 A pit left after the departure of an employee, not to find someone to fill it up. In general, the loss of core personnel, at least 1-2 months of recruitment, 3 months of adaptation, 6 months of integration; In addition, there is an equivalent recruitment fee of 4 months salary, more than 40% failure rate. After leaving the company, from finding new people to newcomers successfully get started, just replacement costs up to 150% of the annual salary of resigning employees, leaving the management staff is more expensive. Even more tangled is the fact that authorities estimate that the departure of one employee causes the idea of leaving about three employees. According to this calculation, if the employee turnover rate is 10%, 30% of the employees are looking for a job. If the employee leaves the company At 20%, 60% of employees are looking for work. Employees leave for three months and two years leave, very different! Of the reasons for leaving the staff, of course, you can quote a celebrity point of view, is nothing more than two: the money did not give place, the heart wronged. Different levels and different working age staff leave their jobs, in fact, more complex, all-inclusive reason. 1, 2 weeks leave employment After leaving for 2 weeks, it shows that there is a big gap between actual conditions and expectations of new employees, including the first feelings of company environment, on-the-job training, treatment, system and so on. In the job interviews, put the actual situation as clear as possible, do not hide or render, so that new employees to objectively understand his new club, so there will be no great psychological gap, do not worry about the upcoming newcomers do not Come, the go always can not stay. And then the work of all aspects of the entry system to sort out, including recruiting to inform the entry, reporting, induction training and employment departments and other sectors, taking full account of new feelings and inner needs, systematic planning and introduction, so that new feelings Respected, valued, let him know what he wants to understand. 2, 3 months leave the job 3 months after leaving the job, mainly related to the work itself. This may indicate some problems in the company's job setting, job responsibilities, qualifications, interview standards, etc., which aspects need to be carefully examined so as to remedy the situation promptly and reduce ineffective labor in the recruitment process. 3, 6 months leave the job 6 months after leaving the job, most of them are directly related to the supervisor's leadership.HR To find ways for the company's managers to receive leadership training, to understand and master the basic leadership should have the quality managers should understand the superiority and To match his strengths and job responsibilities, to maximize the effectiveness of the company, but also allow employees to reflect his value. A good manager is a coach, he has the obligation and responsibility to explore the potential and advantages, and develop subordinates, as subordinates success of an important driving force for the same department for a leadership result may be completely different, the same group of employees may performance On the other hand, one may be full of combat power, passionate, the other may complain about the sky, the team loose, leaving frequently. Direct superiors should be the first to understand the subordinate's various trends and tendencies, his sentence may solve the problem can also cause conflicts, if not handled well, the morale of the team down, combat decline, it will enter a bad cycle, so in a year A team with more left-ups should note that his immediate supervisor may have a problem. 4, 2 years left About 2 years left, generally related to corporate culture when the staff generally have full understanding of the business, all kinds of ways of doing things, relationships, human environment, empowerment, career development, etc. are very comprehensive understanding, and even include corporate strategy , Boss's hobby. As an enterprise, we need to take care of the three provinces every day, aware of the negative factors in the company, the size of the company, and the need for a good working atmosphere for employees to enjoy. 5, 3-5 years left 3 to 5 years of separation and career development related to learning new knowledge and skills, pay to enhance the space is not available, no more senior positions to provide, this time the best solution for employees is to quit, but for businesses, this stage The staff of the largest value, turnover loss greater. Should be based on the needs of different types of employees with different structures and reasonable career development channels; understand the psychological dynamics of employees, listen to their voices; research job market supply and demand, take the initiative to adjust pay, job design, our goal is to retain employees, and other Policy can be considered flexibly adjusted according to the situation. 6, 5 years leave More than 5 years of staff, endurance increased. At this time leaving on the one hand tired of work led to, we need to give him new responsibilities, more innovative work to stimulate their enthusiasm. On the other hand is the personal development and business development speed is not uniform, who slow down the development has become the object of obsolescence, staff neglect learning, stagnation, inevitable be alienated and neglected by the enterprise; business development is too slow, the rise of employees The space can not be opened, employees who are hardworking can not see new hope, they will inevitably find another job. The main reasons for the above turnover from the perspective of working length of time, specifically according to the actual situation to make judgments, make timely adjustments to control the minimum turnover rate, the loss of the enterprise will also be the smallest. In the face of high turnover costs, more importantly, please treat the staff, especially outstanding staff!
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