hiding and are not willing to cultivate employees, then employees will not trust you, and the business will not be able to make a big breakthrough.

Because only when employees improve, your products and services will improve, and the company can move forward. For an enterprise, the real sustainable gain is the growth of the team.

Just like Bennis’s theorem: employee training is a strategic investment with the highest returns and the lowest risks.

Do management, don’t be afraid of employees leaving

Regardless of whether it is a boss or a manager, don’t treat employees as consumables, but treat employees as investment goods, making them more and more valuable.

When you do this, the return you get will far exceed the money and time invested in him.

02. Treat employees so well that they are reluctant to leave

Employees are also the company’s most important customers. In fact, if you are really good to employees, employees can perceive them. Few people will ignore the true feelings that others have paid to them.

Costco is an example. Costco is the largest chain membership-based warehouse sales store in the United States. Costco’s employee turnover rate is the lowest in the retail industry.

The company leader Sinegal pursues the concept of “Being good to your employees, you have high-quality employees and higher productivity”. Costco’s employees are paid on average 42% higher than those of competitors.

The same is true for ByteDance. They will give outstanding employees excessive financial returns. As long as they make outstanding contributions, employees can even get a year-end bonus of 100 months’ monthly salary at the end of the year.

The care for employees is not only reflected in the salary, the most important thing is whether you can treat people as people and truly care about employees from the heart.

For example, Sinegal directly refers to each person by name, and visits every store once a year. Three years before the establishment of ByteDance, Zhang Yiming could call out the name of every new employee among the company’s more than 500 employees.

If you are in a company with a thousand employees, the boss truly treats your contributions fairly, and there will be rewards for your efforts.

And when you run into the boss in the elevator, the boss can even call your name, and the employees will definitely feel that they are valued. They feel that the boss treats themselves well, they will work harder.

Therefore, we often see some companies whose salary level may not be the most competitive, but when the employees are so strong that they are rushed to demand, the employees are still willing to stay in this company.

The reason for this is that they really feel that they are cared for and that the company treats them well, so they still choose to stay.

Do management, don’t be afraid of employees leaving

If you are a leader, are you familiar enough with your employees and do you really understand them? This kind of trivial matter most sees the manager’s pattern and level.

03. Employees who can be poached with money must not be core employees

Of course, in any company, there will be cases where employees leave the company. Generally speaking, there are two situations in which employees leave, either less money or employees are wronged.

Starting from the company level, employees will leave passively if they can’t keep up with the development of the company, and employees will leave voluntarily if the company can’t keep up with the development of employees.

Starting from the company level, employees will leave passively if they can’t keep up with the development of the company, and employees will leave voluntarily if the company can’t keep up with the development of employees. 

If a competitor is poaching people maliciously, then you should not be afraid of employees leaving. Generally speaking, employees who can dig away with money must not be your core employees. 

But at this time, you can take the opportunity to pay attention to the survival of the employees after they are dug over, whether they are living well in another company.

If they did not live well enough after they passed, then this time the employee’s departure can also be regarded as a team building.

Using cases to spread the taste of culture is also a warning to the employees who stayed behind. The remaining employees are also more willing to stay in this company, work hard, and develop together with the company.

If employees leave because of personal development, then you should also use their departure as an opportunity for your reflection.

You have to focus on following up those good employees and ask them what are the reasons for their departure. Use their feedback to analyze whether the company’s culture is not doing well, whether the money is not well distributed, or whether they have not given them a stage for development and opportunity for promotion, so as to continue to optimize, provide better services to internal customers, and then retain more excellent employees. 

So in management, don’t be afraid of employees leaving, but treat them well enough to make them stay willingly. When you can’t stay, it’s the right time for you to discover company problems.

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