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Recently, many LED lighting company executives have resigned. Although they are related to many reasons, the resignation tide has exploded. For LED companies that need a stable talent team to support the development, it will undoubtedly cause personnel turmoil and produce a domino effect.
As everyone knows, talent has always been the foundation of a company's life. Without talents, it is difficult to display a good foot. In the high-speed development of the LED lighting industry, in the critical period of development, it faces various problems. The most troublesome is the shortage of talents, especially the lack of high-quality management talents, marketing talents and technologically advanced talents. Therefore, for the LED lighting industry, where talent is scarce, it is crucial to cultivate a stable talent team.
How should LED lighting companies retain talent?
First, the development space is the basic enterprise system for retaining people. It is the basis for retaining people. Enterprises do not have a good system. The recruited workers also spend a lot of time helping others train their employees. Businesses do not have good development opportunities for employees, and they do not help them plan their lives, just when they are the tools of production. After a long time, employees will lack the motivation to learn, without enthusiasm, their inertia will come out, so that they will feel that there is no room for career development, so they generally choose to resign. Therefore, enterprises must retain their employees, especially to retain the core employees, not only to provide generous bonus treatment, but also to constantly charge and pressurize employees to meet their needs for continuous improvement, and to experience at work. The fun and self-worth of the challenge is the real secret of modern companies.
Second, incentives are the magic weapon for retaining people. They are divided into different levels, different positions and different assessment mechanisms. When employees enter the company, there must be a clear incentive mechanism for employees of different levels to have different goals. Incentives are really feasible, not to draw cakes to fill the hunger. Many large enterprises now have no effective incentives for executives and middle-level cadres, which has a lot to do with the culture of the company and the boss of the company. Sharing the development results of enterprises is to give certain talents a certain treatment to him, including options, equity, and dividends. It cannot be motivated by slogans and ideological work. It is unrealistic to give dedication. In a company's distribution policy, employees must feel balanced in pay and return so that they can realize their potential. After adopting the incentive mechanism of labor shareholding system, employees become one of the shareholders of the company. If they leave the company, they will return the equity. Who will give this fat to the mouth?
Third, a good corporate culture is to retain people's foundations. To retain people, companies must have standards. Enterprises provide platforms to employees, and employees are required to do so. At the same time, employees also have the same standards or requirements for you to cooperate. The selection of people must match the enterprise and the status quo. It cannot be separated from reality. What space can you give employees, and how much return they will have. The key to staying is the boss's heart. How to have a good corporate culture and care to keep managers is a problem that the boss must think about. Of course, the establishment of the core culture of the enterprise cannot be done overnight. In the process of development, an enterprise must implement the core culture construction in order to attract outstanding talents to stay. The liquidity of executives is now too large, which is related to the heart of the business owner. Mainly reflected in the standard of asymmetry. There is no balance to the expectations of employees for the company, there is no room for development.
With the non-stop development of the LED industry, the survival of the fittest of LED companies has begun to intensify, which is the inevitable result of market development. Perhaps in the next five years, the phenomenon of industrial reshuffle will be more obvious. Enterprises will face a very severe situation. Under the market guidelines of LED industry to eat small fish and fast fish to eat slow fish, some are smaller and weaker. The LED company directly faces the fate of being eliminated by the market and will be the normal state of the industry. As we all know, talent is the basis of competition, especially the current lighting industry is in a period of rapid transition, and the application of talent is half the success.