At the end of the year, there was a great turnover of employees. How should enterprises solve the manpower problem?

At the end of the year, the number of people leaving their jobs has increased, and many enterprises are facing the problem of recruitment difficulties. Our company has been in a state of personnel saturation for a long time.

How do enterprises solve the problem of brain drain?

1, take precautions early, and don't be caught off guard by the resignation tide.

An enterprise, if a large number of employees leave at the end of each year, must start recruiting three months in advance.

Employees leave their jobs in order to have better development and prospects, so we can formulate corresponding welfare policies in the second half of each year, appropriately improve the treatment of employees, and reduce the turnover rate.

2, do a good job in employee communication and interviews, to understand the movements of every employee.

Arrange the management to communicate with their direct subordinates every month, instead of saying hello. You need to know the ideological dynamics of employees through chatting. If employees show the idea of leaving their jobs, they should ask the reasons for leaving their jobs.

If the company can meet some requirements of employees to a certain extent, it can retain effective manpower. Compared with recruiting new people, retaining old talents in the workplace is a wise choice to save money and effort.

3. Take recruitment as a routine work and establish a talent pool.

Our company is short of people all the year round, so recruitment is something that every management should do, and there will be corresponding performance appraisal every month. Management bonus will be deducted if the recruitment task cannot be completed.

Even if your company is not short of people, build a talent pool to prevent large-scale resignation.