The company continues to lose employees, what is the best solution?

Five types of corporate behaviors that can cause employee turnover.

We're heading into a brand new year, and we're at the perfect point in time to look back at the past. To retain your company's most valuable employees in the year ahead, here are three strategies to consider based on employee attrition data.

1.Build a culture of mutual trust and respect.

As employees leave their jobs for non-compliance with commitments and lack of respect, managing trust and psychological safety is critical to employee satisfaction. Psychological safety is the belief that employees will not be punished for making mistakes. Managers can foster trust and build psychological safety by seeking mutually satisfying outcomes, adopting a learning mindset, seeking feedback, and evaluating the environment.

HR departments can also contribute to these efforts by communicating openly and honestly with employees. The Institute for Human Resource Management recommends establishing an open-door policy that encourages employees to voice their opinions, questions, or grievances.

2.Identify the needs of the individual.

No two employees have experienced the same career challenges and have not had exactly the same goals. Since many employees quit because they don't get enough time or attention from their managers, it's important to have a retention plan in place for personal needs, such as self-discovery and career development. A one-size-fits-all approach to professional development won't work.

You can meet the unique needs of your employees by providing individual tuition reimbursement and/or one-on-one professional coaching.

3.Invest in your employees.

Employee investment isn't just about wages. According to one report, "total compensation" is the second most important factor in employee satisfaction. While not at the top of the list, the biggest pay differences are when employees perceive this factor as important (61%) and employees are satisfied with their compensation (26%).

As a first step, companies can develop a fair approach to compensation determination to remove any uncertainty in compensation decisions. Next, invest in your people and support their development and growth.

Companies want to attract, develop, and retain the best talent. First, get data on employee turnover to understand why your best and best employees are leaving and why others are staying. With this data, companies can meet the individual needs of their employees, build a culture of mutual trust, and invest in employees in many ways, not just salaries and perks.

The market economy competition in today's society is very fierce, and the survival and development of enterprises constantly depend on the independent innovation ability and good management level of the enterprise itself, so it is of great practical significance to avoid the problem of personnel loss for the long-term development of the enterprise. Below I have sorted out the reasons for the loss of employees in enterprises, I hope it will be helpful to you!

1. The management foundation of human resources is weak

At present, most enterprises lack the degree of development of human resource management, and their actual management methods are relatively lagging behind, still staying in the traditional form of personnel management system, and the employment system of enterprises is not perfect. In the specific recruitment process, the channels for personnel recruitment are unreasonable, and the caliber of personnel introduction is not strict. After personnel recruitment enters the enterprise, it is impossible to make a reasonable and effective allocation of human resource management, and it is difficult to achieve the goal of mutual adaptation.

After most employees enter the company, they are generally engaged in'At the same time, most enterprises do not pay enough attention to employee training, lack long-term development vision, only consider immediate economic interests, and are unwilling to invest in the development of human resource management.

2. The competitiveness of the salary package is low

At this stage, most enterprises have the characteristics of small business scale and low economic profits, and the salary and benefits that can be provided are relatively different from the expectations of employees, and the competitiveness is low, which makes the outflow of enterprise personnel.

The remuneration of employees in some enterprises has a certain competitiveness when they enter the company, but the company does not make corresponding adjustments and reforms according to the actual market remuneration and lacks an effective and feasible salary growth mechanism, resulting in the dissatisfaction of employees and resignation.