How to prevent employee turnover in enterprises

How to prevent employee turnover in enterprises

How to prevent employee turnover? High turnover rate will often increase the recruitment cost and affect the sustainable development of enterprises. Because of the loss of employees, the cost of selecting and employing people in enterprises will be 200% of the original expenditure. So, how to prevent employee turnover?

How can enterprises prevent staff turnover 1 First of all, we should do a good job in recruitment and reduce the cost of talent resignation or resignation.

When enterprises are looking for talents, they must find the most suitable talents. How to find the right talent? Enterprises should do enough articles on talent recruitment. According to the demand of post talents, formulate talent standards, establish a standardized talent recruitment management system and selection interview process, conduct personality tests, corporate culture matching tests and professional skills tests according to post requirements, conduct structured interviews, conduct detailed background investigations, and implement pre-job training; For senior talents, comprehensive quality evaluation, credit evaluation and conduct inspection are also needed. We must make great efforts in every link such as recruitment, assessment and post allocation to reduce the cost of dismissing unqualified employees or talents.

Secondly, it is necessary to create a family culture, shape cohesion, and let people have a sense of belonging.

The culture of many enterprises is often the boss culture, family culture or emperor culture, which leads to the inability to retain talents, stay for a long time, and work in enterprises is unstable. Every employee hopes to work in a caring, harmonious, happy, just, cohesive and enterprising team, and he will be happy, full of energy, full of motivation and passion. Therefore, entrepreneurs and enterprise managers must strive to create such a cultural atmosphere, shape such a team culture, make employees feel at home, and make employees feel a sense of belonging to the enterprise in order to have cohesion. If a cohesive team wants employees to leave, it is probably only through forced layoffs. Therefore, excellent corporate culture is a magic weapon to retain people.

Thirdly, constantly improve the ability of talents and give them a big development platform.

Only by providing enough training opportunities for employees can we retain talents. Therefore, enterprises must create an educational environment, establish a talent training mechanism, and let talents grow continuously, so as to be more dynamic and self-motivated. The return on investment of talent training is the highest, up to 300%. Therefore, large enterprises are willing to provide good training for employees to retain talents.

Finally, we should provide employees with competitive wages and welfare benefits.

Salary is not everything, but competitive salary can definitely retain talents. Therefore, the salary design of enterprises should not only be fair and just internally, but also be competitive externally. It must be attractive enough for talents to join and stay. At the same time, the design of welfare should be varied, and flexible welfare distribution can not only motivate employees, but also stabilize their mentality.

A good enterprise incentive mechanism can cultivate, develop and use good people. On the basis of fairness, efficiency and standardization, enterprises can encourage employees to constantly challenge in their work, enhance their professionalism and sense of responsibility and achieve better performance through various incentive measures and means such as material level and spiritual level.

How to prevent staff turnover in enterprises II. Prevent the loss of new employees

1. Tell the company everything truthfully.

The job seeker is willing to join the job because the job content and salary and benefits meet his requirements. Therefore, recruiters should not exaggerate in the interview process, but introduce everything about the company to job seekers realistically, so that job seekers can understand the actual situation of the company more intuitively, and ensure that the job content and salary structure of talents after joining the job are consistent with the description of the interview process.

Second, send positive messages.

In the process of employing people, department heads should arrange their work reasonably and use their professional level to help talents understand and hand over their work more quickly. Other employing departments should also send positive messages to newcomers, which is particularly important, because newcomers are in the observation and running-in stage in the company, which is often a fragile stage, and internal negative emotions should be avoided as much as possible.

Third, help newcomers integrate into the enterprise.

After new employees join the company, the human resources department and department heads should do a good job of caring, follow up the work between new employees and departments as coordinators, help both sides communicate related issues when necessary, do a good job of interviewing and understanding caring, so that talents can better experience the company's corporate culture and team atmosphere, help talents integrate into the team more quickly, and spend the running-in period as soon as possible.

Fourth, train new employees.

Three months after new employees join the company is a period of high turnover rate, during which enterprises can conduct more training for new employees. The training content is mainly divided into two aspects, one is the skill training about the work content, and the other is the publicity of corporate culture, which can strengthen the new employees' recognition of corporate culture and their understanding of the company's development, so that they can adapt to the post requirements as soon as possible.

Verb (abbreviation of verb) uses round table mechanism.

Giving equal and undifferentiated communication opportunities is what new employees really want. Only in this environment can new employees speak freely. It is suggested that HR and the employing department organize regular round-table meetings for new employees, fully listen to the ideas and suggestions of new employees, and find the improvement direction for the next employee care work.

Sixth, adjust the salary model appropriately.

The salary level is also one of the important factors that affect the new employees' staying. When determining the salary level of new employees, enterprises should not only consider the local price level, but also consider the actual situation of new employees, and formulate a reasonable salary system, such as taking basic salary plus performance bonus, and distributing it according to the task completion and learning growth, so that they can get it through hard work and motivate employees to make positive progress.

Seven, continuous personnel inventory.

Talent inventory can be used not only for old employees, but also for new employees, HR can find problems and make corrections in time through continuous personnel inventory. Generally speaking, the human resources department can conduct a centralized inventory of newcomers once a month, and the inventory standards are different from those of old employees, mainly including: team integration, learning ability, phased goal realization, value recognition and so on. Do a good job in the inventory of new employees, and the work of retaining people will be more targeted and get twice the result with half the effort.

Eight, to carry out career planning

When new employees enter an enterprise, they not only hope to get material returns, but also expect good development prospects. This requires enterprises to plan their career according to the characteristics of employees and the needs of enterprises. At this time, the enterprise should provide various development channels for new employees, and at the same time establish post promotion mechanisms, such as star-rated employees and star-rated store managers, to provide employees with paths and methods to achieve their goals and enhance their confidence in enterprise development.

In order to effectively reduce the turnover rate of new employees, the key point is to find the needs of new employees, and all departments of Qi Xin work together to retain employees by retaining their hearts.