How To Retain Old Employees In Brand Clothing Stores

According to the current rules of the workplace, it is an old employee who has worked in an enterprise for more than three years. According to the survey, now Clothing store With the increase of shopping guide mobility, the number of employees over three years is decreasing. With the increasingly fierce market competition, the departure and absence of excellent employees will surely have an important impact on the greater development of enterprises. In the long run, whether or not to retain excellent employees can stimulate their greatest value and become the key to success or failure of the store business. As the saying goes, it's better to keep your mind than to keep people.

　　 Team needs " Old staff "

The value of an excellent employee in an enterprise is immeasurable. These excellent employees are mostly old employees, and they are intangible assets of enterprises. Enterprises that lack excellent staff will lack the ability to compete and resist risks.

Zhang Qian, from Shandong, has worked as a manager of a foreign trade casual wear chain store in Beijing for 5 years. There are 7 employees in the store, whose working years are over 3 years. According to Wang Xian, although the shop recruits new employees every year, it has a small number. She said that the old staff have always been the backbone of the store, they are very familiar with their work, have a high degree of tacit understanding, and do not make any conventional mistakes, so they can let them do important things. "Most of the old staff in the shop are thirty times, with a steady and responsible sense of responsibility. They are familiar with the enterprise system and workflow, work efficiency is high, let them do things I am very relieved. "

It can be said that old staff is not only an important pillar of the store, but also an example for new employees. Every move of the old staff in daily work plays a leading role. Whether it's good or bad, old employees are always affecting the atmosphere and working environment of the store. "The initial knowledge of new employees is achieved by observing old employees. The biggest impact on new employees is the attitude and working style of the old employees. Therefore, the old employees play an important role in spreading the corporate culture and values.

The most important thing for a shop to grow is to support talented people, and the most important thing for the training of talents is the old people's words and deeds. A good shopping guide is not to recruit an experienced person from outside, but the recruited people may have a very strong business, but they do not necessarily have a sense of identity and cultural affinity to the enterprise. At this time, the best way is to help the old staff with their own help. The old employees become part-time trainers in the company, and regular training not only trains talents for enterprises, but also saves many costs for enterprises.

　　 Employees need "happiness".

According to the theory of corporate culture, Business management The most important thing is the management of people, that is, people centred management. People are the key to the success of enterprises and the core factor of the rise and fall of enterprises. Rational and scientific promotion of employee happiness can bring the maximum benefit of limited resources into full play.

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The importance and support of enterprises to excellent employees can be reflected in many aspects. They can be considered from welfare, bonus and training, and can also be given more support in terms of promotion and so on.

According to the value created by employees in the company, the special incentives in welfare and development not only enhance the cohesion of the excellent staff to the team, but also let the new employees see "example", thereby enhancing the loyalty of the team.

According to Maslow's hierarchy of needs theory, human needs from low to high can be divided into five levels: physiological needs, security needs, social needs, respect for needs, self actualization needs. Happiness actually comes from the gradual realization of these five needs, and the most influential factor is the need for self actualization. The so-called employee happiness is essentially the satisfaction of employees to enterprises and jobs.

Imagine that if employees are dissatisfied, dissatisfied with their company, they can not serve customers with a smile. If employees do not have a high sense of satisfaction and belonging to their own organizations, they will not be able to provide services that satisfy their customers. Then, enterprises can not get customers' recognition and social recognition, and enterprises can not survive and grow. If an employee of a company can't be happy, how can an enterprise grow for a long time?

The pursuit and pursuit of happy life is the natural nature of human beings. Only when employees are happy will they have a sense of identity and attachment to the enterprises, so as to effectively improve the relationship between employees and enterprises and managers, and form a good atmosphere for the same desire and harmonious cohesion. Employees have a pleasant and relaxed working atmosphere, will have enthusiasm and enthusiasm, so as to have higher loyalty to enterprises.

It is not only the responsibility of enterprises but also the inevitable demand and prerequisite for the development of enterprises to enhance their sense of happiness. The essence of enterprise development is the development of employees, that is, constantly satisfying the needs of employees, stimulating employees to realize their own value, giving full play to their potential and making employees the main body and motive force of enterprise development.

Enterprises should constantly meet the needs of employees in this area, and better tap the potential of their employees and give full play to their intelligence and talents. Only in this way can we create a highly qualified staff team who is always concerned about the development of the enterprise and truly with the ups and downs of the enterprise.

　　 Need "motivated" staff

Many employers like to say, "employees are our biggest assets." However, we all know that this sentence is usually just a statement, but not in actual operation.

Many bosses believe that enterprises pay salaries for their employees and employees are effective for enterprises. This is a right thing to do, and what motivates employees?

The problem is that the enterprise does not employ one hand, but a person, whether the person is proactive enough, and the performance of the enterprise is very different. But how can we motivate us?

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Former American president Reagan once said: "giving timely praise and encouragement to subordinates will help them become a special person." A smart leader should be good at commending his subordinates in a timely and moderate way. This kind of "zero cost" incentive often exaggerates the many good subordinates who work for you.

But leaders must be treated differently when motivating their subordinates. Tan Xiaofang, a human resource training expert, thinks that it is best to know what the motivators like most before motivating their subordinates. What is the most annoying thing? What is the most taboo? It is possible to be kind enough to do bad things.

Ten failed leaders, nine do not know how to motivate subordinates. Ten failed enterprises and nine neglected motivating employees. If you refuse to fail, start with motivating your subordinates and employees. Employee motivation is an eternal topic for enterprises and a magic weapon for enterprises to thrive. But the skill of encouragement is like a cloud of fog, so it is hard to master. The same person, speaking at the same speed, has different effects on different people.

Carnegie, a famous American educator, once wrote the world famous "human weakness", "the virtues of humanity" and "the glory of humanity". It became the second best seller in the history of human publishing after the Bible. He pointed out that the first skill in human life is to "not criticize, criticize and complain too much". The second is "sincere praise and encouragement".

How to motivate employees to maximize their potential? This is a problem we often discuss. In pedagogy, there is a key word called "enlightening education" or "appreciation education". What is enlightening education? As the name suggests, students are taught by inspiring ways to improve their academic performance. This method extends to the field of management, temporarily called it "incentive management".

Incentive management is fully aware of the potential and advantages of employees, constantly motivating and motivating them, mobilizing their enthusiasm, and then playing the role of team and creating greater economic benefits. This requires us to pay attention to management methods and methods in management, such as how to motivate employees. This is a topic that can be lengthy. Our entrepreneurs and managers can ask yourself: what kind of incentives do others inspire me? Did I ever shock others when I praised someone? When was the last time I praised others in my work? Did I ever find that some people needed encouragement? If so, did I give them? Did anyone think that I only encouraged others, but I was indifferent to him or depressed him?

It's easy to motivate others. Simply patting people on the back, showing their friendliness, do not lose anything, but also benefit the recipients. A recent study has shown that complimenting others produces the same incentive effect as money incentive. Therefore, bosses must seriously learn and motivate skills and methods.