Talk about the staff 3 months to leave and 2 years left, the difference beyond your imagination!

Why employees leave, has been plagued by the difficulties of small and medium enterprises. How to reduce the turnover rate of employees, must study why employees began to leave?

Employee turnover, especially the departure of old employees, for most cases is actually a double lose pattern. Business loss of businessmen familiar with the company's business and culture, the loss of business continuity, new business opportunities, customer resources, cultural heritage, and even employees feel and so on, bringing a negative information dissemination, business transfer heritage, new employees can not do the risk , Increase the separation, recruitment, training and other labor costs; and for employees, is not always able to harvest better results, he risked the new job can not adapt, culture can not be integrated, no friends, staff relationship is not easy to get along , Welfare reduction, promotion opportunities need to re-fight for the unknown risks. Only a few cases is a win and lose the situation (the company wants employees to leave or employees in all aspects of the new company have improved), a win-win situation is very few. Most of the employees are forced to take this kind of double lose the radical approach in exchange for the balance of the heart, then why do not you go to study why employees leave?

Separation is not the beginning of the staff dissatisfaction with the company, but the intensification stage. That is, employees have been dissatisfied with the company before the long time, they are tired, and then unhappy, and then dissatisfied, and then complain, and finally complained aggravated unbearable, it is after a long psychological struggle to make rational judgments, The minds of fever, they have to weigh the pros and cons, consider the gains and losses, consider the needs of life and other aspects. It is precisely because of this, do the job before the interview, expect to retain employees almost can not succeed.

Why did employees leave? What are they dissatisfied with? We will come to explore today.

Do not expect employees to leave the interview, tell you the reason for the real departure, more than 80% of employees in the resignation of the reasons only to take into account the feelings and affordability of both sides.

Ma once said that the main reason for leaving the staff only two: the money is not enough; heart was wronged. Summed up the main reason but not comprehensive, while too general, heart by what wronged, specifically in terms of many aspects.

From the different levels of staff to leave the reasons for analysis, grass-roots employees, middle-level staff and high-level staff leaving the reasons for most of the difference is different, the latter will be specifically how to hierarchical employment and retention.

Light from the length of the length of service, the staff into the company 2 weeks to leave, and hr's entry communication; 3 months to leave, and can not adapt to the work and work content itself; 6 months to leave, and the immediate superior; Year or so left, with the corporate culture; 3-5 years to leave, and promotion space limited; more than 5 years of separation, and boredom and the speed of imbalance.

In fact, each time period is still enveloped inside, in front of two cases, point to date, as hr should know how to do.

(Including the company's environment, induction training, reception, treatment, system and other aspects of the first feeling) and expected to produce a big gap. We have to do is in the interview when the actual situation as much as possible to make it clear, do not hide nor render, so that new employees can objectively understand his new owner, so there will be no huge psychological gap, do not worry about The newcomers do not come to the hand, the walk is always unable to retain; and then the various aspects of the work of the system to sort out, including from the recruitment to notify the entry, reporting, induction training, and the transfer of employment and other sectors, taking full account of the new The feelings and inner needs, the system planning and introduction, so that new people feel respected, attention, let him know what he wants to understand the content.

3 months after graduation, mainly related to the work itself. There are some problems, need to seriously examine the reasons for which in order to promptly remedy, reduce the ineffective labor in the recruitment process, the job of the job, the job, The

6 months of entry, most of the leadership with the immediate leadership, that is, manager effect - he can not achieve excellence in the greatest impact factors from his direct boss. Human resources departments to find ways to let the company's managers to accept leadership training, understanding and master the basic leadership should have the quality. Managers to understand the advantages of subordinates, and let his strengths and job responsibilities to match, for the company to maximize the effectiveness, but also to allow employees to reflect his value. A good manager is a coach, he has the obligation and responsibility to explore the potential and advantages, and cultivate subordinates, become an important driving force for subordinates success. The same department for a leadership results may be completely different, the same performance of a group of employees may also be the opposite, one may team fighting full, passionate, and the other may lead to complaints filled the sky, the team lax, frequent turnover.

Direct superiors should be the first to understand the subordinates of a variety of trends and tendencies, his words may solve the problem can also cause contradictions, if not handled well, the morale of the team decline, fighting down, will enter the bad cycle. So the staff in the 1 year to leave more staff to pay attention to his immediate superior may be a problem.

2 years left and right, and the relationship between corporate culture. Generally have a full understanding of the business, a variety of ways of doing things, interpersonal relationships, human environment, authorization, career development and so on are very comprehensive, even including the company strategy, the boss's hobby. Corporate culture, good company, in the recruitment of candidates on the values of the candidates will have a comprehensive study, hope that new employees can be integrated into the corporate culture, for the culture of continuous optimization of building blocks; and corporate culture is not good company, the candidates Values are not too high, often just a one-sided study, hope they come to purify and improve the cultural atmosphere, but things go back: first, their own values may be problematic or flawed; second, even if their values are positive But the strength of a person can not match with the long-term atmosphere; Third, the new staff entry, are trying to integrate into the team, as far as possible the performance of the outrageous, it is easier to assimilate.

When the corporate culture and new employee values conflict to a certain extent, or even reached the critical or breakthrough principle, it will lead to the breakdown of the relationship, leaving on the inevitable. As a business, to the three provinces every day, aware of the company's adverse factors, the company is not the size, need a good working atmosphere so that employees happy.

3 - 5 years of separation, and career development. Learning less than new knowledge and skills, salary to enhance the space is not, no more senior positions to provide, at this time the best solution is to switch jobs. But for the enterprise, this stage of the staff should be the most valuable, large loss of departure. Therefore, according to the different types of staff needs of different structure, the design of a reasonable career development channel; to understand the psychological dynamics of employees, listen to their voices; research and career market supply and demand, take the initiative to adjust the salary, job design, our aim is to retain employees, Of the policy can be flexibly adjusted according to the situation.

More than 5 years of staff, endurance increased. At this point on the one hand, the job is bored, we need to give him new responsibilities, more innovative work, to stimulate their enthusiasm. On the other hand is the development of personal development and enterprise development speed is not uniform led to the development of the slow has become the object of being eliminated, employees neglect to learn, stagnant, will inevitably make enterprises gradually alienated and neglect; enterprise development is too slow, Rising space can not open, for the cause of the staff can not see the new hope, will find another job on the high.