It is precisely because of this series of generous benefits that our company's employee voluntary turnover rate has been maintained at a very low level. In recent years, our company's total employee turnover rate has been maintained at around 3%.
After hearing Wu Hao's words, everyone couldn't help but be surprised. It's amazing that a company with tens of thousands of people can maintain a level of 3%.
Both Su Qidong and Tan Yongzhen shook their heads after hearing this. On the one hand, they were of course surprised that Wu Hao and the others had such a low employee turnover rate. On the other hand, they lamented the work that Wu Hao and the others have done in this area. This is what they do no matter what.
Not available.
However, someone still raised his doubts. This was Li Weiguo, who was sitting next to him. He asked Wu Hao: "With such a low turnover rate, are you worried that it will affect the company's normal metabolism of old and new, causing the company to lose money?"
Vitality?”
Indeed, for many large companies, especially some unit departments, the most common problem they encounter is that the metabolism of old and new is relatively slow, which leads to a loss of vitality within their departments or units.
This is just like flowing water that does not rot at the door hinge and does not suffer from beetles. If the water does not flow, no new water comes in, and the water flows out, then the water will soon lose its vitality and eventually become a pool of hopeless stagnant water that exudes a foul smell.
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Wu Hao smiled and shook his head: "No, these three percent or so is our normal old and new metabolic mechanism. As we said, we cherish every employee. As long as they are talents, we will try our best to make them
He stayed.
The reason why these talents have to leave is not only because a few have to leave due to their own reasons, but many times it is because of problems in the company's treatment, benefits, and development.
At this time, we need to solve it in a targeted manner.
On the other hand, it is because we have such a relaxed and pleasant working environment and have adapted to our relaxed and pleasant working environment. Even if these people go to other companies with high salaries, they will not be able to adapt. Many people eventually chose
return.
In this regard, we also have this mechanism, and we will also open a green channel for these employees who come back.
Of course, this does not mean that we will not eliminate people. In fact, our company's internal management from top to bottom adheres to a philosophy, which is to make a living based on one's ability.
Those who are capable will step in, and those who are incompetent will naturally have to make way for those who are capable.
If an employee cannot adapt to his or her job and fails to perform satisfactorily in assessments for several consecutive months, HR or a human resources specialist will go and talk to the employee.
However, this is not to actively persuade them to quit, but to encourage them on the one hand, and on the other hand, it is recommended that they participate in relevant job training courses provided by the company, so as to improve their business capabilities.
After motivation, if the employee's assessment has not changed, then our personnel specialist will talk to the employee and recommend that he undergo job transfer training.
If this employee accepts job transfer training, then he needs to undergo training and re-sign the relevant employment contract. If he does not accept job transfer training, he will have no choice but to be dismissed with regret.
In this regard, we have always provided generous severance compensation in accordance with relevant regulations. The law stipulates N 1, but we usually give it 2. This can be regarded as a thank you to the employees whose names have been changed for their contributions in previous positions."
In fact, one thing Wu Hao did not say is that this kind of severance compensation has a time limit. Generally, employees with less than two years will receive a normal N1 severance allowance. And if employees with more than two years and less than five years resign,
If so, N2 will be given as relevant compensation. As for employees who have been working for more than five years and less than twelve years, N6 will be given as severance compensation as a way of thanking them for their contributions to the company over the years. As for employees who have been with the company for more than 12 years
As for employees, generally they will not resign. If they do, it will be 2N 12. This is also a thank you to these old employees for spending their youth for the company.
Speaking of this, Wu Hao changed the topic and said with a smile: "Actually, there is another reason, that is, our company is currently in a stage of rapid development, has a large demand for talents, and has great development prospects. It is precisely because of this,
This is why we can bring everyone together and work hard towards a common goal.
Of course, in addition to these material rewards, there are also spiritual aspects. We have to set a goal or ideal for everyone. For example, manned spaceflight, lunar exploration, artificial intelligence, medical technology, etc.
It is precisely under the inspiration of these goals and ideals that everyone can concentrate on their efforts and work hard."
After hearing Wu Hao's words, everyone shook their heads while nodding. This kind of mechanism and system can only be implemented in technology companies like Wu Hao and others. It is impossible for them to learn from it.
Have you ever thought that if one day there is a problem in your company and these things cannot be fulfilled, then the employees you maintain with these things will fall apart and leave you. Tan Yongzhen asked Wu Hao.
This question may seem a bit offensive and unfriendly, but in fact it is also a concern or reminder.
Hearing this question, Wu Hao smiled and shook his head: "First of all, for us, as long as we don't act evil, don't take risks, don't violate relevant laws and regulations, and the external environment is not significantly affected, I'm talking about the destruction of the world.
If so, our company will not go bankrupt.
Because we have a huge advantage compared to other companies, that is, we have many core technologies and scientific research results, which will continue to bring us huge profits for a long time to come."
After hearing Wu Hao's words, everyone nodded. It is indeed true. Haoyu Technology is currently looking at a large number of technology patent results. These things will bring very generous benefits to Haoyu Technology every year. This is why even if they are
The situation overseas is somewhat difficult, but it is still developing rapidly and has not been greatly affected.
Unless, as Wu Hao said, they made a mistake, or the world is destroyed, then the human world order collapses, and the entire human race will be greatly affected, not to mention a technology company like Wu Hao.
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On the other hand, we follow the HV model and allocate relevant share incentives to the company's outstanding employees. These generous share returns tie them to the company, making them both prosperous and deprived.
Therefore, they will not abandon the company unless they have to. For us, these talents are the main body of the company and the cornerstone of the company. As long as they are here, the company will not collapse.