How to avoid employees leaving themselves?
There are many kinds of self-separation. Only by analyzing them can we prescribe the right medicine. If the salary is low, it is meaningless for you to motivate and do some auxiliary activities. Let's adjust your salary! Report the consequences of the incident. It turns out that our company has a high turnover rate because there are so many people. In 2003, I changed almost all the staff in our company. My proposed salary increase actually reduced the labor cost. Until the beginning of 2004, the staff was basically stable and the company wanted to reduce its salary. I object. It is increasingly difficult for technical talents to recruit the same data, thus avoiding the problem of personnel flow.
In fact, we should take the initiative to reflect some practical problems to HR to help you. After your report is confirmed, your boss will have to believe you.
Of course, there are some omens. For example, he often asks for leave, but some of them will suddenly disappear with his salary. Low salary is part of the reason, as well as institutional, cultural and welfare reasons, but the main reason for leaving is the liquidated damages and confidentiality compensation in the labor contract. Do you have a better way to agree on these two aspects?
Some low-level jobs don't need too many skills and are easy to recruit people, which determines the nature of such jobs. Even if the salary is raised, a good corporate culture is useless. Because the characteristics of this kind of work are doomed to make people feel tired and unable to obtain social status and other related psychological feelings, after a period of time, people will naturally flow. If this happens in this type of work, unless your company is a very large and famous production enterprise, there is generally nothing you can do.
Wages are paid by transfer. If the employee takes a long vacation that month, the salary will be paid in cash, and the employee will get it in the finance department after returning to the factory.
How to avoid employees leaving themselves?
Aiming at employee turnover
1. We should not blindly ask for a salary increase for employees, but also think from other aspects, such as increasing the cohesion of employees, increasing their sense of ownership and increasing their sense of responsibility.
2. We can also increase other benefits of employees.
3. Let employees have a sense of competition and crisis.
Analysis of the reasons for employees' resignation;
First of all, some low-level jobs don't need too many skills and are easy to recruit people, which determines the nature of such jobs. Even if the salary is raised, a good corporate culture is useless. Because the characteristics of this kind of work are doomed to make people feel tired and unable to obtain social status and other related psychological feelings, after a period of time, people will naturally flow. If this happens in this type of work, unless your enterprise is a very large and famous production enterprise, there is generally nothing you can do.
Furthermore, if this happens in management, it should be paid enough attention. Because it means that people have no future for your business, which is related to the lack of treatment and play. As mentioned above, people need not only salary but also job satisfaction in a job. Let him love the job, not do it passively. There are many reasons for this situation, which can be summarized as follows:
1: The boss is short-sighted and doesn't understand the enterprise development plan. He believes that migrant workers are slaves and can beat and scold at will. He didn't give people or even middle managers enough respect and attention, which led to man-made oppression and made people feel wronged.
2. The slow development of enterprises, declining income, poor treatment and lack of corporate culture. This situation is serious and needs to be communicated with the boss. First of all, to change the status quo of enterprises, we need to start with people, change people's mental state, express their existence with enterprises, and let people have the consciousness of being heroes, and take the initiative rather than passively, then enterprises may come back to life.
3. The sectarian conflict and the bad working environment make people unable to really work, which is related to the interpersonal relationship of the enterprise and requires the efforts of the hr department. . . .