Teachers in training institutions frequently leave their posts. What do we do? The closer to the end of the year, the more frequent the new round of "job-hopping" phenomenon in training institutions: key teachers leave their jobs collectively and start their own businesses; The decrease of employee satisfaction, some employees kick down the ladder and leave angrily ... for the school, this is a permanent pain. The turnover rate of teachers in training institutions is high. What are the reasons for teachers leaving their jobs? First of all, let's take a look at the survey results of teachers' frequent turnover in training institutions: from the statistical data, we can find that working hours and wages are not the most important reasons for teachers' turnover, only accounting for10%; Moreover, there is great pressure to continue classes and teaching &; There is no room for promotion and a sense of belonging, but it accounts for 82%; At the same time, after investigating most institutions, we found that most outstanding teachers who left their jobs did not stay in the teaching and training industry, but changed careers. At the same time, teachers' career change is not a phenomenon, and the whole industry is facing the problem of excellent employees' career change. Just look at the chat speech, no matter whether the successful teacher is from a prestigious school or not, he is complaining about the "pothole" of this industry. Then, what is the problem in our industry, and why can't we keep talents? 1. Analysis of reasons for leaving: 1. It is doomed that the vacation mode of lonely teaching and training employees is "distorted" from the normal vacation mode. Most teachers in the teaching and training industry rest on Mondays and Tuesdays, while our friends and classmates go out to play on weekends. On weekends, when we are struggling with class, when our tired voices are smoking, we open our circle of friends and all our good friends are showing love. It's sad to think about it ... 2. It's not safe to take money by the hour and chat with a Beijing xdx teacher. I said, "You earn hundreds of thousands of dollars a year. Why do you want to leave your job?" He said: "Because I can get hundreds of thousands now, but I earn by the hour. My dream is to earn so much money in my 40 s, so I want to choose to change careers or start a business. " 3, the holiday is too high. Teachers in the teaching and training industry are usually relaxed, but they will be particularly tired on weekends and winter and summer vacations. They need to attend 10 hours a day, which is different from other industries. For example, employees in other industries are sitting in the office, and they can rest, sleep, chat and eat in the middle of 10 hour. The company can't wait to grab half an hour for dessert in the afternoon. And our 10 hour class time is extremely intense, so we can't be distracted for a minute, so many teachers will be tired to take intravenous drip during the holidays. Frequent high-intensity work is really a big challenge to health. It is very unlikely that the salary will continue to double in the future. For fresh graduates, the salary of teachers in the teaching and training industry is relatively high, and it is no problem for excellent fresh graduates to get a monthly salary of 10k. Compared with the students who graduated from other industries, they will feel that their work is very good, so many outstanding talents will choose the teaching and training industry as their entry choice. But after working for one year, they will find, "Maybe if I work for another five years, it will be 20K/ month at most, and my classmates' salary may be doubled forever. "So, especially outstanding talents will feel that this industry has no future. This is our statistics, about the four main reasons why employees in the education and training industry change careers. Second, the characteristics and solutions of extracurricular training institutions are first of all personnel composition. It is a little underestimated to say that the teachers in training institutions are technical. No matter what the name of the current training institution is, such as famous teachers, professional teams, excellent teaching materials and so on. It is hard to hide the fact that training institutions are mainly composed of people with low academic qualifications and poor employability. Few truly outstanding graduates choose extracurricular training independently, and most of them are helpless. The lonely lifelong setting that "the more holidays, the more classes" scares many people away. In addition, the high salary of teachers in training institutions is at the expense of intensive classes. After ten hours of class a day, people's state can only be described by the word "limping" (I thought I was starving after several months of extracurricular training when I was looking for a job ...) Most of the so-called famous teachers in training institutions have accumulated many years of teaching experience. Of course, I don't deny their teaching ability. I even believe that teachers in some teaching institutions know more about textbooks and teaching than teachers in schools, but this is limited to primary schools and junior high schools, and the reason is probably easy to imagine. The conclusion is that there are two basic logics to retain teachers: one is to suppress teachers' ability and let them continue to have nowhere to go; The second is to encourage them to grow up and ensure that their wages always increase reasonably with their ability and they are unwilling to leave. The first method seems incomprehensible at first glance, but the way of learning and thinking is to follow this logic. The characteristic of xxx is the establishment of a department called Teaching and Research Department, which specializes in studying teaching materials. They make teaching materials for teachers, and teachers are not allowed to copy them and take them out of the company. This has several advantages. First, the technical content of teachers' courses is reduced, the entry threshold is low, and the salary can be reduced accordingly; Secondly, if the teacher leaves, the influence will be reduced. Just change to a scripted teacher and continue to speak according to the progress; Thirdly, because the assembly line class can't exercise any teaching ability, it is difficult for them to find a better home. So how to keep the staff in the teaching and research section? The practice of xxx's organization is to improve the basic salary of the staff of the teaching and research department according to the update and evaluation of the teaching materials (while the salary of the front-line teachers is low, and students need to work hard to accumulate class hours). In this way, relatively speaking, the staff of the teaching and research section are at leisure, with little pressure and arrogance. In addition, there are not many institutions that deal with learning and thinking, and there are even fewer salaries that are more competitive than learning and thinking. Therefore, this method can reduce the turnover rate of teachers in the teaching and research section and reduce the losses caused by the departure of front-line teachers. The second is the cooperation model. No matter what kind of extracurricular training institutions in primary and secondary schools, one-on-one or small classes, we need an employee named "Learning Manager", "teaching consultant" and "education consultant", with various names. Its essence is curriculum sales, that is, selling teachers or courses to parents. In other words, it is a bridge connecting parents, students and teachers. Many times, no matter what the parents ask, the course sales will tell the parents that we have a solution and finally throw it to the teacher. Course sales without moral integrity will even tell parents that we can cultivate students' self-study ability ... Without moral integrity, students who come to training institutions are bound to become more and more dependent! ! So I left my job with a sense of guilt, burdened with all the complaints of my lovers. They will understand when they grow up-take a deep breath of smoke. Why do you want to mention the cooperation model? The purpose of this model is to keep parents' money no matter what. As for teachers, it is ok to build them according to parents' requirements. Is it still difficult for the teacher to act? Because of this, the importance of teachers has been lowered, so I won't mention the course sales and the love and hate of front-line teachers ... The extreme example is xx. Xx claims that their course consultants are highly educated, capable and well versed in teaching methods. They can find out the incurable diseases of students with one finger, and finally throw all kinds of students to all kinds of teachers indiscriminately. Therefore, the salary of teachers in xx is not high and the turnover rate is high, but it doesn't matter. As long as there is a curriculum consultant's mouth, all teachers are omnipotent. Of course, there is one place where I have to say that xx does one-on-one training, and there are indeed several teachers studying how to teach a student. This kind of cooperation really reduces the importance of a single teacher. The conclusion is: reduce the importance of a single teacher and engage in egalitarianism through cooperation ... Third, the salary system Generally speaking, high salary and the method of building famous teachers can not prevent teachers from changing jobs and low salary; It is difficult to guarantee the quality of the course by the way of assembly line class. Taking a balance between the two can give teachers a reasonable evaluation mechanism, evaluate teachers' grades according to the cumulative class hours and the rate of renewal, and provide them with a room for improvement, so that when teachers grow into higher-level teachers, there will be no satisfactory difference in wages after job-hopping; At the same time, all kinds of exams are held, teaching evaluation meetings are held, and training is carried out in this way, and the award-winning teachers are rewarded handsomely. Those who can stay and those who are weak will decide to stay. However, it is suggested that the subject should accept the fact of high turnover rate and focus on how to stabilize the teaching quality of the institution.