In the 21st century, excellent talents are a magic weapon for enterprise development. Everyone's growth must grow with the growth of the company. And everyone's growth will play a good role in promoting the sustainable and healthy development of the company. This is especially true for traditional production companies. In the current development environment, the loss of personnel in the coatings industry is very serious, and retaining talents has become the soft underbelly of the long-term development of coatings companies.
Recently, in the process of communication with various coatings companies, many paint companies are facing the problem of brain drain. In each position, the most serious loss is the sales staff. For a small and medium-sized paint company, in order to control the operating costs of the company, the staffing is more cautious, and the departure of a person will cause great damage to the company. So for the paint company, what is the cause of the loss of the paint company's personnel, and what adverse effects will it bring to the paint company?
First, the work pressure increases
Before 2014, the domestic macro economy maintained rapid development and the market environment was very good. This provided a lot of room for the development of many small and medium-sized coating enterprises. The rapid development of the company made many sales people feel that the market space is developing greatly. The business is also smooth and smooth. However, since entering 2014, the domestic economy has entered a “normalized†development. The development speed of real estate, industrial manufacturing and other industries have experienced different degrees of decline. The downturn in the downstream market has directly affected the development of the coatings industry. In the past, so many people felt that work pressures increased, and income did not reach expectations. Of course, they would "seek another high."
Second, the scope of work has no boundaries
Among the thousands of domestic coatings companies, more than 80% are private enterprises, and the biggest feature of private enterprises is that they have multiple jobs and are subject to temporary arrangements. The marketing staff of a private paint company not only “striking in the front line†of the market, but also returning to the company, but also doing some work such as loading, cleaning and even “serving as a worker†in the workshop. The working hours and scope are not clear, people have to be dark, day and night, and the working environment is extremely sinister. Over time, the disgusting heart of the people will rise, and it is not surprising that people walk.
For small and medium-sized coatings companies, the loss of personnel will have a great impact on the development of enterprises. First, it will increase the operating costs of coatings enterprises. Old employees must replenish new employees after leaving the company. This will inevitably increase recruitment costs and training. cost. And to cultivate a qualified employee, the company pays a lot for it, and the new employee is not familiar with many processes, which will directly affect the work efficiency, and thus affect the production of the enterprise.
Secondly, it will directly affect the core competitiveness of coatings enterprises. The high turnover rate of coatings enterprises will lead to the decline of the overall level of talents, and the decline of the overall level of talents will inevitably lead to the decline of corporate competitiveness, and the core competitiveness is currently domestic. The key to the survival of coatings companies. The competitive pressure between enterprises will continue to increase, and the long-term development of coatings companies must be supported by a core team. If a company’s brain drain is too serious, it will not form core competitiveness, and it will not be able to compete with other companies. Confrontation, the final outcome can be imagined.
Retaining talents is the guarantee for the long-term development of coatings enterprises. It is believed that paint companies want to retain talents and must give employees a good development environment. For coatings enterprises, it is first necessary to establish a sound working mechanism. Every employee knows his or her position and responsibilities. In addition, in the case of unsatisfactory circumstances, coatings companies should use incentives to improve the treatment of employees, and actively introduce some incentives to help employees solve their worries, so that employees can work with peace of mind.
For paint companies, talent cultivation is a strategic issue. The ability of paint companies to create talents is a reflection of the company's ability to develop permanently, and it also determines whether companies can become bigger and stronger. In the long-term development process, coatings companies must establish their own core team, especially in terms of technology, because coatings are a high-pollution industry, so many post-80s and post-90s research work in the coatings industry is not very "cold", many coatings Enterprises are facing a situation in which the green and yellow are not connected. This is fatal for the paint companies. Therefore, in the future development process, in addition to training sales personnel, the paint companies must cultivate their own technical R&D talents so that they can both attack and defend. .
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