Many people have left our company for half a year. Can employees really say anything when the money is in place?

This sentence is very informative. "A lot of people have left in half a year" shows that the company's turnover rate is very high, which is definitely abnormal. In this case, everyone must think that the high employee turnover rate has a lot to do with the company's treatment, and the money given by the company is definitely not in place, so the employee turnover rate is high. This seems reasonable, but it is still one-sided. In other words, even if the money given by the company is in place, employees may go more, because whether the company management is standardized and humanized affects the employees' stay more than the treatment. Therefore, in this sense, the employees of the company go a lot, and they can't stop with money.

I think this summary is very sharp, that is to say, there are two factors that lead to employee turnover, one is related to money and the other is related to company management. Therefore, when we see a company leaving many people in a short time, we should not only think about the treatment, but also think about the management of the company.

In my opinion, the phrase "many people left our company in half a year" reflects not only a lot of information, but also a key one. In the absence of other conditions, this sentence can be interpreted as "many people in our company have left their jobs for half a year, which has never happened before", so that everyone will understand more clearly that the company's departure is not always like this, but an unexpected situation in a certain period of time, which has two completely different reasons.

In other words, if "our company has kept a lot of people for half a year", there has never been a phenomenon of "keeping a lot of people" at other times, which means that the company has kept a lot of people suddenly, and this phenomenon is probably not a problem of money. Because if it is a question of money, then it stands to reason that the company should keep many people all the year round, and the company's turnover rate should remain high all the year round. It is impossible to leave many people in only one and a half years. So the company suddenly left a lot of people at some point. It must not be the money, but the management of the company. That is to say, there have been great problems in the management of the company, which has led to many employees leaving their jobs in the past six months. Therefore, from the specific analysis, many employees in your company left their jobs within half a year, not because the wages were not paid in place, but on the contrary, the company's wages may be paid in place, but many employees still left their jobs, because there were great problems in the management of the company, which caused many employees to "feel hurt" and their work was not done well, so a large number of employees left their jobs, which had nothing to do with how much money was paid, so even if the money was paid in place, the employees still left their jobs.

Of course, if "a lot of people leave our company in half a year", plus a phenomenon, that is, "a lot of people usually leave their jobs", it means that there are many people who leave our company all the year round. For a company with a high turnover rate all the year round, everyone's first impression must be that the money given by the company is not in place, which is basically true. In this case, if the company gives the money in place, then for employees, there is really nothing to say. Employees who want to leave don't want to leave, and even those who have already left have the idea of going back. Really, the money is in place.

To sum up, if we look at "many people leave their jobs within six months" in isolation, we can't be sure what caused it. At most, we will think that the company's resignation must be related to money and company management. Only by comparing "many people leave their jobs within half a year" with the company's usual turnover rate can we roughly determine whether the company left because the money was not in place or there was a fault in company management.

So my point is, if employees leave because the money is not in place, then it is really good to say what the money is in place; However, if many people are unhappy and feel wronged because of the outstanding management problems of the company, then even if more money is given, employees will leave, because it is not a question of more money and less money.

In the workplace, although money comes first, money alone is not enough.

First, according to the meaning of the topic, it should be said that many people left their jobs within half a year because the wages given to employees were not in place. If the salary is high enough, employees will not leave, or there is not such a high turnover rate.

Indeed, in a job, whether the salary level and salary are competitive are the most attractive to employees. Higher salary and incentive salary system will certainly retain the most employees, even those super professional business backbones.

As long as the salary is paid, they can definitely stay.

However, high salary does not mean everything. In the workplace, there are more important factors than salary that will affect employees' staying in the company-

Good career development opportunities mean that this company is a good company and a potential company. It can provide and create a platform for employees to display their work skills and career aspirations, so as to realize their career development and life ambitions.

Often the realization of career promotion and career ambition means that you can get labor remuneration and income through continuous progress and promotion, and it is constantly growing. Therefore, limited salary cannot be compared with career promotion and career ambition.

Second, the company's staff turnover rate is high, not only because of management and institutional mechanisms, but also because this company is a good company!

Nowadays, professional workers are very rational and smart.

They all have their own clear career planning and life path design. Therefore, they are also very cautious when choosing their own careers, not a job as long as they can earn money.

They choose jobs more from the perspective of choosing their own life and career, rather than temporarily, or want to find a job that won't last long.

The modern workplace is characterized by more specialization, professionalization and standardized development. Workers pay more attention to career persistence, career prospects and career paths, not just salary levels.

Therefore, if a company can't satisfy the growth of an employee's professional ability, let him improve his professional skills and make employees feel that there is no future in this company, it is impossible to realize his professional realm.

Then even if the salary is higher, it may be a flash in the pan.

For reference only, I hope to be inspired.

Personal workplace experience, welcome to discuss; For more knowledge about workplace and new media operation, please follow me.

There are three factors to consider when employees leave their jobs, one is income, the other is work intensity and the third is dignity.

First, income.

Employees often leave their jobs because of low income. Assuming that a company treats its employees well, unless it goes too far in other departments of the company, employees can tolerate it for money.

However, if a company pays its employees low salaries and works overtime endlessly, as long as the employees have suitable jobs, they will jump ship immediately.

Second, the intensity of work.

A company, giving employees enough wages and overtime subsidies, all aspects of welfare benefits are very generous, the only thing is that the work intensity is high. Work overtime every day until three or four in the morning, and punch in at nine the next day. This kind of work intensity, people with good health can't bear it.

At this time, employees may not choose to leave subjectively. After all, they earn a lot of money and are willing to do it as long as they can afford it. But after all, the objective situation is in front of us, and this kind of work intensity may do more harm to the human body than the income you get.

Third, dignity.

In some sales companies, especially small private enterprises, employees will be humiliated once they fail to complete their performance, such as kneeling on the ground or watering their heads. This behavior has seriously violated the dignity and personality of employees. In this case, the employee will definitely resign unless there is really no choice. Not to mention that it is impossible for a company that can humiliate its employees in this way to give them high salaries.

4. An employee may resign because of the employee, and many employees must resign because of the company.

It is normal for a company to have employee turnover. With the flow of personnel, employees may find a better home by themselves, or they may be fired if they fail to meet the assessment standards. But anyway, these are all tenable reasons.

But if a company has a large number of employees leaving, then there must be serious problems in this company. No matter whether employees leave or are dismissed, it can only prove that there are huge problems in the management of this company.

There is no problem for employees to change jobs, but there will be no normal companies where employees change jobs in batches. There is no problem in dismissing employees, but constantly dismissing employees can only prove that the company's interview process is not careful enough, and it also reflects that the company's ability to recognize people is really unsatisfactory.

Summary: Welcome to pay attention to high-quality creators in the workplace and share more workplace views.

After all, management is an art, and your ability to control people is just a means of money, which is too fragile.

"Walking is the best" is the essence of 36 plans. The other 35 schemes have detailed theoretical guidance, except "walking is the best". Just open the full text and read three words. Really not? Think about Chairman Mao's four crossings of Chishui, the 25,000-mile long March. With the application of Chairman Mao, "Climbing the Heights and Looking Far" shattered the old society and created a new world. Why don't people betray the revolution and Chairman Mao after losing the battle?

There is a simple reason. There is hope for following Chairman Mao. So are you. No matter how much money you give employees, let them see hope. You don't want to stay in a hopeless company, let alone employees.

Employees usually leave for only three reasons:

1. The boss is unreliable;

2. Too little money;

3. There is no progress in the work;

And 70% of resignations are related to the first one. So to answer your question, the employees really don't say anything when the money is in place.

For a company, salary is indeed a very important strategy to attract people, but it needs the support of other factors to achieve the best effect. So what is the best strategy for companies to retain people?

1) Create a good corporate culture. This culture is not a slogan hanging on the wall, but the goals, values and codes of conduct that all bosses, managers and employees agree and implement, such as people-oriented, fairness and justice, unity and cooperation, or honesty and customer orientation. Why is culture the first? Because culture provides an environment, only when the environment is good can people maintain a benign working condition and produce performance in the environment. Moreover, with a good corporate culture, we can have an excellent leadership team and establish a good organizational leadership.

2) Fair and just salary and performance system: This salary system must be fair internally and matched externally. In other words, enterprises need to benchmark the salary level of similar external competitive enterprises according to their own actual situation, and consider the market positioning of salary according to their own development strategy to avoid the salary level that is purely performance-oriented or profit-oriented. At the same time, it is more important to ensure the balance and fairness of internal compensation and encourage generalists (reflected in high performance and core values) to get more salary ladders;

3) Establish a reasonable and efficient organization and operation system. The company has a good culture and good salary, but the operation efficiency is low, the system process is too complicated, or the official standards and the lack of customer-oriented solutions and ways of thinking will lead to poor organization and operation, and employees will be tired of coping with cumbersome process systems, coping with layers of approval and signature, increasing internal friction and decreasing employee satisfaction until they leave their jobs.

4) Benign career development and training system. Enterprises want to retain people, that is, to give employees hope for development. Most employees cannot accept that a position will remain unchanged for ten years. Organizations should establish a good career development system and match the right people in the right positions. For example, establish a variety of development channels, match different development paths such as technology and management, and give employees enough space and opportunities. At the same time, the company also needs to match the appropriate training system. Good employees are eager to learn something in the company, and only learning can grow.

Some employees may not care about money, but the salary you give is too low, which shows that the value created by employees is low. In other words, employees are worthless, which involves people's self-esteem.

Everyone wants to be a useful person, and the level of salary can reflect the level of personal value.

When I go home for the Spring Festival every year, the most frequently asked topic by my elders is salary. They don't know your major, but they will stubbornly think that your salary is low, and you just don't have a skill.

Most young people who have just joined the work will not care about the starting salary. But you should give them hope. This hope is nothing more than: 1 can learn something, 2 have good career prospects, and 3 can reach the expected salary.

As long as one item is occupied, employees will not leave.

Many people left the company within half a year, which shows that the company has a high turnover rate. As for whether I left my job because I didn't give enough money, of course I can't judge it so easily.

If the money doesn't give a reasonable salary, it will be difficult to recruit people when recruiting. As for many people who have left their jobs in the past six months, it is not described whether these people are old employees or new employees. They should be separated.

If many old employees leave, the reasons may be:

(1), the company's main business environment has changed, and its economic benefits have continued to decline. Employees can't see the future and hope of the company and lose confidence in the company.

(2) Major changes have taken place in the company, resulting in changes in internal policies and affecting the relevant interests of some old employees.

(3), the company management changes, the new manager took office three fires, so that many old employees can not adapt, and finally choose to leave actively or passively.

(4) The company lacks the career development plan for employees, which makes employees lose hope.

(4) Being pried by competitive companies in the industry, leading to a large number of people choosing job-hopping.

If many new employees leave, the reasons may be:

(1), there may be some problems in the management style of managers, which makes employees feel no respect and trust.

(2) Whether the recruitment is strictly controlled at the beginning, which leads to some people who do not meet the requirements of the company entering the company. Or painted too many cakes for employees when they joined the company, and finally failed to cash them.

(3) The company lacks a good corporate culture and working atmosphere, which makes employees have no sense of belonging.

(4) The pressure of work and performance is too great, which leads to problems in employees' mentality and the income has not reached the expectations when they first came in.

In a word, employee turnover is related to many factors, and money is only a small part of it. As an enterprise manager, it is necessary to carefully analyze and find out the reasons for the high turnover rate, so as to prescribe the right medicine.

How much is enough? People are greedy ... it is not enough to give them, as long as they are given according to market customs, followed by management and system problems. ...

Growth is greater than everything, and value is greater than price.

There are many reasons why employees leave their jobs, and lack of money is only one of them, and it is definitely not the main factor. Money represents the economic foundation, the needs of life and the basic guarantee. But there are many other factors besides money.

1. Corporate culture: Corporate culture is the soul of an enterprise, which can infect employees and stimulate their passion. If a company's cultural construction is not good, it will make employees feel very tired, and naturally they will not stay long.

2. Being recognized: Everyone wants to be recognized. When our employees get things done, what will they say as leaders? Say nothing, or say he did a good job, or give him a bonus? In fact, these methods are not recognition of him. We should praise him for inspiring him, and tell him what he did right, found the strengthening cycle, and continue to do similar things well in the future. Employees will feel recognized.

3. Realizing value: When an employee leaves, what we should think about most is the value of this employee. In other words, it is easy to understand whether he is the person you want and whether he can create value for the enterprise. If so, what I need to think about is whether the company helps employees realize their personal value while employees realize their value for the company. That is, whether to make employees valuable. The so-called development and growth.

Money is not everything. If you want to keep people, you need to change people's hearts, but you can't ignore the weakness of willfulness. Indulge blindly. Establish a good culture, but also have a corresponding system, so that employees get what they deserve, so that employees are valuable enterprises.

Growth is greater than everything, and value is greater than price.