Why is there a high turnover rate in a department?

Interpersonal complexities within the department.

The high turnover rate and the fact that no one is trying to solve this problem indicate that the department itself is dispensable, and it is better to lay off the entire department directly, saving the time of both the job seeker and the company. If the turnover rate of the entire company is too high, it means that the entire company has no value in existence, and it is better to run away and go out of business.

I work as a technical expert in a well-known foreign company (Europe and the United States), and the turnover rate of the whole company is below 3% all year round, but at the beginning of last year, the turnover rate of a brother department suddenly exceeded 50%, because many colleagues who left had a good relationship with me, so they had exchanges before leaving, and they all hated this brother without exception. Not close to people, no leave.

It's not good to talk. Dealing with things unfairly and forming gangs. It's not right for people.

In order to lay off employees, some companies have formulated some harsh systems, which make you feel that you have no future in the company, forcing you to resign, some people resign, and some people also blindly resign, mainly because the salary does not meet the expected goals, and their efforts cannot be returned accordingly.

I left last month, and five people left the department in a month. The company is a traditional manufacturing industry, with an office in Beijing and a factory in Shandong. The number of employees in Beijing is simply counted as more than 100 before the Chinese New Year (less than 70 now).

The reason for resignation: the actual treatment is inconsistent with the contract, the signed contracts are all in the company, not issued to individuals, the labor law is useless, and the company has its own set of rhetoric. There is a problem with the entire structure of the company, and the so-called operation director has to mess around with the brand department in addition to managing the marketing department and the investment department, and he doesn't understand anything at all.

The department manager has no say at all.

The company's high turnover rate is mainly due to low wages and benefits. As the saying goes: people die for money, and birds die for food. On the contrary, many people in companies with good wages and benefits can't get into the company if they want to, let alone the problem of high turnover rate.

In addition to the treatment, corporate culture, development prospects, etc., a very big factor is that the grassroots supervisors are relatively poor. Of course, the grassroots supervisor will say, I don't carry this pot, the boss above gives an order, and the grassroots supervisor only has a big stick to pressure the bottom, but there is no reward for the promotion of dates in his hand, and in the face of pressure from both sides of the upper and lower sides, he can only transfer the pressure to the bottom. Therefore, this kind of enterprise with a high turnover rate at the grassroots level must have a problem with the entire management.

Vanke deducted wages and forced tens of thousands of workers to voluntarily leave their jobs and turn to outsourcing. Social security saves hundreds of millions of dollars a year.

The management skills of the department leaders are poor, and there is no means yet. When there is a new task, it will not lead the employees to respond positively, nor will it motivate the employees. After a long time, under heavy pressure, many people will have the idea of leaving, but the manager does not notice at all, and does not talk to the employee in time, so the employee will gradually leave.

It shows that this department has no value in the first place. A department with existential value, resignation will inevitably affect the company's efficiency, the boss would rather raise wages will inevitably find a way to solve the problem of resignation, employees want to leave, naturally there are people who want to keep them. In today's money-only society, it is too simple for people not to leave their jobs, just add money.

If they are reluctant to add money, it means that this department is really not worth the money, and it cannot create benefits comparable to their wages and taxes.

The reason why some companies have a high turnover rate is that it does not meet everyone's expectations, and many companies write very well when recruiting, and provide several paths to promotion. But when I entered, I found that it was completely different from what I had in mind. And it's very tiring to work every day, except that work is work, there is no life at all.

After entering the workplace, the thing that everyone cares about the most is their salary. When most employees leave the company, the most important thing is the company's treatment, whether it is an employee who has just joined the company or an employee who has been with the company for a long time, they first have to meet their daily living expenses. At the same time, you also need to give your children a better environment to grow up, if you put in a lot of effort, but you don't get the rewards you deserve, so that everyone will not stay in this company anymore.

When many employees enter the workplace, the benefits given by HR are very good, but they find that there are various rules and regulations. <>

Because everyone's life is very long, after choosing a certain position, what they care about most is how to go up, what development and promotion opportunities are available. If you can't see any career development space in a job position, you will feel very boring, and you will feel that the job is not worth doing again, so they will choose to change jobs. Therefore, for such enterprises, if they want to retain employees, they must provide employees with a sustainable development platform.

In some large factories, the 996 working system is very common. Everyone's pressure is very high, and they work overtime until they are bald, and their physical condition is getting worse, and when they hear that a programmer has died suddenly at work, it will aggravate everyone's anxiety. They just want to leave this devil-like post, no matter which city they go to develop, it is much better than staying in their current post, and the most important thing is to save their health.

Some companies have a very high turnover rate for several reasons, such as poor benefits, overtime pay, and unpaid wages. This kind of company will make employees see no hope of development, and will naturally leave after getting their salary, and will not continue to work. Such a company will also hire after each monthly payroll, because the employees are gone, and only a few people are left in the company to do the work.

The company's benefits should meet the expectations of employees, and if there is too much difference from the original recruitment conditions, employees will be very dissatisfied. For example, when recruiting, the basic salary was 4,000, but now the basic salary is only 2,000, and the bonus is not much, which is simply the gap between the ideal and the reality. Naturally, employees will not continue to stay, and they will no longer be oppressed by the company.

Some straight-tempered employees will also apply for labor arbitration to let the company pay their own compensation, and it will not be like that. These companies did not sign contracts for their employees at all, nor did they buy five insurances and one housing fund for employees. This will also make the company feel particularly afraid, and it will hurry up to give the money, and dare not be checked by the relevant departments.

There are also some companies that are particularly xenophobic, where everyone works in a small circle, as if it were a palace fight, and new gossip happens every day. Such a company will make some people unbearable, even if the salary will be particularly high. After all, not all people have the energy to intrigue with others, and most people want to work well and don't want to care about these extra things at all.

I also hope that all people will treat their part-time job as a part-time job, not because the company is your own, and don't always stumble on others. Only by making achievements will the leader value you, and then you can get a relatively high position and salary. Instead of spending time and effort on gossip, it is better to work hard to do your job well.

The environment in the workplace is complex, and many people will not be able to adapt to it. And the company's leaders are not very good to the employees, which will make these employees have no nostalgia for the company.

Mainly because the company has no development prospects, or there is no way to be qualified for the position with personal ability, and there is no way to integrate into the company's atmosphere, so they will choose to leave. There are problems in the management, or the company's development is unstable, or it may be that the income distribution is unfair, or the rewards and punishments are improper, and there is no promotion system, which will lead to a relatively high turnover rate.

It may be that the atmosphere of the company is not good, or the leader's attitude towards subordinates is not good, or it may be that the salary is not high, or the employee feels that his or her contribution is not proportional to the salary, or it may be that the pressure is too much.

It may be that the company's salary and performance management is unreasonable, and employees do not get the expectation value, or close to the expectation value, so they will choose to leave such a company.

The turnover rate of a company is too high, which indicates that the company has the following problems: poor management, not suitable for talent growth, no incentive mechanism, poor efficiency, and the company belongs to a backward industry.

It shows that the office culture is too poor, and colleagues are fighting openly and secretly, forming gangs; The company's benefits are too poor, especially the low wages; There are many work requirements, and the assessment is frequent, and the punishment is large.

It shows that the company has problems in terms of management system, poor treatment of employees, frequent overtime, difficult promotion and little room for development.

The company's production efficiency can not be maintained in a stable state, the company does not have long-term orders, the company does not give employees enough protection, the company's wages are relatively low, and the company has great hidden dangers in managing employees.

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 company's high turnover rate is followedIndustry development, promotion space, and company cultureRelative. Like some large companies, it is time to go to work to get off work, there will be no overtime or other actions that make employees unconvinced, even if they work overtime, they will be informed in advance, and some projects need to be rushed out of overtime, and employees will be informed in advance that the employees have accepted it, and overtime will be established; Otherwise, it is forced to work overtime, and some small leaders are more wealthy than big leaders, and there are countless examples of the bottom oppressing the bottom.

As far as the development of the industry is concerned, employees are not just looking at the work and only know how to work hard, but also the future trend of the industry, future planning, and corporate cultureEven if he is a pure labor employee of Foxconn's production line, he has to think about future promotions. Therefore, the leaders who draw a big pie are too low-level and too low-level leaders, and employees are nothing more than considering salaries, promotions, and various benefits; The boss exploits, squeezes, and suppresses the employees like the landlord, which makes people incomprehensible, especially the low-level employees, especially the low-level jobs such as factory production lines, security, and salesmen, who are completely scolded by the boss as grandsons.

Some bosses get along well with their employees, have dinners, give some favors, etc., work is not friends, buddies and brotherhood, work is to make money, money is the most real...It's impossible to keep people by feelings, it's just how much effort to give, don't talk about things outside of work.

Some employees can be independent, but the boss thinks that it is what the employee should be, and does not give a salary increase and promotion, and the employee cannot see the future and hope, so of course he resigns. If you don't get the reward for your efforts, you will definitely have to leave. It is difficult for employees to find a good boss; It's also hard for the boss to find a good employee.

I hope that all business owners and employees in various industries can be honest with each other and have something to say. Some leaders will not have something to say, so that the employees under them will not have anything to say, who can blame this? Once you have the time to spy on the interests of employees, employees will also have the mentality of being vigilant, who can blame this?

Meetings three times a day, as if the meaning of work is to have a meeting, implement itAll work and attitudes focus on the word "implementation".

Peng Xiaoyong: Why is your company have a high turnover rate? Founder of Huajun Investment Consulting, former senior professional manager of Huawei, former senior vice president of Lianjian Optoelectronics (300269), general manager of investment center, Qianhai Venture Capital Incubator, M&A Elite Hui, Beiqing Think Tank Business School, Junhan Business School, and Huawei Gold Medal Lecturer.

The company's high turnover rate indicates that the company's work is relatively hard and stressful, and then the pay and return can not become the best salary, and various benefits should not be particularly good.

The company's high turnover rate indicates that the company's salary is low, often works overtime very late, there is no rest time, there is no five insurances and one housing fund, and there are no development prospects, so the turnover rate is high!

That must indicate that the company's management system is problematic, and it is not good at promoting talents. The wage system is not reasonable.