Thinking about solving the high turnover rate of expatriate employees

Foreword: I am just a novice in security. This is also my first time writing something on the Internet. Please forgive me if the writing is not good; if there are any mistakes, please correct me; if there is any dispute , we can discuss the optimal solution together in a civilized manner.

Problems that arise in long-term on-site employees

This is the biggest problem faced by long-term on-site employees in the company. A project can be on-site for 1 year, 2 years, or 3 years. ...The possibility that the company can improve the salary of its employees is very low. First, consider why such a problem occurs: We calculate it on a yearly basis. Party A has a project that needs to be contracted. If there are no major changes, every The annual budget funds are fixed, and the possibility of increasing the budget with each year is too low, or the increase is too small. As a result, the remuneration received by Party B for undertaking this project is basically fixed every year, and Party B sends employees to the site. to Party A. Normal situation: Employees' salaries will inevitably increase with personal growth and years of experience. However, if the total remuneration of the projects undertaken remains unchanged (competition among peers is so fierce now, it is obviously inappropriate for Party A to increase the budget), the company will not If you spend your own money to increase the salary of employees, then you can only not increase the salary of employees, or increase it very little. Obviously, this is an abnormal situation. Employees have not seen an increase in salary for several years, so they can only choose Job hopping.

1. If the company has its own products, on-site employees can recommend the company's products to Party A, and will receive corresponding commissions for successful recommendations. The specific amount requires the company to formulate its own corresponding reward mechanism. If there is no product, you can consider negotiating with other major manufacturers to represent the products

2. To recommend services, the contract terms need to be disclosed to employees. Those tasks are required in the contract, and employees can recommend them based on Party A’s situation. Suitable service. For example: Those who do security operation and maintenance can recommend the construction of secondary security, penetration testing, etc.

I have worked in on-site security services. To be honest, I don’t know which jobs are my own jobs and which jobs are Extra, because I don’t know how the contract between Party A and our company was signed and what was signed. Party A needs to do the construction of waiting guarantee today, and I went to write plans and plans for them. Tomorrow there will be a problem with Party A's company system, and I will have to locate the problem, troubleshoot, write a report, etc. The day after tomorrow, I will report a vulnerability online, and I will have to set up a test environment, reproduce the vulnerability, test patches, etc., and then write down the scope of impact. Assessments, repair suggestions, etc., I have to do whatever Party A needs every day. If I don’t do it, I’m afraid Party A will complain. If I do, I try not to seek help from the company because I’m afraid that the company leaders will think I’m incompetent. . After finishing the report to the company leader, a good leader will also say: I didn’t expect you to have the ability in this area. This is something outside the contract. You can discuss it with the company in the future. It's a bit of comfort. Maybe the leader will add another skill tag to you in his heart. Generally, leaders will say: This is something outside the contract, so you don’t have to do it. (Quietly BB: Brother, I didn’t see the contract, how could I know it was outside the contract). I know that complaining can’t solve the problem, and the work must continue.

3. If employees are willing, transfer employees to projects with higher pay.

4. The company will make a little less profit and give employees a little higher salary. Sometimes people are easily satisfied. As long as you give them hope, they can persevere, lower the amount of each increase, and increase the frequency of increases. For example, it is expected to give an employee an increase of 1,000 this year, and give him an increase of 250 every quarter. Some encouragement will be more effective than a sudden increase of 1,000.

All long-term employees have no sense of belonging to the company. Why is this happening: Employees who have been stationed at Party A for a long time cannot enjoy some of the small favors of the company, nor can they enjoy the benefits of Party A’s company (those who are here Everyone in the company should be broad-minded and not care about this. Applause), for example: The company shouted in the group today to go to the front desk to get an Apple. Everyone in the company went to get it, but it is impossible for those who are stationed outside to do so. An apple gives up the work at hand and goes back to collect it; originally this is a small thing, but people's hearts are like this. If you don't say it, it will leave a knot in your heart; in addition, Party A's company will sometimes give some small favors to their employees, so Party A will consider the on-site personnel; if this accumulates for a long time, the knot in their heart will become bigger and bigger, and various negative emotions will be derived. Of course, this is only one aspect, there are many other things that the company needs to understand, especially some small things.

1. If the company gives out some small benefits, don’t forget to notify the on-site employees separately and tell them to keep it for them. In fact, many employees will answer no, they will not have other ideas in mind, but will be grateful.

2. When the company has important activities, don’t just tell the employees, but also tell Party A’s interface person by the way, and ask them about their work progress and busyness. The leader negotiates to help employees ask for leave, rather than letting employees go there themselves. Tell the leader of Party A that you need to take leave to return to the company to participate in some activities. A good leader of Party A will also understand. Many leaders of Party A will not be happy and make them think that the employees are going back to avoid work.

3. When the company has small activities, just ask the on-site employees. In fact, many will answer that they will not participate, because the on-site employees themselves also know that they may need to work overtime after participating in a small event. It’s not cost-effective to rush the work schedule. But if you don't ask, it will leave a little knot in the heart of others.

4. If you want employees to recognize the company, you must let them understand all aspects of the company. Talk to employees about the company’s progress, breakthroughs, etc., so that employees can understand that the company is making progress and understand the company. What results have been achieved in those areas.

Let me tell you about my personal experience: I was assigned to work abroad for a year on the second day after joining the company. I went back to the company twice and met with both direct leaders. I usually contacted them through other means. For a whole year, I got to know the company. There are two people in the company, one is the direct boss and the other is the HR lady. Because I have work, the boss contacts me, and HR contacts me for other matters. I have never met the other people, so how can I feel a sense of belonging to the company. Other departments have separate group chats. What they are working on, what results they have achieved, and what breakthroughs they have made are all discussed at company meetings. My immediate boss knows, but he will definitely not talk to me about other departments, and I The only time we know what kind of business the company is doing and what breakthroughs the company has made in those areas is at the company's annual meeting. Everyone also knows that when these things are discussed at the annual meeting, most people may be eating and having fun. So, all I know about the company is the introduction on the company’s official website, and what my department (still a department that mainly attends Party A’s presence) is doing. I don’t even know that the company is progressing. I don’t know the company’s deeds that deserve my praise and I don’t know the company’s future development goals. How can I recognize the company? When people ask me about the company's situation, they can only answer with blank eyes and don't know.

----That’s it for now---I’ll write the rest later