How to understand Pareto formula?

Pareto chart is a graphical embodiment of the "28 principle", and 80% of the problems are caused by 20%; Usually, pareto chart can be used to show the proportion of a' problem', and find out the most important reason through graphs, such as a market survey on employee turnover rate. Now I hope to use pareto chart to intuitively show the important reasons for employees' resignation, so as to provide decision-making suggestions for enterprises.

Pareto chart mainly used the idea of' 28 principle' to draw, but from the perspective of drawing, it is only a mixture of column chart and line chart.

When pareto chart is conducted by SPSSAU, it supports two data formats, namely conventional format and weighted data format.

Pareto chart's analysis is based on the' 28 principle', that is, finding out the projects that led to the previous accumulation of 80%, and focusing on and analyzing them. Pareto analysis is relatively flexible, and there is no absolute fixed standard.

SPSSAU operation is as follows:

The results are as follows:

As can be seen from the above figure, a total of eight cumulative totals account for 80.4%, namely, wages and benefits, a large gap between the company's development prospects and expectations, poor incentive mechanism, and few promotion opportunities; At present, I can't give full play to my personal specialties, I have great work pressure, a lack of sense of accomplishment in my work, and my superiors have a poor way of doing things.

Relatively speaking, the first four items (salary and welfare, large gap between the company's development prospects and expectations, poor incentive mechanism and few promotion opportunities) are income-related items such as salary and welfare; The cumulative proportion of these four items is 52.3%, which is a very important reason. The next four items (unable to give full play to one's personal strengths in the current occupation, heavy work pressure, lack of sense of accomplishment in work, and poor way of doing things by superiors) belong to soft issues, and are more related to the attributes of the work itself.

To sum up, the main reason for employee turnover is due to income-related factors such as welfare benefits, which need special attention; Secondly, the related items of employees' job attributes are also important reasons for leaving their jobs, so we should pay more attention to the matching degree between employees' interests and jobs when recruiting employees.