Keep people in the bargaining.docVIP

 PAGE \* MERGEFORMAT 9 ‘Keep people’ in the bargaining Compile / renewal ho To persuade a valued employee to give up the idea of departure is that many HR managers a day to day work, but you know, money is not the only bargaining chip. Managers faced with bargaining After three years of recession, the U.S. economy appear to have appeared signs of a rebound: stock price began to rise, interest rates rose faster than most of us expected to be fast, all the signs indicate that the workplace of the warmer just around the corner. But are not commensurate with the overall economic environment, many companies are currently running is still a ‘recruitment freeze’ or ‘delayed recruitment’ policy, for many first-line managers, a direct consequence of this policy is that they start to lose the backbone of men workers. These employees to change jobs are usually targeted at the old owner’s competitors, which are more often than its competitors can be faster and better adapt to economic changes in the environment warmer this large enterprise. If a key employee’s resignation letter has been placed on your desk, while your old business model remains unchanged recruiting, then you should also to consider the employee’s time for bargaining. Should be pointed out that this move does not mean that bargaining should be the prevailing corporate policies (which should not be). In general, an employee will be conducted before a decision left to make careful consideration and comparison, that is, his decision does not come from nowhere to persuade him to change his attitude to stay is not an easy task. In addition, for enterprises, putting in a lot of money trying to keep a person, only to find he made a commitment to other employers, is an unacceptable reality, not to mention a bargaining chip in some enterprises, but only on certain career vision. Many executive search firm, said most people in the receiving enterprise bargaining within 6 months after the still choose to leave.