Why does the resignation of one employee make three employees lose motivation?

Managers should be alert that the loss of an employee will not only bring financial costs such as recruitment, induction training, other training and "warm-up" time to reach the peak of productivity, but also have a more terrible impact on the morale of other employees in the company. The departure of an excellent employee will make at least three employees start to consider leaving.

For enterprises, employee turnover is a topic that will never be out of date.

According to the research of Guanghui He Yi, the average turnover rate of global employees will reach 23% from 20 13 to 20 18, and in our Asia-Pacific region, with the expansion of the middle class, the average turnover rate of employees will reach 24% in the next five years.

In the previous article, Senior Sister repeatedly mentioned the high cost brought by employee turnover to enterprises:

Generally speaking, employee turnover will bring at least two months of recruitment, three months of adaptation and six months of integration. In addition, it will bring the recruitment fee equivalent to 4 months' salary and the failure rate of more than 40%.

It can be said that the cost of single replacement is as high as 150% of the annual salary of the resigned employees, from recruiting new people to getting started smoothly.

If the resigned employee is the core employee in an important position, the cost will be higher and the loss will be as high as 400% of the employee's annual salary.

This is not the most terrible.

What makes managers more alert is that losing an employee will not only bring financial costs such as recruitment, induction training, other training and "warm-up" time to reach the peak of productivity, but also have a more terrible impact on the morale of other employees in the company.

The departure of an excellent employee will make at least three employees start to consider leaving.

Resignation is a personal decision, but why can a stone stir up a thousand waves, replicate and spread like a virus, and drive other employees to fluctuate?

First of all, employee turnover breaks the comfort zone of team atmosphere.

The so-called "comfort zone" refers to a person's psychological state and habitual behavior pattern, in which people will feel comfortable. In this "comfort zone", everyone will feel comfortable, relaxed, stable, controllable and safe.

Once out of this area or the "comfort zone" is broken, we will feel embarrassed, uncomfortable or unaccustomed.

A stable team atmosphere is a "comfort zone" for employees to work. When the employees in the team leave, the original stable "comfort zone" will be broken, which will be unbalanced and bring uncomfortable feelings to other employees.

If the resigned employee is the manager of the team, it will bring more discomfort to other employees.

However, this inadaptability to break the "comfort zone" is natural and short-lived for other employees. The reason why losing an employee will make at least three employees consider leaving their jobs is mainly because the reasons behind leaving their jobs have brought anxiety to other employees.

1, lose confidence in managers

There is a saying about employees leaving their jobs: most people give up not their jobs, but their bosses.

This sentence is based on data.

According to a research data of HayGroup of Heyi Group, 75% employees quit their jobs not because of their jobs, but because of their bosses. That is what we often say: "Join the company and leave the company because of the immediate leadership".

Managers delegate limited power to employees, and employees can't exert their fists and realize self-learning and progress; When formulating the assessment system, we overemphasize business figures, taking figures as the only measure, while ignoring employees' fighting capacity, team spirit, challenge spirit and creativity; Poor communication, unable to deal with the relationship with employees in time; Lack of motivation and inability to keep employees in a good and exciting working condition ..... these are all reasons that can lead employees to leave their jobs.

When an employee chooses to leave because of management problems, other employees will also map their sense of incompetence to themselves and feel the same.

2. Concerns about development prospects

This situation is more likely to happen in the start-up period and recession period of the company.

Companies in the initial stage are usually unable to provide the same competitive salary and treatment as those in the developing and mature stages, and their development prospects are relatively unclear. It is necessary for employees to maintain a high degree of consistency with the corporate culture, so that they can be confident to devote themselves to their work and gamble on the future of the company.

For companies in decline, in fact, eight words can sum up employees' concerns: are there any eggs under the nest?

Everyone will care about their future.

Therefore, every time an employee leaves his job, he will shake the confidence of other employees and fall into worries about the company, especially the personal development prospects.

Can the company prosper? With the boss's pattern, courage and ability, can the company develop? Can you continue to add value to yourself by working in the company, help yourself get opportunities for career development and saving money, and realize your value with the help of the platform?

Without confidence, how to stabilize the morale of the army?

3. Dissatisfied with salary

We can't deny that salary is still the biggest incentive factor, and the first concern of employees is salary.

In the course of operation, many enterprises, facing the salary problem of employees, first consider the cost of enterprises, not the value of employees. Therefore, when employees raise the issue of salary, enterprises always deliberately avoid it, and the welfare of employees can also be reduced. In short, it is to squeeze the labor force of employees to the maximum at the lowest cost.

This is the biggest contradiction between enterprises and employees, and it is also the fundamental reason why most employees leave their jobs.

When an employee leaves for a better future and gets a higher salary, other employees find that they deserve a better price.

If it were you, would you also consider leaving?

4, the collapse of the workload.

As we said just now, the loss of an employee will bring at least two months of recruitment, three months of adaptation and six months of integration.

If the newly recruited employees can't integrate, this process will have to be repeated.

However, people are gone and life is still there.

For example, a job was originally shared by two people. One employee left, and the rest doubled their workload. At least at this stage when no replacement has been found, the workload of watching him every day will collapse.

The extra work here has not been completed before, and the quality of my own work there has also been affected.

One employee's resignation can affect at least three employees, mainly because he sees his future situation or shadow in the resigned employees.

Therefore, when employees resign, enterprises should not only pay attention to the negative emotions of employees, but also explore the reasons behind the negative emotions and find out what employees are really worried about. Examine the possible problems in the enterprise through the reasons for employees' resignation, and establish clear improvement policies even if adjustments are made to avoid the low morale or even the resignation tide caused by an employee's resignation.