Many enterprises regard how to retain talent as a top priority. Indeed, retaining talent has become the cost reduction, efficiency and promotion of many companies.

Two days ago, Shi Yuzhu, who attended the game industry summit forum, revealed his own methods and suggestions to deal with brain drain. Shi Yuzhu revealed that his main way to prevent brain drain is to do ideological work. Generally speaking, there are three aspects:

　　其一，對(duì)公司前景是否認(rèn)同。公司前景是指公司領(lǐng)導(dǎo)層的發(fā)展方向，多數(shù)企業(yè)人才流失都是因?yàn)樽约嚎床坏焦ぷ鞯姆较蚧蛘吒杏X公司的前景不夠明朗，所以才選擇離開。當(dāng)一個(gè)公司可以把員工的激情與奮斗目標(biāo)與公司的理念相結(jié)合，那就非常成功。

such as

　　其二、對(duì)個(gè)人空間是否滿意。有志向的員工都會(huì)有自己的想法，如果一個(gè)立志當(dāng)將軍的兵而我們卻把他一直安排在一個(gè)非常簡(jiǎn)單的崗位，那就有可能出現(xiàn)流失的情況。韓信就是一個(gè)非常好的例子，當(dāng)初蕭何向劉邦舉薦韓信后，但劉邦卻只是給了韓信一個(gè)看糧倉(cāng)的小官。

So Hanxin chose to leave when he was in anger. Later, because "Xiao He was chasing Hanxin" next month, he let Han Xin return to Liu Ying and lay down the land for Liu Bang.

　　其三、個(gè)人收入是不是有意見。打工除了提升能力，就是為了能夠養(yǎng)活自己，養(yǎng)活妻兒老小。也就是工資待遇。多數(shù)情況下，離職的員工都是感覺自己付出的和得到的并不成正比，所以才下定決心離職。

Of course, there are some of these people who are not capable of being opinionated, but do not take all employees who are leaving because they are not well paid.

If we can be competent and pay for our investigation, we can consider increasing wages or bonuses to attract employees to work harder.

If the above three points are negotiated with employees, the possibility of staff turnover will be very low under normal circumstances. Even if the loss is also the painless employees, the core management and the "pillar" staff of the company will be more stable.

Talent is the first main reason for an enterprise to survive. So I hope you can get some results from this article.

Editor: vivi