Causes of brain drain in hotels

Cause analysis of brain drain in enterprises

The increase of employment choices provides the possibility of brain drain, and the upward mobility of people provides the motivation. Summarizing the exit interviews of employees who left the company, we can easily find that the reasons for employees leaving the company mainly include the following two aspects:

(1) Personal reasons of employees

Personal pursuit of material benefits, realization of self-worth, personality characteristics, ability and expertise are all factors that affect brain drain. Now more and more people pay attention to the realization of their own value and are unwilling to sacrifice their pursuit because of their work. When an enterprise can't provide the conditions to realize its own value, it will choose to leave. The resignation of employees for personal reasons is also the primary reason for outstanding employees to leave. Excellent talents often have outstanding personalities and pay attention to personal interests, work identity and sense of accomplishment, but material factors take second place. If they are not satisfied with any of the above aspects, or disagree with the management mode of the enterprise, they can choose another branch.

(B) internal reasons of the enterprise

Although enterprises are confused about brain drain, the main reason is to find it from the enterprises themselves. There are many reasons for brain drain caused by internal factors of enterprises, which can be summarized as follows:

1. Dissatisfaction with salary and benefits is still the main reason for most staff turnover. It is everyone's wish to pursue a certain degree of material needs. Some enterprises use this demand to raise salaries and tap talents, which provides opportunities for the flow of outstanding talents. Not long ago, China's finance was fully opened to foreign investment, and foreign banks launched a fierce competition for talents. In order to prevent being poached and retain employees, the average salary of employees in foreign banks has increased by nearly 10%, and the highest even doubled. However, there are still many enterprises that adopt a utilitarian attitude in the use of talents, do not pursue the maximization of talent use performance, unilaterally pursue the minimization of talent cost, and make excessive efforts to reduce talent use cost. We regard talents as the object of management and use, but we don't realize the need to realize personal value, development and be valued and respected. Therefore, when a person feels that his income cannot reflect his own value, he will naturally choose a high-paying enterprise.

2. Limited development space is another major reason for brain drain. Anyone wants to make progress in his career, whether it's salary or position. And the salary rises with the promotion of the position. If the enterprise is stuck in the occupation for a long time, there is no good employment mechanism, and it can't provide jobs equivalent to its own ability. Anyone will lose the motivation and enthusiasm for work for a long time. Especially for outstanding talents, economic income is no longer their key consideration, but their leading needs are personal development needs and sense of accomplishment. If an enterprise does not have a good development prospect, or realizes that the personal development space is limited, it will look for opportunities to give full play to its talents.

3. The disharmony of interpersonal relationship will also lead to brain drain, mainly manifested in the bad relationship between superiors and subordinates. The boss's leadership ability is poor, he doesn't know how to authorize in his work, he likes to dictate and interfere forcibly, and he can't treat the opinions and suggestions of his subordinates correctly, which seriously dampens their enthusiasm for work; Unfair and disrespectful to subordinates, capricious decision-making, inability to take responsibility by oneself, arrogance and condescension, and lack of good communication with subordinates will all cause dissatisfaction of subordinates; In addition, the boss's personality, behavior and leadership style are quite different from those of his subordinates, which is unacceptable and will lead to brain drain. According to Gallup, an international authoritative organization, it is believed that 75% people quit because they left their boss rather than the company. In the survey, many employees often leave their jobs because of salary, personal development or family. However, if employees who have left their jobs for 3 to 6 months are followed up, they will be surprised to find that the dominant reason hidden in the superficial reasons such as salary and personal development is actually dissatisfaction with their superiors.

4. Do not agree with the corporate culture, so as to find another way. Corporate culture has attracted much attention in modern management concepts, but there are different opinions. Corporate culture is not an empty thing, not a slogan and slogan. It contains the vision, mission and core values of an enterprise, and has gone through the process from concept to action, from abstraction to concreteness, and from oral to written. You can't talk on paper, you must get the understanding and recognition of employees, and finally transform the behavior of the whole enterprise. Good corporate culture produces cohesion and centripetal force, which forms a guiding role and demonstration effect in the whole enterprise and promotes the sustainable development of the enterprise. However, many enterprises ignore whether candidates can integrate into their own corporate culture when recruiting, so that employees can't accept the corporate culture of the company and can't adapt, and finally choose to leave.

In short, in addition to the above four main aspects, there are many reasons for brain drain, such as working environment, working atmosphere, freedom, whether work performance is recognized and so on. And any aspect that employees can't accept may be the reason why they leave the enterprise. When you leave the interview, you may not know the real reason why employees leave. With the change of enterprise and employment environment, the reasons for leaving the company are also changing, which is a direction for us as human resource managers to keep forging ahead and improve our coping ability.