What are the causes of knowledge employee turnover?

Five types of corporate behaviors that can cause employee turnover.

1. Affect employee morale.

The departure of one employee can affect the morale of multiple employees, as it is easy for a departing employee to spread negative remarks about the company. At the same time, the departure of multiple employees will affect the morale of the entire team, and people will be affected by others, so the departure of one person will affect the hearts of other people in the company, and some people are likely to leave with it.

2. Affect operating costs.

The resignation of employees must be supplemented with 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. The cost of cultivating a qualified employee is also very high, so employee turnover is a big test for the operating cost of the enterprise.

3. Affect customer satisfaction.

The high employee turnover rate 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, will reduce the overall knowledge and skill level of the enterprise, and cause the decline of customer service quality, thereby reducing customer satisfaction.

4. Affect operational performance.

The shortage of human resources caused by employee turnover 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 decrease in the average performance and reduce the average performance of employees.

5. Affect the long-term development of the enterprise.

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

1 The meaning and characteristics of knowledge workers.

According to the definition of the famous American scholar Peter Drucker, "knowledge worker" refers to "those who grasp and use symbols and concepts to work with knowledge or information." "At that time, it was a manager or executive manager. Today, knowledge workers typically include the majority of white-collar workers, including middle managers, managers, and technical professionals.

Knowledge workers are mainly engaged in intellectual work rather than material production; They usually have a certain depth of thought and creativity; They are usually brave and adept at expressing their opinions.

Key characteristics of a knowledge worker.

High personal quality and corresponding professional expertise. Knowledge workers are generally highly educated, have higher academic qualifications and other abilities, and have more knowledge and mastery of professional knowledge and the latest technology, as well as economics, management and other aspects. They are no longer the traditional labor force that simply sells their labor.

Autonomy and creativity are strong, and the labor process is difficult to monitor. Compared with traditional assembly line operators, knowledge workers work in an autonomous and free working environment, and they pay more attention to self-guidance in their work, and are more energetic and autonomous. Moreover, the labor they engage in is no longer a simple mechanical labor, but relies on their own professional knowledge and comprehensive ability to carry out creative thinking, continuous innovation, and create new knowledge achievements.

Therefore, it is neither feasible nor necessary to monitor the labor processes of knowledge workers.

The desire for self-realization is relatively strong, and spiritual motivation and achievement motivation are valued.

Compared with material needs, knowledge employees pay more attention to the realization of their own value. As a result, they are more willing to take on challenging and creative tasks in order to fully demonstrate their abilities. For them, being praised by the unit and society is the recognition of their ability.

Achievement itself is the best incentive for them, and traditional incentives such as money and promotion take a back seat.