What should I do if my employees have a high turnover rate?

There is also a look at the connotation of your company culture, a good look at the management of the management of the management of junior high school students, even if they have the ability but do not have the university system of learning after all, unsatisfactory, a company internal personnel rise channel blockage and appointing people can only be a small workshop, look at Deppon logistics recruitment are all college or above, its enterprise is now worth the market, hundreds of millions! It's not that college students always change jobs, it's strange that you put them together with a group of elementary and junior high school students and don't leave, there must be a conflict of ideology and values.

Raise wages! Raise wages! Raise wages!

If the face of the employee is too bad, it will naturally not be retained.

Rectify the cadre style of the management.

The company should cultivate the working ability of employees, pay enough attention, such as strengthening internal and external training, can invite external experts to give lectures to the company, or send employees to study externally.

You should take a look to see if there is a problem, whether the salary and benefits are too low, or whether there are some villains who are messing back and forth in the company.

To retain the hearts of employees, active communication, including verbal communication and non-verbal communication is the most important, good and effective communication can retain talents.

People's grievances are difficult to decompress, and the salary is super low and then deducted, a few people can survive!

If the salary level is too low, you can try to improve the salary, strengthen internal management, save costs and reduce internal friction.

It is necessary to have a perfect incentive mechanism, because the needs of employees are diverse, so it is necessary to retain talents through a variety of incentive channels.

The company should strengthen the construction of corporate culture, publicize the company's humanistic care, publicize the company's positive energy, care more about the life and work of employees, and give condolences on holidays, such as birthday wishes, going out to do activities together, etc.

He wants the horses to run, but he does not give them grazing. "The management method is not advisable, but how much grass the horse eats needs to be analyzed on a case-by-case basis, and a sound compensation system is particularly important. In addition to salary, other benefits are also important, such as housing, travel, training, etc.

General commercial enterprises are interested in the relationship, the company also needs to consider their own salary and benefits at the same time, salary and benefits are the direct reason to attract talents, employees are rushing to the salary, your salary and benefits in the entire level of the line must not be able to retain employees, even if your corporate culture is good, it is just a stepping board for employees to jump ship, to make wedding dresses for others.

Strengthen the career planning of employees, so that employees have a channel for promotion; Open up the promotion channel of technical route and management route, so that everyone in the company can be valued and promoted.

The company's turnover rate is high, and it needs to be considered from many aspects to solve it, which is a systematic problem of enterprise management, and it is recommended to consider the following aspects:

1.whether employees' complaints and complaints are resolved in a timely manner; whether the management cares about employee complaints;

2.If the salary level is too low, you can try to improve the salary, strengthen internal management, save costs and reduce internal friction.

3.What is the working environment of employees, in any case, we should reduce the discharge of wastewater, waste and waste of the enterprise, and reduce the harm of environmental noise to the body;

4.The company should strengthen the construction of corporate culture, publicize the company's humanistic care, publicize the company's positive energy, care more about the life and work of employees, and give condolences on holidays, such as birthday wishes, going out to do activities together, etc.

5.The company should cultivate the work ability of employees, give enough key attention, such as strengthening internal and external training, you can invite external experts to give lectures to the company, and you can also send employees to study externally;

6.Strengthen the enrichment of work, and transfer people who are tired of work;

7.Strengthen the career planning of employees, so that employees have a channel for promotion; Open up the promotion channel of technical route and management route, so that everyone in the company can be valued and promoted.

8.The welfare menu is optimized, and the company's overall welfare treatment remains unchanged, but different people have different needs for various benefits, so employees can choose the benefits; For example, some people pay attention to the shuttle bus to work, some people pay attention to the company's housing, some people pay attention to the labor protection supplies on holidays, and some people hope to have family leave during the winter and summer vacations.

1: Contributions are not recognized, and don't underestimate the impact of simple verbal encouragement, especially for employees who can't motivate themselves.

Everybody loves rewards. Managers need to confirm with employees what they need. For some, it may be a promotion and a raise, for others, it may be public recognition and recognition. If you can do that, they'll work harder.

2: Seize the time and don't panic.

More than half of employees leave because of strained relationships with their bosses. Smart leaders know how to balance the management and humanization of their subordinates' work.

This requires the boss to recognize the achievements of the employees, comfort the employees at the critical stages of the project, and boost their morale. Conversely, a boss who doesn't care about how employees feel can easily lead to employee turnover. A boss who doesn't value his employees is very unpleasant for his employees.

3: Creativity has nowhere to be used, and good employees will always strive to improve themselves. If just being content with the status quo is misusing their talents, it will make them hate this exciting job.

Imprisoning employees' intrinsic desire to improve their knowledge in a narrow cage not only restricts them, but also restricts managers from doing their jobs better.

4: Overwork.

There's nothing like overloading employees to increase turnover.

Overusing employees can really bring a lot of value and keep managers in this cycle. Excessive work causes trouble for employees, as if their excellent performance is not a reward but more like a punishment for them, and the ever-increasing workload also reduces productivity.

5: The interpersonal relationship gap is indifferent and difficult to resolve.

Relationships have not been handled well due to various reasons. Especially when you take some measures and take the initiative to ease and resolve them, you still have a bad relationship with the main leaders and colleagues around you.

It's really boring to work in such a way every day, and choosing to leave and change companies at this time is probably a better choice.

In fact, if you have strong ability, you are not afraid of where you leave your job!

Therefore, in the workplace, cultivating and strengthening one's [professional ability] is the most important thing!

1. Adopt a wide entry and wide exit method in the employment of personnel;

2. Failure to provide sufficient development opportunities for employees;

3. Lack of excellent corporate culture;

4. Employees lack confidence in the future of the enterprise.

1. Resignation procedures.

1. If the labor contract has not expired, it is necessary to submit a written resignation application and an application for termination of the labor contract to the department leader one month in advance, and report to the human resources department after the department leader signs the opinion.

2. The human resources department shall report to the department level by level, and after the approval of the general manager and the chairman, the human resources department shall notify the department leaders to arrange the work handover.

3. Employees need to hand over in turn according to the contents of the "Handover Procedures for Employees Who Suspect Bad Letters", "Work Handover Schedule" and "Goods Handover Sheet", and after the Finance Department settles the loan, the handover is deemed to be completed after the handover is signed and confirmed by both parties and department leaders.

4. If insurance is involved in the salary, the Human Resources Department and the Finance Department shall handle the insurance liquidation and carry out the procedures for insurance reduction.

5. The human resources department counts its attendance this month, reports to the leaders for approval, and pays the employee's salary on the salary settlement date.

6. The human resources department handles the procedures for the termination of the labor contract and issues the "Certificate of Termination of Labor Contract" to the employee, which is required by the employee to the next new unit.

2. How many days does the resignation procedure generally take?

The resignation of the company's employees requires certain procedures, and the procedures to be handled are different according to the different content and nature of the work. The resignation procedure is to carry out a handover of the work in hand, and each company may have slightly different regulations, some of which are more complicated and some of which are simpler.

The company's turnover rate is high, and it needs to be considered from many aspects to solve it, which is a systematic problem of enterprise management, and it is recommended to consider the following aspects:

1.whether employees' complaints and complaints are resolved in a timely manner; whether the management cares about employee complaints;

2.If the salary level is too low, you can try to improve the salary, strengthen internal management, save costs and reduce internal friction.

3.What is the working environment of employees, in any case, we should reduce the discharge of wastewater, waste and waste of the enterprise, and reduce the harm of environmental noise to the body;

4.The company should strengthen the construction of corporate culture, publicize the company's humanistic care, publicize the company's positive energy, care more about the life and work of employees, and give condolences on holidays, such as birthday wishes, going out to do activities together, etc.

5.The company should cultivate the working ability of employees, pay enough attention, such as strengthening internal and external training, can invite external experts to give lectures to the company, or send employees to study externally.

6.Strengthen the enrichment of work, and transfer people who are tired of work;

7.Strengthen the career planning of employees, so that employees have a channel for promotion; Open up the promotion channel of technical route and management route, so that everyone in the company can be valued and promoted.

8.The welfare menu is optimized, and the company's overall welfare treatment remains unchanged, but different people have different needs for various benefits, so employees can have a choice of benefits; For example, some people pay attention to the shuttle bus to work, some people pay attention to the company's housing, some people pay attention to the labor protection supplies on holidays, and some people hope to have family leave during the winter and summer vacations, and the company has a place to accommodate left-behind children to facilitate reunion with their families for a period of time.

Retention: A good system itself is a retention mechanism.

The same problem happens in different companies, and the reason is the problem of corporate culture, people are not willing to stay and work for you.

Either change the corporate culture or keep hiring.

According to my speculation, you can only continue to recruit, right!

First of all, the subject's requirement can only be implemented when there are sufficient funds. But the capital turnover of every enterprise will not be so free, and as a personnel, the boss is unlikely to listen to you. In most companies, the problem is known, and the mistakes are still being made because there is no money.

The strict management of each enterprise only hopes to make employees feel that the company is very formal or to reduce the company's costs in disguise. If the company really makes money, which boss will do it, because every boss knows that this will not keep people, and sometimes it is a helpless move, knowing that it is wrong.

The company's turnover rate is high, and it needs to be considered from many aspects to solve it, which is a systematic problem of enterprise management, and it is recommended to consider the following aspects:

1.whether employees' complaints and complaints are resolved in a timely manner; whether the management cares about employee complaints;

2.If the salary level is too low, you can try to improve the salary, strengthen internal management, save costs and reduce internal friction.

3.What is the working environment of employees, in any case, we should reduce the discharge of wastewater, waste and waste of the enterprise, and reduce the harm of environmental noise to the body;

4.The company should strengthen the construction of corporate culture, publicize the company's humanistic care, publicize the company's positive energy, care more about the life and work of employees, and give condolences on holidays, such as birthday wishes, going out to do activities together, etc.

5.The company should cultivate the working ability of employees, pay enough attention, such as strengthening internal and external training, can invite external experts to give lectures to the company, or send employees to study externally.

6.Strengthen the enrichment of work, and transfer people who are tired of work;

7.Strengthen the career planning of employees, so that employees have a channel for promotion; Open up the promotion channel of technical route and management route, so that everyone in the company can be valued and promoted.

8.The welfare menu is optimized, and the company's overall welfare treatment remains unchanged, but different people have different needs for various benefits, so employees can have a choice of benefits; For example, some people pay attention to the shuttle bus to work, some people pay attention to the company's housing, some people pay attention to the labor protection supplies on holidays, and some people hope to have family leave during the winter and summer vacations, and the company has a place to accommodate left-behind children to facilitate reunion with their families for a period of time.

When a person leaves this organization, it actually has little to do with this organization, but actually has a lot to do with his direct leader. So sometimes we get nervous and say, is the organization not attractive enough, and then make this great person leave? Frankly no, it was because his immediate supervisor asked him to leave the organization, how much influence did this have?

More than 70%. So it is equivalent to saying that in fact, the leader has a very, very direct and specific impact on the efficiency of the organization. Because he plays a huge role in guiding the way, inspiring and reinvigorating hope.

Especially today, when everything is changing, everything is in chaos, everything is tearing apart, or everything is uncertain, then can you make the family firm and hopeful, this is what the leader can do.