I have heard countless complaints from people with lofty ideals and I have seen countless talents, because the boss always can not attach importance to the selection of talents and leave them in a dark way.

When we persuade the bosses to understand that people are the most important, there is no encouraging morale, no core team, no attractive corporate culture, no retraining, no effective incentive mechanism, any enterprise will be pernex.

However, the boss always ignores the importance of talents, and constantly emphasizes performance, enterprise expansion and market competition.

As we all know, all these are accomplished by talents.

Don't expect your efforts to make changes to CEOs or even enterprises. In some companies, once the business performance is down, what human resources, training and corporate culture are all ignored by the CEOs.

From their point of view, it is their own money and their hard primitive accumulation.

When he saw his money flowing away like this, where did he have the energy to focus on the loss of talents? For him, anyway, money came, and people would come naturally.

Even if the company does not make money, do not belittle culture. Culture determines whether the company can grow and last.

The loyalty of employees needs to be condensed by culture. The management style of supervisors needs to be guided by culture.

In management, there are many rules that should be observed, such as the rigidity of wages. There are many minefields that can not be touched, such as honesty.

Win the trust of employees with concern and respect, create a frank, pparent, positive and upward atmosphere.

The necessary cost input is necessary, because the ratio of input to output.

Management needs to be exquisite and needs to be considerate for others.

Convey hope to passion.

Talk to them one by one and pay attention to their future.

The principle of keeping people is to retain people's feelings, treat people and keep people in business. Our treatment is hard to get obvious advantages, and the way forward is not smooth sailing.

In this case, emotional retention is the most practical way to stay.

Manage emotions, unite people's hearts, seize every opportunity to capture emotional points.

We must keep this sensitive and delicate.

Do not choose anything.

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Because you are you, what you want to do is your own business.

No one thinks or feels your grievances and pain.

If you live apart, your child is short of fatherly love, whether you can solve it yourself is your private affair.

What is the annual salary? Is it your personal value or your support for your family?

How much is North drift? Is it depressed? There is no complaining and helplessness in the mind. Why is life so helpless that you can't help yourself? You have feelings for him, he doesn't care about you! Work is work, and there is not much emotion.

Even if it's just the most basic.

Also consider the company as its own company.

Only in this way can we quickly integrate into the rapid upgrading.

So, the company is very proud of the company. I want to push the company to success.

It is a proud state of mind to make a company a home and regard itself as a general manager. What seems to be changing now is psychological expectation.

My heart is gone.

But it should also unite people's hearts for the company.

This is HR's lament before leaving.

Rather than adapting to the environment or adapting the environment to your old topic, thinking is more sensible than leaving behind to make painful philosophical thinking.

Job hopping does not mean hard work but hard work for the right place.

Loyalty is a virtue in theory, but loyalty to the extent of harm to oneself can only be a pedantry. Chinese people are often ashamed to talk about money, which is not a healthy state of mind.

The old saying goes: "courtesy is not tiring."

Germany and the enemy are the hearts of heroes.

Flesh and blood, heavy feeling and heavy righteousness mean giving and investing. Sometimes, they can't help themselves.

After paying, we may not be able to repay, or even gain grievances.

Some people will choose rational and mechanical after balancing, and some will change their psychological expectations after adjustment.

The former is more and more self-defense, but tends to be closed, and the latter is more and more capable of striking.

Because of pparency, friends in the circle once joked that they grew up in a greenhouse.

I admit that my experience is not hard enough, but I believe that vitality is strong or weak, not in the environment, but in the seeds.