What are the effects of good and bad employee relationship management on employee turnover?

brain drain is a headache for all HR people, and it is also an important link in our personnel management. Here, based on my own experience, I will talk about my analysis of brain drain. If there is anything that is not in place, please criticize and correct me.

The important factors affecting brain drain in enterprises include the following aspects:

1. The development prospect of enterprises. In fact, many employees are willing to develop with the company, and many people choose the company, and the development prospect of the company is also an important consideration. For employees, the enterprise is the dependence of employees, the guarantee of life and material, the stage for self-display, and the platform for serving the motherland and society. Therefore, the development prospect of the enterprise is extremely important. The development prospect of the enterprise is like the front banner of the team, which plays a role in setting direction, inspiring and leading. If the development goal of the enterprise is clear and the development steps of each stage are planned, and these are very clear and clear to employees, so that employees can firmly believe that their choices are right, and their enterprises have great room for development, the development and growth of enterprises will also bring their personal development. Therefore, employees will go forward bravely, because they firmly believe that as long as they struggle, the future is bright and achievable. Once employees feel that the company's prospects are bleak, that is, when employees lose confidence in the company, people's hearts begin to be unstable.

2. Corporate culture; Corporate culture is also the key factor of staff turnover. An employee leaves his job during the probation period largely because he can't adapt to the corporate culture. In fact, the scope of corporate culture is very wide, and each enterprise has its own unique cultural atmosphere. What I mean here mainly includes: the management methods and skills of leaders, the relationship between colleagues, the working environment, the cultural habits formed by enterprises and so on. These factors can affect the enthusiasm of employees and their loyalty to the company;

3. Personal sense of achievement of employees; Including: welfare treatment, development space, degree of attention, etc. Welfare treatment is a hard indicator and an important factor for many employees to leave their jobs; Development space means that the employee's development opportunities and promotion space in the enterprise are important factors affecting employee turnover. Degree of attention: many employees hope that the enterprise attaches great importance to themselves. Perhaps a daily greeting, a compliment, a smile and a recognition from the leader will greatly encourage employees. On the contrary, if employees feel that they are not valued in the enterprise, their work will lose motivation; Therefore, the degree to which employees are valued in enterprises is also an important factor of employee turnover;

4. Rules, regulations and workflow of the enterprise. Every enterprise will have its own rules and regulations and workflow, but whether your rules are perfect or not and whether your workflow is reasonable can affect the enthusiasm of employees. Recently, there was a deputy manager of the R&D department in our company, because the workflow between us and the headquarters was unreasonable, which caused the employee to leave. Therefore, we HR must take a closer look at our job responsibilities and workflow, and see if it is reasonable; In addition, I believe that our workflow needs constant adjustment and improvement. Our company now stipulates that the workflow should be revised once every six months until it is very reasonable and perfect. Clarity of job responsibilities is also a way to improve our work efficiency. Therefore, we HR should pay attention to this work link.

Of course, there are many reasons that affect the staff turnover, but I think the above four aspects are the important factors that affect the staff turnover of every enterprise. The business philosophy of western enterprises is: keeping money as the best policy, keeping things as the middle policy and keeping people as the best policy. It is believed that to achieve first-class career, first-class talents must be available, and the importance attached to talents can be seen. But what about China? Many enterprises still hold this idea: anyway, the turnover of personnel is very fast, and when you leave, others will naturally come in, so I don't have to spend much effort on "people". I don't know that this concept directly leads enterprises to fall into a vicious circle of accelerated brain drain and inability to attract talents.

according to a survey, 1 ordinary employees were investigated with 13 questions, and it was found that employees paid most attention to the development of enterprises and themselves, followed by whether the income level was improved and whether the work status was pleasant. These 13 questions are:

1. Are employees respected in the enterprise

2. Are they interested in the nature of their work

3. Are their achievements affirmed by their superiors

4. Are employees given opportunities for training and development in the enterprise

5. Are their superiors willing to listen to their suggestions

6. Do they play their roles and talents in their posts < Whether the employee's supervisor is competent

9, whether his job is challenging

1, whether the opinions of superiors and subordinates can be fully communicated, whether the enterprise development plan is clear

11, whether the job is guaranteed

12, whether the treatment is generous

13, whether the welfare is good

In fact, employees are more and more secure besides the most basic physiological needs. Enterprises should consider and meet the higher-level pursuit of employees when retaining people.

Impact of employee turnover on enterprises:

Beneficial impact: A reasonable talent flow will increase the vitality of enterprises, and the arrival of new employees will have a kind of momentum. For employees with poor performance, our innovation, flexibility and adaptability have been improved; However, excessive talent flow will cause an important crisis to enterprises;

adverse effects: the increase in labor costs includes the obvious increase in recruitment, training and production efficiency, as well as the hidden costs such as the decline in corporate reputation, low staff morale, interruption of workflow and low customer satisfaction.

How to reduce the brain drain is a problem that many HR people are very concerned about. Here, I will talk about some suggestions based on an article I read about the strategy of reducing brain drain and my personal understanding:

1. Adjustment of salary and benefits; I believe everyone knows this. What I'm talking about here is not to say that our salary and benefits should be adjusted. We should investigate the position of our enterprise's salary level in the same industry in combination with the actual situation of the enterprise, so that reaching the average salary of peers is the protection of employees, which can play a role in reassuring people and let employees have no worries. It can also change the payment method of salary, maximize salary efficiency, dilute health factors (or maintenance factors, such as salary, fixed allowance, social compulsory welfare, unified welfare items within the company, etc.), and enhance incentive factors (such as bonuses, material rewards, shares, training, etc.). In addition, when designing the company's welfare, we must communicate with employees more, understand employees' recognition of welfare projects, and prescribe the right medicine, otherwise, no amount of welfare will work. A perfect welfare system is very important for attracting and retaining employees, and it is also an important symbol of whether the company's human resources system is sound or not. Well-designed welfare projects can not only bring convenience to employees, relieve worries and increase loyalty to the company, but also save expenses on personal income tax and improve the social prestige of the company. Compulsory benefits (old-age insurance, unemployment insurance, medical insurance, industrial injury insurance, housing accumulation fund, etc.) and benefits designed by enterprises themselves (such as personal accident insurance, medical insurance, family property insurance, travel, clothing, meal allowance or free work meal, health check-up, club membership fee, housing or house purchase support plan, bus provision or reimbursement of certain transportation fees, special allowances, paid holidays, etc.) are equally important, and employees sometimes treat these as.

2. Different incentives should be used for different people.

The well-known Maslow's five-level demand theory shows that people's needs are hierarchical, and only after meeting the low-level needs can we consider the high-level needs. As a guarantee to meet the low-level needs, wages are still the last word for most people. Companies with low wages, no matter how good the corporate culture is, are hard to keep people. For high-level talents, the salary is higher, but if they lack training and development opportunities, they are still unattractive.

3. Pay attention to the reward for the team

Although the effect of rewarding the team is weaker than that of rewarding the individual, it is necessary to establish a team reward plan in order to promote the cooperation among team members and prevent the unbalanced mentality of low-level personnel caused by the excessive wage gap between superiors and subordinates. In some successful enterprises, the funds spent on rewarding teams often account for a large proportion of employees' income. The assessment criteria and reward criteria for excellent teams should be clearly defined in advance and guaranteed to be understood by team members.

the specific reward distribution forms can be summarized into three categories. One is the reward based on cost saving, such as the scanlon Plan, which multiplies the cost saved by employees by a certain percentage and rewards them to their teams. The other is the reward based on profit sharing, which can also be regarded as a way of sharing dividends. The third category is to set a part of the total salary as a reward fund, and set assessment and selection criteria to reward according to the completion of team goals and the advocacy direction of corporate culture.

4. Treat senior staff and core staff well

According to the 8/2 principle, 2% of employees in an enterprise create 8% of wealth, so these 2% employees are the source of enterprise value creation for the enterprise. Enterprises should focus on retaining these 2% employees.

5. Correspondence and predictability between recruitment and practical work

When recruiting personnel, consider the recruitment channels, the current organizational structure of the company, the possible organizational structure in the future and the correspondence of practical work.

6. Closely combine performance management with career development

Link work attitude, performance and performance with personal salary and position promotion, which is in direct proportion.

7. Training

Employees are trained from time to time. Training is regarded as a welfare of employees, developed as the corporate culture of the company, and a learning enterprise is established through training.

8. Provide employees with a favorite working environment

A good working environment, including working atmosphere, working space, employee relations, etc., can make employees feel comfortable and play a certain role in promoting work efficiency. Providing a working environment that employees like is not only good, but also better. It is a humanized working environment that conforms to employees' wishes and has a positive effect on the pace of work.

9. Have a skilled exit interview

Understand the real reason of employees leaving their jobs and avoid it from happening again.

1. Regular employee satisfaction survey

Keep abreast of employees' psychological trends, including the latest views, opinions and suggestions on the company, as well as work status, work mood and personal life problems, and give feedback on the survey results in the first time.

The above are my thoughts based on some information and my own work experience. As for the sources of the information, there are many, and I can't remember the names of the authors. However, I still thank them here. I hope you don't mind if I move some of your knowledge here to share with you.