How high is the turnover cost of employees? Resignation is closely related to people in the workplace. Facing resignation, there are also corresponding costs, and there are many costs to be mastered in resignation. Let's share how high an employee's turnover costs is.

How high is an employee's turnover costs 1? At present, it is the peak of recruitment, and the HR of each company is firmly staring at two major tasks: one is desperately recruiting, eager to dream of an interview, and the other is desperately hugging employees' thighs for fear that someone will leave at this juncture, but the reality is quite worrying.

When HR recruits people:

When employees leave their jobs:

Human resources: .......

Even though it is so difficult to recruit people, many bosses still feel that this is not a problem.

Anyone who leaves the company can still operate. When the employees leave, let TA go. As long as human resources keep recruiting new employees, this hole will be filled sooner or later. besides ...

One less person can lose one salary! Give full play to the maximum value of each employee, assume multiple roles and develop all-round talents. ....

The boss's grandiose words are so beautiful, but the reality is that employees are very smart and difficult to fool, and they can't make money without trying to accumulate experience. That employee can only say: goodbye! !

Human resources: ......

For the boss who has this idea, I, a weak and helpless poor HR, really don't know how to refute the boss.

But I really want to ask my boss, he can understand that an employee's turnover costs is really much higher than you think.

No.: 1

Monetary cost

According to the investigation of the industry, the replacement cost alone is as high as 150% of the annual salary of the resigned employees, and it is even higher if they leave the management.

The cost of personnel turnover is not only as simple as the salary difference before and after, but also includes the cost of releasing recruitment information, the cost of new employees' entry interview and ability evaluation. If you recruit middle and senior positions, it will also involve transportation, accommodation, pre-job training and installation fees.

the second

time cost

After employees leave their jobs, it is not by recruiting new employees that they can fill the holes left behind.

The time cost of pre-recruitment administration, such as publishing recruitment information and receiving resumes, screening candidates, and booking interviews by phone ... If you meet several candidates who stood me up halfway, it can be said that it is quite a waste of time.

Generally speaking, from employee resignation to recruitment, there is at least a recruitment period of 1-2 months, an adaptation period of 3 months and an integration period of 6 months. There is also a recruitment fee equivalent to four months' salary, and the failure rate is over 40%.

Time is the truth of money. HR is probably more profound than anyone else.

But, do you think it's over here? Not exactly.

Apart from the cost of money and time, HR drivers have come to a cruel conclusion: the resignation of one employee will lead to the departure of about three employees. According to this calculation, if the employee turnover rate is 10%, 30% of the employees are looking for a job.

At this time HR is like a frightened bird. It seems that everyone wants to leave, and everyone is suspicious. This is probably the state: everyone wants to quit! !

third place

intangible cost

When calculating employee turnover costs, we should also consider the impact that cannot be quantified. YOYO blocks 50 cents, and there must be companies that have suffered the "loss" of employees leaving their jobs in the following aspects:

1. Decline in business performance: after employees leave the company, the department will be understaffed in stages, which will be unsustainable for a while, and after newcomers join the company, it will also affect the work efficiency in the adaptation stage.

2. Decline in customer satisfaction: After the newcomers join the company, they are not skilled in all aspects of their business and need some time to adapt.

At this time, users' satisfaction tends to decrease, and the proportion of users' complaints will soar in severe cases.

3. Data leakage: Some employees will delete work materials or take away important materials because of personal feelings or the needs of their next job before leaving their jobs, resulting in data loss and data leakage, which will reduce the overall advantage of the company in the market competition.

4. Causing labor disputes and legal proceedings: Due to improper management of employee resignation, the company is at risk of losing in labor arbitration and litigation, which is also a problem that HR needs to face.

There are often HR consultants who ask for help online: how to prevent employees from leaving their jobs?

But this question is so flawed that HR feels unrealistic when asked: how can the average employee only love one company for life?

However, the prevention and control of employee turnover is not without trace, and there are still some operations that can effectively control employee turnover and save costs.

1. Hold the recruitment gate: HR has a buzzword: "slow recruitment, quick resignation". Remember that haste makes waste, and recruiting people quickly is not the goal. The key depends on the comprehensive quality of candidates.

Among them, those candidates who have obvious tendency to leave should be banned as soon as possible. Do a good job in personnel screening and background investigation when necessary.

2. Do a good job in employee training agreement: employee training is a very expensive thing. Add a certain compensation clause or a training agreement specially signed with employees in the labor contract.

The usual practice is to stipulate that employees who leave their jobs within a certain period of time after receiving training should bear the corresponding proportion of training expenses to prevent the loss of employees.

3. Encouragement and recognition of "love": The company needs to establish a corporate culture of mutual respect and appreciation. It's not that you always give employees meaningless praise, but that you need to show real concern for the best interests of employees.

In this way, employees will be more likely to accept key feedback suggestions. It will become more natural when superiors and even colleagues frankly point out that employees need to improve.

If after some efforts, HR still can't keep those employees who are inclined to leave, then don't worry, go through the formalities and say goodbye gracefully.

How high is the turnover cost of employees? It may be a momentary impulse, or it may be the result of deep thought. Before re-employment, many people will choose to enjoy leisure time after leaving their jobs, but "leisure" also needs money. Time is running out and the cost is getting bigger and bigger: when the salary is "rising step by step", spending is not a problem, but when you leave your job, you start to worry ... Can you bear the turnover cost?

Wang Leyan, a 25-year-old resignee, used to be a marketing specialist of a Hong Kong-owned company in Shanghai, and now she is an assistant to the general manager of a private enterprise. After working in Hong Kong-owned Shanghai Branch for 1 year and a half, Wang Leyan officially resigned. "Considering about two months. Last year 1 1 resigned and filled out the resignation application form. "

Wang Leyan once worked as a marketing specialist in this unit, and later participated in some public relations affairs. "Later, a colleague left and didn't hire anyone. It's really hard for me to share some of her work. I work overtime until 8 o'clock every day, but my salary is less than 3,000. "

Wang Leyan is a Shanghainese, but the company is far from home, so he has to punch in at 9: 00 in the morning, so he shared a two-bedroom and one-bedroom apartment near the company with his friends. The monthly rent plus water and electricity is about 1600 yuan. On weekdays, roommates will prepare lunch for her to take and go home to eat and live on weekends. The cost of eating and drinking for one month is about 1, 000 yuan.

"I have always been frugal, and my parents will subsidize me with some pocket money, but even so, I basically belong to the' moonlight family'. "I found this job right after graduation. At that time, I wanted to have a job first, and it was a Hong Kong enterprise. It is really impossible now. " After being retained and handed over, Wang Leyan got a "restitution order" in June+mid-February, 5438.

"Our unit generally leaves early 1 month, and the leader is good to me. It was approved in more than half a month. I asked my colleagues to hand over my things, as well as my work permit, business card and other things to the administration. When I wait for the last month's salary, there is basically nothing for me. "

In the labor contract signed between Wang Leyan and the company, there is no requirement to pay liquidated damages, and the transfer procedures of files and social security are also handled by the administrative department, so there is basically no extra cost for her.

"Before I resigned, I found a good home. Originally, I wanted to join the company in 2008, but the new company asked me to start work at the beginning of 65438 10. I only took a break for half a month and went back to my parents' house. I didn't feel how nervous my life was. The usual expense is to have dinner with friends. "

Rare free time, Wang Leyan and friends get together for dinner and tell her that she has left her job and is spending about 600 yuan's money. "I usually pay by credit card, and I will pay the salary card in full. There is no handling fee, and I will automatically transfer money on the 25th of each month, as long as there is money in the salary card. "

On June+10 this year, she reported to the new company and handed in all materials such as withdrawal slip, ID card, degree certificate, medical insurance book and portfolio when she joined the company. "The new job is an assistant to the general manager of a private company. The monthly salary is less than 6000 yuan after tax. If I live in the old place, I will spend 8 yuan more on transportation, which will basically save half of my money every month. I am still very happy. " Resignation 2: Childe Xu used to be a consultant of a consulting company, but now he is self-employed. He graduated from Childe Xu 2 1 1 key university and is a consultant of a local consulting company. His monthly salary after tax exceeds 1 10,000.

"Resignation is a very helpless decision. I am 28 years old and have been married for 2 years. It's time to think about children. Usually work pressure is high, and I often work overtime on business trips. I have never dared to have children, and people who are almost 30 are watching. "

Considering the problems of the next generation, Childe Xu did not renew the original company contract after three years, and left the company automatically after the handover. "The company is thoughtful. If it is troublesome to ask for maternity leave, I will sign it without much difficulty and don't have to pay liquidated damages. The archives will be transferred to the talent market in Pudong, and insurance and provident fund will be stopped. " Childe Xu's husband is very supportive of her decision and has the ability to bear the basic expenses of the family.

"I am now nursed back to health, drinking Chinese medicine and exercising. Suddenly I don't know what to do when I'm free. I opened an online shop on Taobao, selling clothes I don't wear. I bought a lot before and didn't have time to wear it. There are also some old books and jewels. Business is very light, and I am interested. "

Idle at home, once a strong woman is slowly adapting to the role of housewife. "Cooking has always been done by my husband. I used to hire hourly workers at home, but now I quit. I usually do housework by myself. " "I want to take my own children. I don't think I'll work again for ten or eight years. I wonder if anyone wants to work in the future. I may read another book, but I haven't decided yet. " The plan couldn't keep up with the change, so Childe Xu thought it best to give it up.