What measures should be done about employee turnover?

1. Give room for promotion

In many cases, employees will choose to leave because they feel that they will not grow by staying in the company. If the company can develop an exclusive career development plan for employees, employees will think that they have room for growth in the company, and can rely on their own efforts to reach the position of middle or senior managers step by step, and development incentives are one of the ways to retain employees.

2. Salary incentives

A very classic saying: horses are meant to run, horses are not grass-eaten, and the premise for each employee to stay in the company is to win a reasonable salary. If the company has never had a complete and reasonable salary appraisal system, it will be a very bad situation for employees to pay no return, which will speed up the resignation process of employees.

3. Pay attention to staff training

Both new and existing employees are looking forward to growing in the company. Therefore, HR should promote employee training activities, accelerate the understanding of the company's product system by new employees, and improve the work level of in-service employees. Growth is a very important part of the career development of employees.

Whether it is the accumulation of knowledge or the improvement of behavioral skills, employees must deeply feel that they can grow and harvest by staying in the company.

4. Maintain long-term communication

In essence, HR is the group of employees within the company who understands it best. From the beginning of the job search, the interview contact, until the employee enters the company. Some employees still keep in touch with HR in order to quickly understand the company.

HR is to maintain long-term contact with employees, including whether they encounter doubts at work or institutions, understand the working conditions of employees and contact the employing agency, and contact employees in a timely manner when they find doubts, so as to promote the effective resolution of things.

5. Employee care

It's very simple, for some companies to ignore the concern of employees. Employees get together because of the company, and if they can provide benefits to employees within their ability, they can greatly improve their sense of belonging to the company. For example, the monthly birthday party, or some gifts, holiday coupons, etc., so that employees feel deeply cared for the company, they are part of the company, not just a working relationship.

Employee turnover is indeed inevitable, but we can think from all aspects of employees, understand their feelings, and provide them with a better working environment and compensation benefits. Improve employees' satisfaction with the company, so that they can stay in the company with peace of mind and create more performance.

The normal flow of employees will undoubtedly bring positive effects on the social economy to increase the vitality of enterprises, stimulate talent competition, and promote the rational allocation of human resources.

1. The salary distribution model is backward.

It should be said that this slowness is a very important reason for the loss of personnel. Obviously, the issue of remuneration is the primary factor that employees should consider when deciding whether to leave the company, and a high remuneration package can offset the shortcomings in many other aspects due to a variety of reasons.

2. Lack of goodEnterprise cultureand ambience.

A good corporate culture and atmosphere can provide employees with a more pleasant and comfortable working environment, and can build a more harmonious interpersonal relationship.

On the contrary, if the interpersonal relationship within a company is tense and the company as a whole lacks a positive atmosphere, it will also affect the mental state and ideal pursuit of employees, and then produce the idea of leaving.

3. Improper selection of talents.

One is cronyism, not meritocracy. This is the most common phenomenon in private enterprises. Private businesses tend to be family-owned.

They often delegate important positions to members of their families, and this is often due to kinship.

Choices often mean inefficiency and redundancy, which in turn can make talented people disappointed in the company and choose to leave. The second is the mistake of selecting talents. In terms of hiring and selecting talents, we do not select the most suitable ones.

The professional ethics of the talent hired or selected.

or poor moral character, which is one of the reasons why employees leave the company in the future.

4. Do not pay attention to the development and training of employees.

One is self-motivated.

Employees, while working hard, often look at the development prospects of the work they are engaged in, if the company can not provide employees with a good development prospects, employees will consider making new choices.

More job fairs should be posted, and then more recruits should be made on the Internet.

What should be the way to manage employee turnover?

Analysis of several categories of causes of employee turnover:

1. Salary: When employees think that the salary they get is lower than the value they deserve for the company, it is inevitable for employees to change jobs.

2. Personnel promotion: Napoleon once said that "a soldier who does not want to be a general is not a good soldier", and everyone in the workplace has the desire to be promoted and raised. When the company is unable to provide them with a smooth promotion channel and space for promotion, it is inevitable for employees to change jobs.

Targeted measures:

1. Implement a performance-based salary system to put an end to "eating a big pot of rice".

2. For the second type of problem, the most important thing is to be "fair" and not nepotism because of the intimacy of the relationship.

<> "Hello Dear, employee turnover can have a significant impact on a business, such as decreased productivity, increased costs, reduced team stability, etc. Here are some countermeasures to avoid employee turnover: Provide good compensation and benefits:

Competitive compensation and benefits for employees based on market levels, including health insurance, paid time off, retirement plans, employee benefits, and more. Provide career development: Provide training, promotion opportunities, and cross-functional programs to encourage employee learning and personal development, so that employees feel the opportunity to develop their careers within the company.

Maintain a good working atmosphere: Create a healthy, inclusive, equal and positive work atmosphere, provide support and feedback, and encourage employees to share their success stories and suggestions. Flexible work arrangements available:

Provide flexible working hours and other reasonable work arrangements, such as remote work, flexible working hours, overtime compensation, etc., so that employees can have a better work-life balance and have the freedom to work as needed. Perceive employee needs: Company leaders regularly collect feedback from employees, pay attention to employees' needs, needs, and suggestions, and then take corresponding measures.

Implement performance management: By prudently managing employee performance, providing strong feedback and rewards can encourage employees to do better, fully affirm employees' performance, and enhance employees' sense of identity and satisfaction. Establish effective human resource management:

Recruit and train high-quality personnel, standardize and improve corporate culture and internal rules and regulations, create a safe and healthy working environment, and create a sustainable future for employees. In summary, paying attention to the needs of employees, providing career development, maintaining a good working atmosphere, and providing flexible work arrangements can all reduce employee turnover. In addition, it is very important to create a good human resource management mechanism within the company.