What are the possible reasons for serious employee turnover, and how to avoid large-scale employee turnover?

In a company, it is normal for staff to have moderate mobility. If a company cannot make good use of excellent talents and cannot retain talents, the company culture will be uneven due to outstanding talents. Etc., the work attitude of each department is greatly affected by the department head, and not all enterprises have a unified and good style. There are problems in communication and coordination between units and employees. There is little work exchange and collaboration. Some data that is beneficial to work cannot be shared well, and the collective advantages still need to be explored. Uneven busyness creates imbalance. The work of some departments is particularly stressful, and the technical staff of some units are very idle at work. Corporate culture is from top to bottom. A good culture is promoted step by step through daily work exchanges and deliberate learning and training. In the long run, it becomes the working habits and habits of every person in charge and every employee. Rules deep within. Suggestions on how to approach brain drain are as follows: Use careers to retain people. Create a training and promotion channel for talents within the company, communicate with outstanding talents in key positions on time, inquire about the achievement of performance goals, and understand and help them formulate career development plans; for middle and senior management positions, the company can implement restricted equity incentives , based on the traction of rights and interests, achieving mutual benefit and win-win for enterprises and individuals; retaining people with emotion.

Companies need to make every effort to handle employees’ non-work matters such as hotel accommodation, games and entertainment, single men and women dating, children’s study, etc., use humanized services, and convey warmth other than labor relations, so that they can Excellent talents feel the warmth of home and the importance and importance of the company; use the service platform to retain talents. Through better process systems, internal control management, and strategic development, enterprises build themselves into industry leaders, inject outstanding talents in this industry, and allow outstanding talents in the internal structure to realize that this platform is the best. Use preferential treatment to motivate the team, especially the key and important technical personnel, and use salary incentives or employee stock ownership plans to solve employees' worries.

Let company employees regard the company as their own At home, there is work, interest, and ambition. The third is to overall plan the company's career development, improve the company's employee training, establish a selection and employment mechanism for the survival of the fittest, eliminate the bad habit of employment based on seniority, enable outstanding employees to be selected and valued, and enable every employee to find a job. Position yourself, make full use of your own capabilities, and integrate into the overall energy that promotes the development of the company, allowing the company to overcome difficulties, break into market difficulties alone, and achieve rapid development. Pay attention to the cultural life of employees who are in difficulty at home. Employees who have suffered a major change or disaster at home can receive immediate comfort and financial assistance, which can enhance the sense of mission and belonging of employees and radiate the motivation for selfless dedication.