Research On The Improvement Strategy Of Employee Engagement In The New Generation Of G Company

The private equity industry in which G company is located is characterized by small scale of personnel and simplification of personnel.At present,G company is in the stage of rapid development,and the new generation employees of G company account for more than 70%,which is the core human resource of G company.Due to the increasingly obvious problem of engagement of the new generation employees of G company,The performance of G company plummets and the efficiency of employees continuously decreases.In order to change the status quo of G company anxiety,in order to increase the efficiency of the company's performance and employee,in this article,through learning predecessors' research results,combined with the knowledge of new generation employee engagement,chose authority Gallup's Q12 measurement tool,carries on the Q12 questionnaire for G company employees,and launched a new generation of G company employees staff interviews,through finishing the questionnaire data and access to important information staff interview,depth study of the new generation of G company employee engagement,and analyze the influence of the main causes of G company engagement.It is found that G company has problems in communication management mechanism,leadership management level,promotion mechanism,organizational fairness,salary level and other aspects at the organizational level.At the personal level,the main influencing factor is the working attitude of employees.The new generation of Employees in G company have poor initiative,lack of stress tolerance and lack of responsibility.At the post level,it is mainly the matching of people and post responsibility that influences the engagement of the new generation of employees.Based on the in-depth study of the personal,post and organizational problems of the new generation of Employee engagement in G Company,this paper proposes strategies to improve the engagement of the new generation of employees on the basis of the theory of psychological contract,incentive theory and contingency of leadership.First of all,on the individual level of the new generation of employees,it isnecessary to create a learning-oriented organizational atmosphere to stimulate employees' awareness of autonomous learning.Through talent inventory,organizing communication and interview,assisting the new generation employees to make career planning,so as to improve the initiative of new generation employees.Secondly,on the job-related level,it is necessary to improve the matching degree of people and posts by sorting out the department's job responsibilities,so that employees can get a sense of achievement on their posts,so as to improve the engagement of the new generation of employees.At the same time,we should improve the comprehensive ability of core positions and timely supplement talents,so that the core team of G Company is in a state of benign competition and stimulate the creativity of new generation employees to the greatest extent.At the organizational level,we should pay special attention to the publicity of information,create an enterprise culture in line with our own development,and establish an effective salary incentive mechanism and promotion mechanism.Aiming at the management and communication problems of the new generation of employees,G company needs to provide targeted training for the different levels new generation employees to improve their leadership management level and communication skills.