How to reduce employee turnover

For an enterprise, it is beneficial to maintain a turnover rate within a certain range. The positive significance of appropriate employee turnover for the enterprise cannot be denied. The introduction of new employees can inject some fresh blood and enhance the relationship between employees. competition and self-learning awareness. However, an excessively high employee turnover rate will not only affect the production and operation of the company, reduce production and work efficiency, but also cause huge cost losses to the company. How to deal with employee turnover? Even a human resources expert with no practical experience in the company can talk about it eloquently for two days, which shows that this is a very common problem, and it seems to be a shallow level that is easier to deal with. question. But those who truly understand the confusion of enterprises believe that employee turnover is a very thorny and deep-seated problem. In order to evaluate this work of the Human Resources Department, a management indicator or KPI indicator called employee turnover rate or employee turnover rate was also proposed based on some suggestions. Many companies have set this management goal, such as controlling the annual employee turnover rate below 10%. The first reason: The position and workplace are unsatisfactory. The second reason: There is a mismatch between talents and positions. The third reason: There is too little guidance and feedback. The fourth reason: There are too few opportunities for development and improvement. The fifth reason: There are too few opportunities for development and improvement. Reason: Feeling undervalued and underappreciated Reason 6: Stress from overload and work-life imbalance Reason 7: Loss of trust and confidence in senior leadership When an employee leaves, it sets off a domino effect on other employees. Resignation, because there will be a process of consideration and deliberation before employees leave. During this period, employees will inevitably have to discuss with colleagues, thus affecting the psychology of other employees. According to estimates by relevant agencies, one employee's resignation will cause about three employees to have the idea of ????resigning. According to this calculation, if the company's employee turnover rate is 10%, then 10%?3=30% of the company's employees are looking for jobs; if If the employee turnover rate is 20%, then 20%?3=60% of the company's employees are looking for jobs. Imagine that corporate employees are busy looking for jobs all day long and are in a state of confusion. How much will this phenomenon cost the company? The development of an enterprise depends on the joint efforts of all employees. The loss of employees has a huge negative impact on the development of the enterprise. Therefore, enterprises must formulate measures according to their own characteristics during development to stabilize and retain talents and use them. Good talent. Teacher Tan Xiaofang pointed out that companies that want to reduce employee turnover should focus on the following aspects: 1. Establish a good selection and employment system. When recruiting employees, companies need to pay attention to selecting employees with relatively high moral qualities. Employees who change companies or even several companies a year must be carefully hired. At the same time, companies should select people whose potential and values ??are consistent with the company's system and culture, who can maintain the company's reputation and improve the company's character. Each company should also choose the right people according to its own characteristics. As the CEO of Edwards Company said: We only need people with personality, who share the same mind with us, and are consistent with the company culture. What we want They grow old together, like a happy marriage. 2. Innovate the salary distribution model. In any enterprise, salary is an effective means of motivation. Salary is not only a means for employees to obtain material and leisure needs, but also satisfies people's need for self-affirmation. Therefore, formulating an effective compensation system can reduce costs, improve efficiency, and enhance the attractiveness of corporate recruitment. For different levels and types of employees, there are some relatively mature theories and practices of salary payment at home and abroad, such as options, bonuses, equity issuance, employee stock ownership and other methods. It should be noted that no matter which model, such a principle needs to be implemented: the greater the contribution to the company, the higher the actual remuneration it will receive. You want the horse to run fast but also want the horse not to eat grass. The situation does not exist. Based on this principle, each enterprise can decide its own salary distribution model according to its own situation. 3. Build a fair and just corporate internal environment. Fairness is one of the basic characteristics that every employee hopes for in the company. Fairness can enable employees to work hard, believe that they will be rewarded for their efforts, believe that their own value can be fairly evaluated in the company, and believe that all employees can stand on the same page. On the starting line. Enterprises must be fair in the following aspects: 1. Fairness of the reward system. It is necessary to formulate policies that are conducive to mobilizing and protecting the enthusiasm of the majority of people, fully embody the distribution principle of distribution according to work, giving priority to efficiency and taking into account fairness, and highlight the efficiency principle of input and output.

At the same time, positive incentives should be used more than punishment as negative incentives, rewards and punishments should be clear, and those who have made outstanding contributions should be heavily rewarded. 2. Fairness of performance appraisal. Scientific assessment standards and methods should be used to conduct regular assessments of employee performance. Develop scientific and reasonable performance appraisal methods and standards, conduct qualitative assessment and quantitative measurement of employees' actual work, and make it true and specific. Conduct objective and fair evaluations of each employee and establish various supervision mechanisms to ensure fairness and openness in the assessment work. 3. Fair selection opportunities. In order to make all kinds of talents stand out, in the selection and appointment of employees, both diplomas and levels, majors and expertise, and existing abilities and potential abilities should be taken into consideration. Put employees on the same starting line for assessment and provide a level playing field for all types of personnel. Of course, fairness is also reflected in other aspects of corporate management. If corporate management can achieve fairness and impartiality in all aspects, it will greatly improve employee satisfaction and stimulate their inner potential, thus sparing no effort to contribute their talents to the enterprise. 4. Create a people-oriented corporate culture. If an enterprise wants to achieve long-term development, it must establish the value of people above all else. The top management of the entire enterprise must have an awareness that people are the most important assets, and employees are trustworthy and need to be respected and participate in work decisions. When people are fully trusted, they can often exert their talents to a higher level and create more benefits for the enterprise. If the company's top managers and every employee establish a common vision and form the most unique corporate core values, value orientation and other external manifestations, then this will play a vital role in the development process of the company. can be continued, allowing enterprises to maintain a good competitive situation. 5. Expand employees’ careers and provide direction for their development. Carrying out career management can enable employees, especially knowledge workers, to see their own development path in the enterprise without feeling confused about their current status and future development, thus helping to reduce the employee turnover rate. Enterprises must not only provide employees with remuneration commensurate with their contributions, but also develop systematic, scientific, and dynamic employee career plans based on a full understanding of employees' personal needs and career development aspirations, and effectively provide employees with multiple development channels. and opportunities for further study, and set up multiple promotion ladders with equal competition, so that employees can truly feel that they have hope of realizing their ideals and ambitions in the company.