来源：http://www.zzzhongtebao.com/ 点击次数： 发布时间：2018-05-03
According to the investigation by security personnel, the turnover rate of the security industry is relatively high. This is inseparable from the security industry. Security is generally known as low status, low pay, low quality and low entry threshold. Indeed, the security industry's treatment is not high, and the technical content of work is not high. This has become the reason why some young people choose this job as a transitional period. However, according to the survey by Chengdu security company, about 20% of the total separation security is bound to leave, and the proportion is relatively stable, and the other 80% of the turnover is avoidable.
This requires the efforts of all the security guards and the recruitment of security personnel to reduce the turnover rate of security. We have done the following work for security guard of Chengdu security company.
First of all, we should help the security guard establish a correct view of occupation and fairness. The company is faced with many security problems and different scales of personal judgement. Therefore, absolute fairness can not exist for everyone. The company should help the security guard establish a correct sense of fairness, which can reduce the sense of security. In addition, the company should establish an effective feedback mechanism, through timely communication, the establishment of anonymous mailbox, appeals phone and other channels of complaint, let security confide discontent, the security experience to experience the unfairness of the negative impact to the minimum.
Second, do a good job of security vocational guidance, give security to a sense of security. Like everyone else, security guards also need security in the process of security work. Once they leave, they will lose their jobs or find jobs again. In the design of personal career, leaving security sometimes appears self underestimation. At this time, companies need to provide necessary help for security. On the basis of understanding the personality characteristics, interests and professional needs of security personnel, a feasible plan is put forward. And the manager should understand and analyze the information of all aspects correctly, make a correct evaluation of the security's special ability and potential, help the security guard to understand the road of their career development, and try to save the outstanding security and the backbone.
Finally, the security guard should respect security, give security time enough consideration and set up a security database for leaving office. The decision to resign is sometimes impulsive, or in the mood of the company's pessimistic disappointment. There are some extremes. It is unavoidable to think about it and not fully anticipate future work, life and development. At this point, managers should be able to talk with them so as to calm the impulse of security. The retention of the manager has made the security guard maintain his dignity when he is weak. This will enable the security guard to think twice before making a fresh decision. In addition, the manager should have a long view, as a kind of wealth, a kind of resource, to establish the information of the separation security, to keep the proper contacts, and to let the security feel the concern of the company.
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