A company has been interviewing for jobs all the year round, but the staff turnover rate is very high. Why?

What kind of experience is it in a company with high turnover rate?

Iron-clad companies, mobile employees, colleagues leave every day, new faces meet every day, and new people are welcomed in the group every day, but the total number of members in the group is getting less and less.

Then one day, you will suddenly find that you have only been employed for three months and are already an old hand in the company.

The company has no other benefits, but there are many meals after the party. .........

In fact, the turnover rate of emerging industries like Internet companies has always been high.

The internet job search report for the first half of 20 17 shows that compared with the same period of 20 16, the turnover rate of employees in 20 17 increased by 3%, and the overall rate was 14.5%. In other words, the number of active or passive resignations of an Internet company within six months accounts for one sixth of the total number of companies.

However, it is worth noting that resignation is contagious. As long as several colleagues in a company leave or are dismissed one after another, there will be a tense atmosphere in the company: is the company dying? The boss is going to catch people again? Is the leader a demon again?

This kind of environment will make employees feel insecure, so more and more people choose to find a good home and leave early. As a result, more and more people leave their jobs, which is a vicious circle, and the company is increasingly unable to retain people.

Give employees a reason to stay.

In fact, there are several reasons why a person is willing to stay in a certain department, a certain position in a certain company and work all the time:

The salary is very high, and he makes money here.

He can learn a lot of knowledge, master skills, broaden his horizons and improve his ability.

His value is recognized and he can realize his ideal.

He has opportunities for promotion and bright career prospects.

He is happy to work here because he is doing what he likes every day.

For the management of the enterprise, what is the turnover rate of the department? A topic that is always shy to talk about. Especially when you find that you have paid enough sincerity, but you still haven't won the love of employees, you will doubt your personality charm. How should the crisis of brain drain be resolved?

Empathy, suit the remedy to the case

Only by letting employees develop in a certain vertical field and do professional work can the team be stable.

When recruiting, employees must be informed of what career development platform the enterprise can provide. Some inexperienced HR people often ignore this key point and fail to tell the candidates seriously, which leads to the candidates losing interest in the enterprise from the beginning and feeling that there is no room for development.

Especially, the post-90s employees are confused about their career development, and HR has not planned their career development, which easily leads to employee turnover.

As a manager, in addition to helping them plan their career development, they should also carry out psychological counseling (such as: after falling out of love, family difficulties, frustration of colleagues, etc.). Therefore, HR's career is sacred. You need not only excellent professional knowledge, but also some knowledge of psychology and love science to be competent.

Cultivate loyalty with faith

Binding employees' loyalty with faith belongs to the category of top leaders. Managers also belong to this category? Mysterious leader? Believers. Easy to understand, direct and effective, but not a utilitarian goal, nor a religious mission, but a common belief for enterprise members? Work values? At the same time, we should give consideration to everyone's cooperation and division of labor. When you build a good belief system for the team, employees become a member of the enterprise, and they share weal and woe and belong to the same community of destiny. They will not be centrifugal because of temporary setbacks.

Faith will produce strong cohesion, just as the mission of the army will make soldiers understand why they are fighting, so as to faithfully obey the orders of their superiors and overcome the fear of death. However, we should not overestimate the role and significance of faith for employees. If this is an incomprehensible or unattainable mission, employees will give up because it is too difficult and the centrifugal force will be stronger. If it is too easy, it will also make employees despise the value of the enterprise.

When managers use faith tools, don't treat it as a kind of? Must be realized? A lofty goal, but we should change it in an easy way, because with faith, our work will be more comfortable; We found a career that suits our interests; As long as you stick to it, you can have this kind of spiritual pleasure.

Faith is a spontaneous spiritual experience. As long as managers and employees have such team beliefs at the same time, their work and life will become very substantial and will continue to be enriched. Employees will not lose confidence in the enterprise because their goals have not been achieved at a certain stage. Managers will not be shaken by market fluctuations and the suffering of enterprises. Faith is a two-way street, a mission that you and your subordinates stick to together. To achieve this interactive state, the unity of departments can become stronger, and the turnover rate of employees will inevitably decline.