What are the dangers of employee turnover?

1. Posts and workplaces are not exhaustive.

2. It does not match the position.

3. Too little guidance and feedback.

4. Too few opportunities for development and improvement are done.

5. Feeling undervalued and unappreciated.

6. Pressure from overwork and work-life imbalance.

7. Loss of confidence and trust in senior leaders.

It is natural for employees to quit if they are incompetent.

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.

Employee turnover shows that the enterprise has problems in employee management, performance, and production, so what is the impact of employee turnover on the enterprise? Next, I have sorted out the relevant content of what are the adverse effects of employee turnover on enterprises, and I hope you like the article!

Personnel problems enterprises must pay attention to the loss of talent is the enterprise can not afford to hurt, the development of the enterprise needs the efforts and struggle of employees, enterprises must find a way to retain talents, and the remaining business of talent can develop and grow.

Impacting operational performance

The shortage of human resources caused by the turnover of employees will directly affect the overall operational performance of the enterprise. At the same time, the addition of a large number of new employees, must cause a decline in average performance, reduce the average performance of employees, when new employees come in, a lot of things and culture of the enterprise are not understood, he cherry friends should have a familiar process with their jobs, which leads to their low work efficiency, affect production, affect performance, and restrict the rapid development of enterprises.

Affect employee morale

The departure of one employee can affect the morale of multiple employees, as it is easy for the departing employee to spread negative remarks about the company. At the same time, the departure of multiple employees can affect the morale of the entire team. The resignation of employees will lead to the calmness of other employees, and they will also discuss it later, and some employees will also be affected, and then resign, and the company will enter a predicament.

Impact on operating costs

The resignation of enterprise employees, enterprises must need to supplement new employees, which virtually greatly increases the cost of recruitment and training, and at the same time, the work efficiency of new employees is low, and the work performance is low, resulting in high operating costs. To train a qualified company employee, the company pays a lot of money, and the new employee is not familiar with many processes, which will directly affect the work efficiency, and then affect the production of the enterprise, and ultimately lead to the production efficiency can not be improved and the production cost increases.

Affect customer satisfaction

The turnover rate of employees will cause the decline of the average working years of employees, and the decline of the average working years will affect the improvement of the overall ability of employees, reduce the overall knowledge and skill level of the enterprise, cause the decline of customer service quality, and thus reduce customer satisfaction, which will lead to customers are unwilling to choose to cooperate with their own companies in the future, and customers will be dissatisfied, and business will slip away.

Affect the long-term development of the enterprise

The high turnover rate of employees will lead to the decline of the overall level of talents in the spine town, and the decline in the overall level of talents must lead to the decline of enterprise competitiveness, and the decline in enterprise competitiveness must affect the long-term development of enterprises.