Now that the company s office staff is losing so fast, is there any way to reduce the turnover of pe

First of all, does your company have clear job responsibilities, and whether these responsibilities can really be implemented in place;

Secondly, whether your company has training, that is, whether employees have received help from the company when they work in your company;

Then, whether your company has professional performance management, that is, whether the efforts of employees are recognized;

In addition, whether your company has a professional HR interview, that is, whether the voice of employees is listened to by an authoritative department;

Finally, whether your company has an objective set salary, that is, whether employees with different abilities receive fair salaries;

You have to think about why this happens, whether there is a problem in the company's welfare, work intensity, management system, corporate culture, etc.

As a business owner or manager, you should know that 80% of the reasons for staff turnover are due to enterprise problems.

You can do a questionnaire survey or interview some company managers to see what the problem is, and then carry out company reform! Let your company not only recruit people, but also retain people.

Let's analyze the cause, there are different solutions.

There are several aspects of general employee comparison work, from the salary and treatment, from the development prospects of the enterprise, and from the work comfort.

Salary is the irreconcilable contradiction between enterprises and employees, which is determined by the mode of production at a certain stage of social development, what enterprises need to do is to refer to the labor value of employees, the salary level of positions in the same industry and the operation of the enterprise to formulate salary.

The development prospect of the enterprise is actually an expectation, which is psychological.

Raise wages and have a good team.

Find a professional human resources consulting company to see if there is a problem with the company's mechanism, or if there is a problem with the salary appraisal system.

1. People-oriented management, let the right people do the right things.

Everyone has different characteristics, including personality, outlook on life, values, technical ability, intellectual ability, social ability, physical and mental capacity, etc. From the perspective of human resources, we should screen the company's employees and help them find jobs that suit their abilities and give better play to their strengths.

2. Advocate the concept of full marketing.

The marketing performance of the enterprise has a direct connection with each employee, and every employee should also have a sense of worry. If the benefits of the enterprise are good, the employees can also get benefits; On the contrary, if the enterprise crosses, everyone loses their jobs, and their lives are not guaranteed.

Therefore, it is recommended to vigorously advocate the concept of employees paying attention to marketing, participating in marketing, and service marketing, giving full play to everyone's customer relationships or marketing methods, encouraging everyone to take the initiative to go out to promote the company's products, and find ways to attract ** or large customers.

4. Conduct public rewards and punishments.

Although the incentive measures in place can not be said to be the driving force of employees' sense of responsibility and enthusiasm, but it is the most effective means, if employees are in a state of doing well and not doing well, the enterprise to achieve a grand development blueprint is also impossible to talk about. Company leaders should constantly criticize and encourage, and set a good example, because the power of example is infinite.

5. Clarify the task standards and implement them effectively.

Let employees always treat their work with a responsible attitude, and the company does not accept any excuses about unfulfilled tasks. At present, the working state of most employees of the company is still in the consciousness stage of "what do you want me to do", rather than "what I want to do", which leads to the passive work of employees and the lack of creativity.

There are many factors that influence employee turnover:

1. Salary issues; I am referring here to the rationality of the salary structure. No matter how good the salary and benefits are, how unreasonable the structure is, it is equivalent to losing its meaning; As an employee of the enterprise, they will only compare the inside and not the outside. If the salary within the company is too unfair to the individual, he will leave with more money.

Therefore, it will involve different pay for the same post, piecework wage distribution, post work arrangement, etc.;

2. There is serious unfairness in management; This is probably the most important reason why a company with such a good benefits package and such a high salary level will lead to so many employee turnovers. I don't know if your company has a piece-rate payroll system or something else. Unfair management will be reflected in:

unfair distribution of work tasks; The good things are easy to do for "your own people", and the bad things are arranged for others to do the dirty work. Do more and do less, do good and bad; There is no Yang who should be praised, and Yang should not be shown to be messed up.

3. The relationship between the internal small team is serious, and there are many small teams, which will make many scattered employees feel insecure or force them to set up small teams. Once there is a conflict between two small teams, whoever has the tougher platform will stay, and the other team will all leave. Therefore, it is necessary to break this small team relationship through superior management intervention and effectively establish a harmonious team relationship;

The problem of personnel loss in enterprises is a normal phenomenon in the case of free flow of talents. Every business exists, but to a different extent. It's a good idea to start with improving employee benefits, but it's only one thing, some companies are better than yours in terms of treatment, but the annual turnover rate is as high as more than 30%, however, they don't think it's abnormal.

Depending on your company's situation, the departure of skilled technicians or engineers will affect production. The solution is to sort out the reasons for leaving the employee, and deal with the reasons for personality in different situations. For common causes, the management should attach great importance to them and actively create conditions to solve them.

Management, find the reason from the management and corporate culture.

Improvement of the environment at the production site, plus training.

Iron battalions, flowing soldiers.

Since the retention of employees often depends on the following aspects, attention should be paid to establishing;

1. The influence of corporate culture. Whether the enterprise has a good corporate culture and whether it has a good cultural atmosphere reflects the influence of the enterprise to a certain extent. It is difficult for an enterprise without influence to have appeal, and an enterprise without appeal will naturally not have a strong cohesion.

In the world's famous enterprises such as General Motors, such as Microsoft, each company has its own unique corporate culture. The same is true for many excellent domestic companies, such as Haier Culture and Vanke Culture, which have become the brand culture that job seekers are eager for.

2. The management style of business leaders. If a small number of employees feel that they are not suitable for the management style of enterprise leaders, employees will also adjust themselves, but if it is the majority, employees will not only not adjust themselves, but also think that this is not their own problem, it is the problem of leadership. After a long time, you will be disgusted with the leader, and you will not devote yourself to the work, and if you can't find a sense of accomplishment in the work, then the fun of work will not be able to talk about.

Work without pleasure is a form of chronic suicide.

3. Enterprise development prospects. An excellent or eager employee is very concerned about the development prospects of the enterprise. Only when the enterprise develops, the employees will have development, the prospect of the enterprise is bleak, the employees can not see the direction of progress, they will lose confidence in the enterprise, and the employees who have no confidence in the enterprise, choose to leave sooner or later.

4. The salary level of the enterprise. At the end of each year, the enterprise should summarize, and the employees should also summarize; Enterprises should take stock of the harvest, and employees should also take stock of the harvest. The hierarchy of needs from Marlos also puts the need for survival at the top of the list.

Therefore, only when a company has a competitive salary level can it effectively retain employees.

You can't ask here, after all, you don't know much about the actual situation of your company. It should be analyzed on a case-by-case basis.

1.You can do an internal customer (employee) satisfaction survey, collect opinions through questionnaires, and make improvements with the most problems.

2.There should be a "reason for leaving" on the exit slip at the time of resignation, which can also be statistically analyzed.

Personnel turnover is a headache that plagues enterprises, every enterprise will have this phenomenon, now employees are generally young people, they are simple-minded, I am used to doing my own thing, lack of perseverance attitude, the loss of basic is also young people. But if churn accounts for nearly one-third of the total, as you said, it's not normal. First of all, you should find problems from the management yourself, the situation of your enterprise is also good for me, I estimate that it is a problem of frequent overtime, young people with high school education and below expect not a good income, they want to have more disposable time, more freedom, so the enterprise should consider the 38 system or 48 system when scheduling, even if the salary is a little lower, it doesn't matter.

Enterprises can collect more opinions from employees, and different groups of people adopt different scheduling systems, and I believe that the situation will be better. In addition, in terms of management, we will find out other problems from the details.

Pay more attention to the employees in life, sometimes, things that can't be bought with money can be bought with heart!

It's OK to turn all these lost people into regular employees.