In recent years, there have been such resignation incidents in our ears: Lu left Skyworth and started his own business with a group of people; Back then? Little bully? Duan Yongping ran off to write? Better life? A few years later, a new brand. Better life? Step into the forefront of China's electrical industry. CIIC Foreign Enterprise Service Company conducted a survey on 5,000 employees of foreign enterprises who changed jobs at least once last year, and found that 20% of them changed jobs collectively.
The frequent occurrence of collective job-hopping events reflects the contradiction between bosses and professional managers. How to solve this contradiction? Personally, I think, first of all, we should respect professional managers, see their value, meet their needs with the promotion of value, and let them have a sense of belonging. Secondly, the boss should fully integrate enterprise resources, create a good rising environment and entrepreneurial environment, and let professional managers with strong entrepreneurial desire have a big enough stage to display their ambitions. In addition, collective job-hopping also reflects that there are problems in the human resources strategy of enterprises, and the cadre rotation replacement system is not sound enough to prevent such incidents.
There is an opportunity to take advantage of.
Collective job-hopping shows that there is something wrong with the management mechanism of the enterprise. Some companies only pay attention to short-term interests, but people often resign but no one cares. After a long time, it will inevitably lead to the consequences of collective job hopping. The essence of management lies in control. Many bosses simply don't understand this truth and don't know how to control it. This is also one of the main reasons for the problems in the cooperation between professional managers and bosses. Many business leaders have this idea: 1. What can be done to avoid the phenomenon of collective job-hopping? False peace? Practice actually said: you are not that good. I want to leave, but I'm afraid I can't recruit anyone. It might be better for someone else. What does human resources do? They are in charge of recruiting people, or they are idle. 2. From the perspective of executives, why did they leave their jobs collectively? I think I just added a bigger chip to myself. The ready-made management team can create benefits in a short time, thus consolidating its position in the new home, which is the key to collective job-hopping. The self-satisfaction of executives means that personal charm takes away key personnel and ignores the relationship between employees and corporate interests. Such executives are not competent professional managers.
However, the human resource management of most enterprises still stays in the recruitment training, and does not play a key role. In some enterprises, the so-called team is like a servant, and the loyalty of enterprises often exists only in a few core figures. It is not so much that the top leaders leave the backbone as that the core group of the team leaves. At this time, the board of directors should think about why his employee loyalty is so low, right? Enemy? Alienation or unattractive company. Man struggles upwards, but water flows downwards. This is a normal phenomenon. After all, everyone has the right to pursue their own interests.
Lack of communication
Collective job-hopping leads to a large number of brain drain because of insufficient attention to talents and lack of perfect human resource management mechanism. Post-event control is not as good as post-event control, and post-event control is not as good as pre-event control. Unfortunately, most operators are not aware of this, and it is too late to seek compensation after the wrong decision has caused huge losses. If bosses can give full play to the key role of human resources department, effectively use the retention and appeasement function of human resources management department, and understand the reasons for employees' resignation, then the consumption of human capital for enterprises can be greatly reduced. The bosses of most enterprises don't have much real communication with their senior managers, which largely leads to mistakes in appointment, which is the boss's dereliction of duty. However, not many bosses will think that they have the possibility of dereliction of duty. It is of great benefit to the survival of a company to strengthen the humanistic factors of the enterprise and let employees develop the concept of dependence on the enterprise.
Collective job-hopping is the result of quick success for both enterprises and professional managers.