Before the Spring Festival, most companies will issue year-end bonuses. After a “benefit†at the end of the year, some unwilling employees will choose to go to another company to seek development opportunities. Therefore, before and after the Spring Festival is often the peak season for job-hopping, and the home furnishing industry is no exception. Among the industry insiders that the reporter knows, at least ten have recently replaced their new owners. This year is the peak period of store expansion, and now is the peak job-hopping season. How should home furnishing companies retain people? Statistics from some organizations on recent recruiting companies show that although the home furnishing industry has experienced volatility caused by the property market's macro-tunes, it has produced "labor pains", but in recent years, home furnishing stores and companies have been expanding frequently, regardless of the demand for talent in "quality" Both the number and the number continue to increase. Last week, well-known enterprises such as Guangdong Oupai Group and Guangzhou-Hong Kong Continental Furniture all had large-scale recruitment activities. The data shows that as a whole, in addition to regular sales staff, the demand for various types of talents in design, material selection, construction, inspection and so on is getting wider and wider, and popular positions such as interior designers, design directors, project managers, etc. have grown in demand. All reached more than 100%. Industry average wages have no advantage Although there is a lot of demand for talents in the home furnishing industry, compared with many industries, the salary level of the home furnishing industry has no obvious advantage. Taking designers as an example, many jobs have a basic salary of only more than 1,000 yuan, which is similar to the real estate industry. The design position is obviously much lower. For jobs like store managers, the average salary in the industry is only about 60,000 yuan per year. This level has no advantage over similar positions in other similar industries. Perhaps it is precisely because the industry's average wage level is not too attractive. Among the job-hopping people that reporters know, many are moving to the real estate, media, or home appliance industries with higher average wage levels. Of course, for talents in key positions, many companies still choose to "reserve people". For example, the deputy manager of the product planning recruited by Guangdong Oupai Group has paid an annual salary of about 200,000 yuan. Zeng Yuzhou, the general manager of Liangjia, said that for some middle and senior managers, as long as they are really capable, they will consider giving dry stocks to improve their treatment, which will allow the business performance of the company to be comparable to that of professional managers. At the same time, the income level is increased and a positive and relevant relationship is formed, so that managers are more concerned about the performance of the company. "Treatment and retention" is not enough However, it seems that "treatment and retention" is not enough. The reporter met a person in the industry who just switched to a commercial real estate project. He said that in fact, his treatment is already very high in the home industry. Moving to a new company, the income has not increased, but the original company is only In a typical family operation, some of the ways of doing things in the company are difficult to agree with, and the senior positions are basically controlled by their family members, which also makes them unable to see the prospects and space for continued development in the future. The reporter learned that for traditional industries like home furnishing, senior managers in many companies have not yet been professionalized, and it is quite common for bosses or their families to hold key positions. In this regard, Zhuang Zeyong, the chairman of the club club, believes that first of all, we must let professional people do professional things, and choose the elite in the industry to be professional managers. The trend of the future development of the industry; second, companies also need fresh blood Therefore, it is also necessary to recruit fresh college students. "For university students who have just joined the company, from the perspective of cost, companies may be able to withstand a salary of only one or two thousand yuan, so how to retain the talents? At this time, the company's senior executives should be open and honest. Do n’t talk about one set, do one set, let new employees understand what the company is doing, what is the company ’s development goals, so that new employees can fully recognize the company ’s way of doing things, and have the opportunity to learn, communicate and improve, as long as the Only when the heart is retained can the talent stay. Polyurethane Adhesive And Epdm,Sports Venues Polyurethane Glue ,Binder Course And Wearing Course,Running Track Primer Binder Zibo Century Union New Building Materials Co.,Ltd , https://www.cum-sports.com
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