Liu Qingshan is a post-80s programmer who works in a small startup company. In order to save costs and expand turnover, companies often undertake some small program development projects at low prices. Due to the high operating cost, there is no extra cost for staff expansion. We can only squeeze a few employees on the job every day. Liu Qingshan has been in the company for three years, and 70% of the time is working overtime until the wee hours. Long-term staying up late and unhealthy work and rest led to a sharp decline in his body immunity. In July this year, he got acute gastritis and was hospitalized.
After leaving the hospital, Liu Qingshan went to his boss, hoping that the other party could give him a raise or increase his holidays, but the boss always refused on the grounds that the entrepreneurial environment was not good enough to save money. Subsequently, Qingshan privately submitted his resume on the recruitment website. After three years of practical experience, he quickly received an offer from a large Internet company. Because I am also a member of the initial stage and have deep feelings for the company, Qingshan hesitated before leaving the company, thinking of fighting with the boss again. If I get a raise, I can stay. I didn't expect the boss to fly into a rage and scold Qingshan for eating inside and picking outside. Finally, the heartbroken Qingshan submitted his resignation report.
0 1 Frequent turnover of personnel is fatal to enterprises.
"Those who get talent will benefit the world, and those who lose talent will lose the world." Without the support of talents, it is difficult for an enterprise to develop in the long run. As a manager of an enterprise, in order to make the enterprise develop steadily and rapidly, we must learn to respect, attach importance to, sympathize with and understand talents, think from the other side's point of view, and realize a win-win situation for both enterprises and talents.
After brain drain, it takes about three months for an enterprise to recruit and train a talent to replace it, and it takes about 1-2 months to adapt to each other. During this period, the costs of enterprise recruitment and personnel training are soaring. After the probation period, it can directly bring value. If you leave your job after the probation period, the enterprise needs to spend time training.
Since the brain drain has such a serious impact on an enterprise, how to save it? First of all, we must know why talents are lost and find out the reasons, so as to suit the remedy to the case.
Six reasons why employees leave their jobs.
1. Overwork often leads to illness.
Many times, poor health is the most important reason for employees to leave. My college classmate went to a newspaper after graduation. I woke up in the morning of June+February in 5438 last year and felt my heart beating fast because I stayed up late every day to catch up with the manuscript. My hand kept shaking, so I asked for leave to go to the hospital. After being diagnosed with arrhythmia, he submitted his resignation. Excessive work will only bring troubles to employees, lead to a decline in efficiency, a vicious circle, and finally lead to the result of resignation.
2. Pay and gain are not in direct proportion.
Many enterprises have no corresponding incentive measures, and do more and do less. However, employees like to be rewarded. A job without motivation will make employees lose the motivation to work and feel that they are not valued by the boss, and the work is meaningless and worthless.
3. Personal and dignity are not protected.
In the workplace, the relationship between many employees and leaders is very unhealthy, and the responsibility and criticism of leaders will dampen the confidence of employees. For example, if the leader doesn't look at it, he directly denies what he has made by staying up late and working overtime for a week, which makes employees feel disrespectful. Another is to promote people who are weaker than themselves to be leaders, which makes employees feel insulted and leads to resignation.
4. There is no room for development and promotion
In many enterprises, the promotion system is very vague. When employees have no goal to move forward, they can reach the ceiling with one hand. Under such circumstances, employees will feel that their development is limited. Excellent employees want to improve themselves all the time. When they develop themselves into useless places and can only idle around and be content with the status quo, they will begin to hate this job.
Managers always fail to keep their promises.
Leaders all have a common feature, that is, drawing cakes for employees. The difference is that some can be realized and some have no results. When meeting a leader who can only draw cakes, but promises equity, dividends, promotion and salary increase, employees will choose to leave even if they stop. After all, an enterprise that often breaks its promise will not develop greatly.
6. Overqualified, life is wasted
Excellent employees are full of enthusiasm for their work. In order to pursue their goals, they will continue to learn and improve their professional satisfaction. But if an enterprise is always overqualified and gives some idle things to outstanding employees, employees will think it is a waste of life. For excellent employees, constantly jumping out of the comfort zone helps to improve their ability, so when they are killed for no reason, they will choose to leave their jobs to pursue more challenging jobs.
In the face of brain drain, smart managers make four moves to break the situation.
1. Move 1: Strictly control the pass to prevent delay.
In order to reduce the staff turnover rate, we must do a good job at the source. When recruiting talents, enterprises must pass strict examination and screening to reduce the impact of the resignation of unqualified employees on enterprises. Because any form of personnel flow will affect the internal stability of enterprises. We should strictly control the recruitment and try to select employees who are more in line with the corporate culture. People are the foundation, and people are right, so the follow-up measures and systems can be effective.
2. Move 2: Provide a platform and give opportunities.
Provide employees with learning opportunities and let them grow. The times are developing, and employees need to keep pace with the times, and they can't start all over again. For an enterprise, it is very important to stimulate the potential of employees.
Liu Chuanzhi, the founder of Lenovo Group, once said to the manager, "It's not your fault that the quality of employees is not high when you first entered the company, but it must be your fault that the quality of employees has not improved after a while."
It can be seen that enterprise training will not only make employees better, but also make the enterprises served by employees better.
3. The third measure: salary matching and appropriate incentives.
Although salary and welfare is not a good medicine to retain employees, it is also an important part. If an enterprise wants to retain talents, it must have a certain reward and punishment mechanism and an excellent salary system, at least not in the middle and lower reaches of the industry. On the other hand, welfare design should be more flexible and humanized, so that employees can feel the warmth of home and feel more secure, so as to devote themselves to their work.
4. Move 4: Survival of the fittest, rational flow
If you want to keep outstanding talents, sometimes you need to be touching. To eliminate some employees with poor performance through the way of survival of the fittest, this rhythm must conform to the rhythm of recruitment. Eliminating bad employees to reduce the unfairness of excellent employees is more conducive to internal unity and work coordination.
Write it at the end
In the face of fierce competition, it is essential for enterprises to seize and retain talents if they want to stand out from many competitors and occupy a favorable position. Only by deeply understanding the causes of personnel turnover, even making adjustments and attaching importance to talents can we avoid the adverse consequences caused by brain drain.