Thinking about the drunkenness a few months ago, He Yuxin still has relatives in his heart. He pondered asking Yin Jie to make an appointment with Kevin's family another day.

Yin Jie continued to immerse himself in his thoughts, and did not notice He Yuxin's emotional changes. "The rapid development of the economy in China now shows the potential of a stronger market, and society is calling for a workforce with higher knowledge and skills and faster responses," she said. In addition to millions of undergraduate, master's and doctoral graduates, a large number of international students returning from overseas join the job search team every year. In this case, the survival pressure of old employees is very great: if they do not work hard to accumulate performance, they may be eliminated from the last position, and if they work hard, they may not have time to improve their abilities, and they may fall behind and be replaced by fresh blood,... It's impossible to maintain a high level of engagement in the face of this frustrating sense of crisis. So even if the middle and senior management are generally highly engaged, it will not help much to solve this problem for the entire company or even society. How many middle and senior managers can an enterprise have?"

"In order to reduce the turnover rate, the basic salary of employees who have worked for one year will be 5% higher than that of the previous year. But once promoted to the head of the department, the salary base will be several times higher than that of new employees. Even from a cost perspective, it can be extremely difficult to select and promote employees. In this case, an old employee who has worked for many years and has experience and resources, if he is unable to get promoted as he wishes, of course, will find another way. ”

"Wow wow..."

He Ningsheng's child suddenly shouted loudly. instantly attracted the attention of the two parents to himself, and then closed his mouth with satisfaction, and at the same time gave the two of them a sweet smile with a milky taste.

Mother He walked into the room when she heard the sound and found that the couple actually let the baby stay alone in the stroller, and she was immediately unhappy:

"Keeping the baby here is to understand that the two of you have little contact with the baby at work on weekdays, so that you can play with the baby and cultivate feelings. What about yourselves?" she quickly came in and picked up the baby, and said, "I knew that you two would have to talk about work at home, and the baby could be carried by me all the time, without hindering you." ”

She went out with the baby in her arms. He Yuxin and his wife glanced at each other, both a little embarrassed.

"I'll go out and bring the baby in to play, Mom is tired all day!" Yin Jie said with some anxiety.

"It's fine. He Yuxin stretched out her hand to stop her and said, "Mom actually wants to stay with the baby, she just cares that we are both at home and a little embarrassed to take the child." We take the baby to this house every day as soon as we get home, and my parents are embarrassed to go to our house to grab the baby... Let's let them stay together for a while. ”

He turned to Yin Jie and said, "The issue you just mentioned is very important. Several mid-level executives left the company with Kevin, and Santa Fe is now undergoing both internal and industry recruitment. Our employee turnover this year is more pronounced than in previous years, especially for junior and middle managers. I've asked HR to do a special survey and come up with solutions to improve engagement. ”

He Yuxin turned around and picked up the iPad, opened the mind map APP, and said:

Jack Welch believes that there are three measures of a company's robustness: cash flow, customer loyalty, and employee engagement. He wrote "Santa Fe" on the first layer, and "cash flow," "customer loyalty," and "employee engagement" on the second layer.

GE's Jack Welch is Ho's new business idol. The world's most respected CEO has been at GE for 20 years, transforming a bureaucratic company into a vibrant, vibrant corporate giant. Because of his presence, GE's market value has risen from $13 billion when he took office to $500 billion. The ranking has also risen from 10th in the world to 2nd place. The "last elimination system", "borderless law", and "Six Sigma management" advocated by him still influence entrepreneurs around the world.

He goes on to say, "Employee engagement is measured by satisfaction, dedication, and retention. He typed these three words into the third layer.

Yin Jie got up and poured two glasses of water into the living room, and sat down as well.

"First of all, satisfaction, commonly known as employee satisfaction, is the satisfaction that employees get in achieving the expected goals at work. Employee satisfaction is often related to the type of job, the internal environment of the department, and the direct supervisor. ”

"How does Santa Fe improve employee satisfaction?" asks Yin.

He Yuxin replied: "Santa Fe's approach is very simple: first, the system of rewards and punishments is serious, and no equalization of benefits is carried out, the second is to maintain the middle and upper level of welfare in the same industry, and the third is to set up a complaint channel, so that employees can have a channel to complain and obtain a fair result if they encounter unfair treatment." ”

"Is it effective in reducing employee turnover?"

"This system was introduced two years ago, and compared with the turnover situation before the implementation, these measures have a certain effect. There are two main parts of employee turnover in Santa Fe: one is the frequent turnover of junior employees such as warehouse stevedores and drivers, and the other is the annual turnover of middle managers and sales personnel. ”

He Yuxin asked: "How is the turnover of Ning's employees?"

Yin Jie said: "I found an interesting phenomenon in Ningshi. Ning's employee turnover can also be divided into two categories: middle-level staff turnover and grass-roots staff turnover, which are completely different. The turnover of middle-level personnel is infrequent, and it is related to Ning Haoran's quirk of 'subduing others', while the loss of grass-roots personnel is 90% related to work ability. In other words, the loss of grass-roots personnel is basically the result of one-way choice of the company, while the loss of middle-level personnel is the result of one-way choice of employees. Isn't that interesting?"

He Yuxin nodded with a smile and encouraged her to continue:

"Ning's recruitment of grassroots employees has high requirements: at least a bachelor's degree, at least one foreign language proficiency, and average to upper appearance conditions. There are also many soft conditions such as understanding of music and art, interpersonal skills, etc. It stands to reason that employees who can meet Ning's conditions should have a lot of choices, but the stability of these grassroots employees is very high, and no one takes the initiative to leave, even if they are dismissed, they are reluctant to give up. I don't really understand why. Ning's salary setting is in the middle of the industry in the industry. ”

"The loss of middle-level personnel is closely related to Ning Haoran. Through my observations, I found that if Ning Haoran could control himself and not get mad, the satisfaction of middle managers should be much higher. You may not believe it, Ning Haoran is such a strange person, on the one hand, he regards himself as a feudal patriarch and demands unlimited obedience from others, and on the other hand, he provides relatively large development space for the heads of the department, even if he proposed to take back the decision-making power last year, this space is still very large. And he has always been encouraging the positive development of all departments. How so? It seems to me that he is more willing to 'fulfill' these people. It seems that as long as you have the ability, he will provide conditions for you to get on, and generally will not suppress it from work. Look at Alim, and Steven, who still left room to negotiate with him last time when they made a big fuss, and they are still willing to stay after negotiating the terms. ”

From this point of view, Ning Haoran is a good boss. He Yuxin nodded, "I've been worried that he will suddenly attack you, but this has never happened." When I met him and that Bella at the same time at the embassy event last year, I understood why. No matter what shortcomings he has, one thing is undeniable, Ning Haoran is very discerning in selecting people. ”

Yin Jie nodded in agreement: "From Ning's situation, I have preliminarily drawn such a conclusion: there are three necessary conditions for improving middle-level satisfaction: one is to select career-oriented employees, the second is to give enough development space and create a platform to fulfill their career dreams, and the third is to provide relatively high salaries. Of course, it would have been better if Ning Haoran didn't have that kind of strange thinking. ”

"You'd be wrong. He Yuxin said with interest: "I said that Ning Haoran will choose people, not only referring to you heads, but also Bella. Bella is quite a smart and capable woman. Ning Haoran chose her because he saw her characteristics and understood that only she could make up for her shortcomings. From another point of view, Ning Haoran's intermittent seizures have greatly enhanced the value of Bella's existence? You see, because Ning Haoran may have convulsions from time to time, you leaders will have a faint sense of crisis in your daily work, so everyone will consciously restrain themselves from hitting thunder after working hard. Only in this way, risks such as 'pampering and pride' and 'getting carried away' can be avoided, and Ning's has embarked on a positive development track. Once Ning Haoran's personality disorder causes problems, the mutual aid network you have established on weekdays and Bella, the boss lady, will play a role at the same time, protecting the company's structure to the greatest extent and pulling the out-of-control situation back on track. Therefore, Ning Haoran's flaw is good for Ning's. ”

"Are you saying that his character flaws have contributed to a benign business development environment?" Yin Jie really didn't think of this aspect.

"That's right, I mean that. You don't think that the mutual aid network between the heads of the Ning clan was built because of you, I guess, because you did well, you were accepted into this network. ”

"I see. Yin Jie suddenly realized, "So for grassroots employees, can we summarize it like this, the higher the threshold position, as long as the salary is appropriate, the work is fulfilling, and the working environment is not bad, we can improve the satisfaction of employees accordingly?"

"You have a point. The positions with the highest turnover rate at the grassroots level in Santa Fe are warehouse stevedores and drivers, which have a low entry threshold, low salaries, and tiring work. But because all logistics companies need it, and some companies even raise the salaries of temporary workers when they are in urgent need, they are more accustomed to mobility and go where the pay is high. ”

"In that case, the loss of this part of the personnel should not have a big impact on Santa Fe?"

"That's right. I am mainly concerned about the loss of mid-to-high-end personnel. The loss of this part of the population is related to performance. He Yuxin said with a solemn face, "Employee engagement determines the quality and efficiency of work, and the quality and efficiency of employees' work determine the quality and sales of products, which in turn determines customer satisfaction and loyalty, and finally directly affects the company's financial results and future development." He marked them out one by one on the mind map.

That's right, surveys show that a 10% increase in employee engagement is associated with a 4% increase in customer satisfaction, and a 4% increase in the company's bottom line. Yin Jie echoed.

"So, for the problems of this part of the staff, the main thing that needs to be solved is their engagement. "The mouse goes back to the source of it all – engagement.

"How do you improve engagement?" he began to ask himself, "My opinion is, the first thing is to increase employee satisfaction. Let a person full of grievances and frustration pay wholeheartedly for the company, which is completely unrealistic luxury; after solving the problem of employee satisfaction, through the system adjustment to urge employees to strengthen their sense of responsibility, encourage efficient dedication; and finally from the annual profit to allocate a considerable reward fund, feed back to the outstanding contributors, through the demonstration effect again to improve employee satisfaction, forming a virtuous circle. What do you think?" he looked at his wife.

"I think it's good, but the hardest part is the first one: 'improve employee job satisfaction'. The situation is different for each company. I understand how LS can improve employee satisfaction, and I know what is going on with Ning's. But how to improve satisfaction in Santa Fe, have you figured it out?" Yin Jie asked.

"The situation of the Ning clan you just introduced has some inspiration for me. Although the nature of the two companies is different and the department settings are different, the essence of business is the same. To improve employee satisfaction, one is to strictly evaluate the introduction/selection of talents, the second is to provide a higher salary and a relatively good working environment, and the third is to provide a platform for them to dance. ”

He paused and said, "You know how much Kevin touched me! He's the best CFO I've ever met." I now find myself being too stubborn on this point, doesn't a good CFO have to be a good CEO? Kevin and I are different types, and he might be a good business owner in his own way. ”

He said with emotion: "His departure made me think a lot. There might be a second or third Kevin within Santa Fe, and I can't help but want to do something about it when I think they're going to lose them in the future. Maybe I can also learn from Ning Haoran and provide them with a suitable stage to perform... Like you mentioned Alim, will they be willing to leave then?"