What should business leaders do in the face of the high turnover rate at the time

If the turnover rate remains high, leaders should formulate corresponding effective measures to reduce the turnover rate according to the reasons for resignation.

The reasons for leaving the company are generally as follows:

1. I feel that the space for personal development in the company is limited;

2. There is a big gap between the salary and personal expectations; (Note: The salary is 15%-20% lower than the average level of the same position in the same region, and employees will complain about the company; The salary is 25% lower than the average level of the same position in the same region, and the employee will most likely choose to leave).

3. The degree of mutual credit between employees and leaders is poor, and it is not easy for employees to communicate with their superiors, and their ideas are not valued by their superiors;

4. Disagreements with leaders on the company's philosophy (most of these occur in the resignation of senior management of the company);

5. The interpersonal relationship of the enterprise is too complicated, resulting in low mood and depressed mood of employees;

6. The company is restructured, shareholders or main operators are replaced, etc., and they are adjusted and resigned;

7. Choose to leave your job for personal reasons (such as choosing to start a business, leaving the city where the company is located, going abroad, going to graduate school, etc.);

8. The company's career planning for employees is not clear, and there is a large gap with personal expectations in terms of employee promotion, training, salary increase, incentives, and taking on more work responsibilities.

9. Poor office environment, such as radiation, noise, passive second-hand smoke, etc.; (This item accounts for a certain proportion of women's reasons for leaving the job);

10. The contract expires or the project (project) expires.

In accordance with the provisions of the Labor Contract Law of the People's Republic of China.

Article 36 The employer and the worker may terminate the labor contract if they reach a consensus through consultation.

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

A more effective reward and punishment mechanism and a rational management system should be established.

Yesterday, a circle of friends in the circle was discussing the slippery theory, their company's turnover rate is higher than that of Li Mo, what is the reason?

In fact, it is very simple, the reason for the high turnover rate is mainly that employees do not see the future, and they get too little by doing too much. Many companies are very demanding, but they can't overpay their employees.

Many entrepreneurs are usually busy with specific businesses and don't think about how to develop in the future. Employees can't see the future, and the better the employees, the more they care about the future. Therefore, entrepreneurs should continue to take the time to think about which product we have more room for development in a year or two, and tell your core employees to give them confidence.

Secondly, it is also necessary to have a sound salary system, not to draw a big pie, so that employees can be promoted and raised through hard work, and to explain clearly what the development of this business has to do with him, and how high the income can bring him in the future.

On the one hand, it shows that the department atmosphere of this department is not harmonious, which leads to more employees staying uncomfortable, and intrigue will inevitably happen, on the one hand, it shows that this department may not pay proportional to the income next to the cave, resulting in more employees leaving, on the other hand, it shows that the department of this department is not well managed, so that employees are uncomfortable, and they do not experience the happiness of working and making money.

The stuffy pants on one side are due to the company's policy problems with this department, such as unreasonable performance lead cover slag efficiency indicators. Second, there are problems in the internal management of the department, or there are problems in the personal working methods of the department leaders. Personal opinion, for reference only.

It indicates that the future of the department is not optimistic, or there is a mismatch between salary and ability. Or maybe there's a-stirring stick in the department.

If the company does not have this phenomenon, but only a certain department, it may be that there is a problem with the management of this department.

Either it's stressful or the salary is low.

The turnover rate is very high, basically every half a month to a month there are employees leaving, and new employees come in, why this situation occurs in this company, there are the following reasons: the boss likes to play power, engage in employee checks and balances, the head office is not many, but the boss especially likes to engage in employee checks and balances, intentionally or unintentionally in front of the employee to show that he does not like another employee, and sometimes even deliberately provokes conflicts between employees, he thinks that it is better to manage the company, the formation of mutual supervision between employees, As everyone knows, this operation has made a small company with only 10 people extremely disunited.

The boss is suspicious, the boss recruits every employee, including the vice president or sales manager, the first 3 months after the entry of employees at all levels, the boss is very trusting, let him do it, but people can not avoid having shortcomings, after three months, the boss will begin to see the shortcomings of the employee, and do not pay attention to his strengths, and do not trust the ability of the employee, the solution is to replace the employee, so this is also the reason for the high turnover rate.

Nepotism, the boss especially likes to use the employees introduced by friends or relatives at home, he thinks that familiar people are easier to use, as a result, half of the people in the company are his relatives and friends, these relatives and friends like to play special in front of ordinary employees, everyone is naturally unwilling to stay. The boss himself has no opinions, limited ability, so the root of the ear is very soft, as soon as he hears which employee in front of him said another employee's shortcomings, he will begin to doubt, slowly question the ability of the said employee, because of this, many employees have left.

Although this is a special case and cannot represent all of them, the turnover rate of a department is too high, and the above situations may occur, in addition to the excessive work pressure of the department, the income does not match the pressure, which is also one of the reasons for the high turnover rate of employees. If you want to reduce the turnover rate of the department, you must adjust it according to the situation after a full investigation, after all, it is not good for the development of the company if the employees are too diligent, and the company that develops well needs to have a group of hardcore employees to support.

It shows that the efforts of this company's department must be seriously disproportionate to the returns, so it discourages many people.

This may indicate that the work pressure in this department is very high, and it is overtime every day, and there is no time to go home at all, so the divorce rate is particularly high.

It shows that the work of this department is too difficult and stressful, and the leaders of this department must be very bad, which is why the turnover rate is so high.

It shows that the threshold for this department is very low, and there is a big difference in the ability of employees, so there is often a loss of employees.

It shows that the pressure in this department is relatively high, and the salary is not very high. There will also be big problems in terms of the system.

The reasons for employee turnover should be analyzed and corrected. In this way, the cohesion of the company can be increased.