Besides recruiting in advance, what other methods can prevent employees from leaving after the year? To answer this question, we must first understand the reasons why employees leave after the Spring Festival.
Common causes of employee turnover peak after the Spring Festival
1, salary incentives for year-end awards
Many enterprises usually adopt common incentive methods such as double salary at the end of the year, year-end bonus and dividend at the end of the year when encouraging employees' salary. However, more and more enterprises find that many employees who want to change jobs do not leave until they get bonuses or dividends during the Spring Festival.
2. Make annual plans blindly.
For example, Company A achieved sales of only 20 million in 20 16, but put forward a huge goal of breaking through 100 million in 20 17 at this year's summary meeting. After the goal is put forward, there is no series of supporting AIDS, which makes employees seem beautiful but out of reach. Many employees think that since they can't finish the plan and won't get the bonus at the end of the year, they might as well leave early.
3. The employee promotion system is not perfect at the end of the year.
At the end of each year, many companies will promote a group of outstanding employees. On the contrary, some employees who have not been promoted have left their jobs because of mental imbalance.
4. The expectations of employees do not match.
Xiao Li is an employee of a company. After joining the company, he was very diligent, and many jobs were recognized by the leaders. He thinks he should get the bonus he deserves at the end of the year. However, the bonus I got after the end of the year is far from what I expected, which is completely out of line with my own efforts. In a rage, I handed in my resignation letter and left.
5. Spring Festival paid vacation benefits
In addition to the 7-day paid holiday for the Spring Festival stipulated by the state, many enterprises have given more than 3 days of extra holidays, plus 5 days of annual leave for each employee. There is basically a half-month break during the Spring Festival, which also makes many employees who originally wanted to leave inevitably leave after taking paid leave.
6. Personal reasons of employees
(1) Family life factors. Family financial burden is too heavy, or family members (such as children, spouses, the elderly, etc.). ) need to be taken care of.
(2) Personal self-pursuit and development. Employees have the willingness to study abroad, pursue advanced studies or start their own businesses.
Why did the core team members leave?
Case study:
Xiao Wang is a core sales manager of AB Company. He usually works actively and has created a lot of achievements for the company. The company will also be prepared as a key training target. However, on the third day after the Spring Festival this year, Miss Chen of the company's human resources department received Xiao Wang's resignation letter. This makes the company boss Chen a headache.
The above situation similar to Xiao Wang is also common in many enterprises. So why on earth do the core team members of the company leave their jobs inexplicably? After analysis, we think there are mainly the following reasons:
1, the boss is dishonest
Although many bosses understand the truth that "money gathers and people disperse", they are always so reluctant to pay out of their pockets. The results of professional investigation show that 2 1% of bosses fail to fulfill their promises or find other reasons to refuse to pay, 36% of bosses delay or discount payment, and only 17% of bosses can really make an agreement in advance and perform afterwards. Since the boss is dishonest, it is normal for the core team members to leave.
2. Internal contradictions
When people get along with each other for a long time, there will always be some contradictions. However, if this contradiction is not resolved in time, it will accumulate deeper and deeper, and eventually it will break out one day. This is also one of the main reasons why many outstanding core team members leave their jobs. As a company, especially the boss, we must pay attention to this problem and coordinate effectively. Conflicts between team members are not only their personal problems, but also affect the operation and development of the company to a great extent.
3, can't see the future
Every employee hopes to have a good development prospect and a good future in the company. From Maslow's hierarchy of needs theory, we can find that everyone has physiological needs, security needs, emotional and belonging needs, respect needs and self-realization needs. We should give our employees a clear development track and let them see the future. Too empty vision and unrealistic slogans are ineffective for employees.
How to prevent employees from leaving after the Spring Festival?
In the face of resignation, HR people racked their brains, painstakingly forgot to eat and sleep, persistently talked with employees, improved various recruitment processes and channels, and refined various recruitment methods to make up for the losses of personnel, but to no avail.
Some surveys show that for every 3% increase in employee satisfaction, customer satisfaction will increase by 5%, and profits will increase by 25%-85%; For companies with 80% employee satisfaction, the average profit rate growth is about 20% higher than that of other companies in the same industry. It can be seen that caring for your customers must start with caring for your core team members.
1. Improve corporate culture as soon as possible.
When an enterprise is small, it depends on the personal charm of the boss, when it is big, it depends on the management of team members, and when it is big, it depends on corporate culture to develop for a long time. Therefore, it is very important for companies to enhance corporate culture. The establishment of corporate culture should be positive and employees can benefit from it. Such a culture can only be accepted by employees. Let employees feel that the company is their second home.
Employees who are dissatisfied with the status quo should be allowed to communicate and complain, and reasonable solutions should be provided to help them solve their problems.
2, managers and employees "pre-holiday talk"
Every time before the Spring Festival, the manager will talk to every employee in his department for at least half an hour, sum up in the form of chatting and heart-to-heart talks on the grounds of New Year greetings, affirm each employee's performance in one year, find out everyone's advantages and enlarge them, and then tell her as a friend that he intends to give her a little surprise next year.
You don't have to specify what this surprise is. You won't know until next year. The purpose is to make her feel the attention of her superiors. This surprise can be a small trip next year, a small gift or a meal for her alone.
This kind of conversation must not be a work conversation, but a heart-to-heart conversation. In this way, you can know what employees are thinking and whether they have plans to leave next year. It seems that chatting is actually a thorough investigation. Finally, the heads of all departments have a general understanding of whether the employees of the department can come back after the holiday, and make a statistical report, focusing on "dangerous people".
3. Make a wish early.
Every enterprise will appropriately adjust the incentive policy or salary in the new year, which is generally "good news" for employees. Good news must be said early, and "wishes" must be made years ago. Don't wait until you start working several years later. By that time, everyone who wants to leave has already left. Half a month before the Spring Festival, we can announce the new employee compensation and welfare policy for the next year, the great development of enterprises in the new year, and how many senior positions will be vacant in the new year, so that employees can feel that the next year is different from this year.
4. be virtuous and carry things, both soft and hard.
Providing good salary, benefits and working environment is an important means to retain employees. But this alone is not enough, because the relationship between enterprises and employees is two-way, and employees sometimes have the idea of leaving their jobs because of their own expansion. Therefore, enterprises should let employees know their own shortcomings anytime and anywhere. At the same time, enterprises should help employees make up for these shortcomings, which will make employees and enterprises form a sense of belonging. Invisible to give employees appropriate pressure, and then help employees ease the pressure, can effectively avoid employee turnover. This is very similar to a management method of ancient emperors, that is, "respecting morality and carrying things, combining soft and hard." If used on employees, the effect will be good.
Send good news to your family during the Spring Festival.
People haven't arrived home yet, and the gifts have arrived home. They did work for their families. Before the employee went home, he sent the holiday gifts to the employee's home in advance, and attached the happy news of "How excellent the children are, how to behave well in the unit, and how to have a good job". In this way, parents will talk about the good work of their children's units as soon as they get home, so that their children will have a sense of accomplishment if they have face, which will inevitably increase their feelings for the company.
Take preventive measures in advance, and you won't be in a hurry after the Spring Festival. The above methods are for reference only, and HR people can use them flexibly according to their own company's situation.