How do doors and windows companies establish a sound management mechanism to retain talent?

Under the conditions of market economy, the normal flow of qualified personnel is beneficial to the optimization of the talent structure of doors and windows enterprises and the change of business concepts of doors and windows enterprises. Once the flow of talent is too frequent and the flow is too large, it will affect the stability and continuity of the doors and windows business. Many door and window companies have also spent a lot of energy on the loss and management of talents, but they have still avoided the "strange circle" of brain drain.

Reasons for Brain Drain

Recently, the author learned that some companies in the window and door industry have lost a lot of staff headaches. After understanding, due to the “salary” problem, employees leaving the doors and windows accounted for a considerable proportion. In the face of the recent rise in various raw materials, the prices of some raw materials and prices of the doors and windows companies and distributors cannot be significantly increased. People will inevitably have ideological fluctuations, and it will inevitably lead to the phenomenon of loss. How to solve this problem and how to manage it? After understanding and analysis, I will discuss several points of view and suggestions on this issue.

First, in fact, regardless of the industry, the brain drain and management are a common phenomenon. The production and operation of doors and windows enterprises have become increasingly large-scale and specialized, and competition has become a normal state. Door and window companies can no longer manage their own production and marketing very simply, so they focused on scientific management, marketing management and technology research and development.

Second, the outflow of talents is mainly the same industry companies and even competitors. The causes of brain drain are mostly between the doors and windows of the same industry and the excavation of competitors or these doors and windows enterprises can provide more competitive compensation and a broader space for development.

Third, the performance appraisal system for doors and windows companies is irrational or incomplete. Door and window companies cannot provide a reasonable and competitive compensation system, which is usually the direct cause of brain drain. Remuneration as the "price" paid by door and window enterprises to the recruited talents for the purchase of their human resources is not only the economic basis for the survival and development of the human resource owners, but also represents the evaluation of the talent value of the doors and windows enterprises. When employees feel that the pay of doors and windows companies cannot reflect the value of their human resources, or they cannot accurately assess their contribution to the doors and windows, they will choose to pay more competitive pay in the doors and windows enterprises. go with.

Fourth, the loss of talents is also diverse. Many door and window companies hold utilitarian values ​​in their talents. They are not pursuing the maximization of the use of talent. Instead, they are unilaterally pursuing the use of talent at a minimum cost and blindly reducing the cost of talent. Simply regard talent as a kind of resource, regard talent as the object of management and use, and do not realize that the personal value of talent itself reflects the needs, development needs and needs that are valued and respected. The second problem is that doors and windows companies have problems communicating with their talents. They cannot truly understand the talented people's inner wishes. Many doors and windows enterprises do not see the consistency of the interests of doors and windows companies and talents, are not good at shaping the common vision of doors and windows companies and talents, and are not good at attracting talents, motivating talents, and retaining talents with the prospect of career development.

Establish a sound management mechanism

How to solve these problems? After understanding and referring to the experiences of some successful doors and windows companies, the author found that many successful doors and windows companies have a very complete management system. In daily management, they have an effective incentive mechanism, considerate and concerned about the life and welfare of employees, effectively Loss of control personnel.

First of all, doors and windows companies must have a set of early warning mechanisms and crisis management mechanisms for brain drain. Mainly refers to the talent reserve mechanism and emergency response mechanism for the loss of core talents. Door and window companies must strengthen talent pools in peacetime to form the echelon and level of talents. When talents leave the company, they can quickly find suitable talent replacements to minimize turmoil and losses. When key talents leave or when talents collectively change jobs, door and window companies must be able to respond to emergencies at the earliest time, and quickly stabilize the psychological and emotional status of serving staff.

Second, door and window business owners and door and window corporate managers must strengthen their learning and improve their management. To establish a scientific concept of talents, to learn to respect talents, to have a sufficient understanding of the importance of talents, to have the boldness and courage to use talents. Doors and windows business owners and door and window business managers should look at issues from the perspective of the consistency of talents and door and window companies and establish a “win-win” concept. It is of great significance to change the concept of owners and leaders of doors and windows and establish correct values. Facts have proved that the more high-level talents, the more they value the personal qualities of the door and window business owners and the concept of talents, and value the harmonious cooperation between the owners of doors and windows and the consistency of both parties' value orientation.

Furthermore, a talent management and incentive mechanism centering on the performance appraisal system and the remuneration and welfare system is established to properly evaluate the value of talents and to correctly evaluate the contribution value of talents to the doors and windows enterprises. Based on this, formulate competitions within the industry. Power and incentives for talents. It is necessary to rationally widen the pay gap and ensure that there is room for improvement in pay.

Establish a learning organization and a new type of entrepreneurial organization, and retain talents with excellent corporate culture of doors and windows. It is necessary to provide talents with opportunities for learning and training, and to upgrade the level and quality of talents. Door and window enterprises are not only the private property of the entrepreneurs of doors and windows, but also the base for all employees of door and window enterprises to start their businesses. Door and window enterprises must establish a good corporate culture of doors and windows for all-staff learning, reward and punishment, and harmonious cooperation. Let talents work and develop in such a good corporate culture of doors and windows.