Why can't your company keep new employees born after 1990? Every company wants to develop, and it can't do without all kinds of talents, but now the employment of young people is becoming more and more arbitrary. Let me share why your company can't keep new employees after 90.
Why can't your company keep new employees born after 1990 1? Why can't you keep the new employees after 90?
1, the work is boring and the salary is not satisfactory.
2. Colleagues are short-sighted and don't understand the language.
3, the quality of the boss is not high, and the export is dirty.
4, the enterprise system is a mess, and the leaders turn a blind eye.
5. The shareholders' style is not correct, and the company is intrigued.
6. I talk to him about treatment, he talks to me about ideals, I talk to him about commissions, and he talks to me about development.
7, less money, many things far from home, low power and heavy responsibility.
8. If you don't get affirmation, you can't see the development prospect and you can't learn anything.
9, the actual work content does not meet expectations.
10, distrust and dislike this and that.
Listen to the voices of new employees born in 1990s.
@ Jiang Mumu Chaihuoniu
The turnover rate is high. Why do you say post-90 s? The company's software and hardware are all up, and those who want to settle down are still in the majority! Now, most post-90s are working. They have just left the ivory tower and entered the society. It is true that their ideas are too simple to agree with the company's ideas. However, due to other reasons, most post-90s people have reached the legal age of marriage. The house price is so expensive, there must be some pressure. It's not as easy and willful as the post-70 s and post-80 s, okay?
I was born in 1990 and graduated three or four years ago. I have learned a lot and am preparing to resign. The reasons are just: staying up late, staying up late, the white night is upside down, I can't eat well, I can't sleep well, my body is red everywhere, I am afraid of sudden death, and I want to live for a few more years.
@ Ye Wei Ben Wei
The most important thing for me is to feel wronged. All my efforts have been completely denied, and all my abilities have been devalued. It's no problem to be bitter and tired. You have to make me feel valuable. If you don't get affirmation, you can't see the development prospects, you can't learn anything, and your salary is definitely not high. Every day, it is just refreshed by all kinds of people in the company: can people still do this?
@ Ayouniu
As a senior dog who just practiced, the working atmosphere is really important, and she is stared at every day for fear that others will rob her of her job. It's really bad that those old employees who talk behind her back make the office dead. It's really nothing to be bitter and tired, and I really can't stand being unhappy.
@ F xiansen
I think there is only one reason for my resignation. You can criticize my poor work, but you can't deny my style of doing things.
@ onecat day
No matter what level of leadership you are, please don't talk to me on your high horse. This girl will never serve me.
So what kind of company and boss do you want after 90?
First, don't talk about ideals and money with the post-90s generation. After all, the post-90s generation is facing the highest housing prices and the fastest currency depreciation. How can we talk about ideals when we have to worry about the most basic life?
Second, don't talk about the wolf culture of overtime. I want to study after 90, but I don't want to work overtime meaningless every day, and I don't want to give you all the surplus value.
Third, don't play so much. The post-90s generation needs a vibrant office atmosphere. It's foggy all day, so I'm not in the mood to go to work After 90, I don't want to waste my precious time and energy on these things. It's better to study more by myself.
Why can't your company keep new employees born after 1990? Why can't your company keep people?
First, corporate culture.
1, corporate culture is not uniform and unequal. There is no long-term precipitation and continuous publicity of corporate culture. The work style of each department is greatly influenced by the head of the department, rather than the whole company having a unified good atmosphere.
2. There are problems in communication and coordination between departments and employees. There is little communication and cooperation at work, and some helpful information is not well shared. The "collective advantage" has yet to be discovered.
3. Unbalanced busy leisure leads to imbalance. Some departments work hard, and some departments and staff work easily.
Solution:
1, corporate culture is top-down, and a good culture (such as "how to guide employees who can't work") is strengthened layer by layer through daily work communication and deliberate training, and it has become the work habit and inner criterion of every supervisor and employee over time. Another method is to integrate the corporate culture into the system, so that employees can feel the corporate culture while observing the system.
2. It can build a bridge of formal and informal communication between departments and employees, such as free exchange meetings between marketing personnel and logistics personnel, holiday parties, etc. This is also one of the key contents of administrative work.
3, create jobs and personnel, enrich the work content. The work of the department is divided into posts, and leaders at all levels should fully understand the professional expertise of their subordinates, let them do what they are good at, and have a clear understanding of their work ability, so as to assign them appropriate workload and give full play to their abilities. Employees with a strong sense of job accomplishment should be good at pressing the burden and provide them with opportunities for exercise and development, so as to tap their potential and create greater achievements. For such employees, the more the leaders trust them, the heavier their burden, the higher their enthusiasm for work and the greater their achievements, so the less likely they are to leave the enterprise. Determine the required number of people according to the workload and difficulty of work. If the workload is insufficient, a person can hold multiple jobs, which can not only save labor costs, but also enrich the personal work content and be full of enthusiasm and confidence in the work. Never set up posts for others. If there are idle posts, we must make up our minds to cancel them, because this is not only a matter of paying labor costs, but also a problem that affects the mood of other employees.
Second, the ability and style of leaders.
1. If managers are incompetent or have bad morals and it is difficult to convince employees, then employees are unwilling to stay for a long time.
2. If managers don't pay attention to working methods, don't give guidance to employees who can't work, only blame employees when they make mistakes, or criticize employees for not being practical, which involves employees' personality and other issues, it will cause employees' tension and disgust. When the pressure is too great and the work is regarded as a burden, they will consider leaving their jobs.
Solution:
1. For middle and senior managers, it is suggested that the president and the personnel administration center conduct regular analysis of professional competence and management skills. Strengthen the training of managers who are insufficient but have training value; Those who are not proficient in their major and find it difficult to provoke post responsibilities shall be demoted, transferred or dismissed; Those who do not pay attention to methods in management have seriously affected the enthusiasm of most subordinates, and the impact caused by their poor management should be included in performance appraisal or taken in other ways.
2. Strengthen the management ability and comprehensive quality of leaders (for example, how to form the charisma of leaders and organically combine it with corporate culture; The art of accommodating and using talents, etc. ), especially how to guide the work of subordinates, how to treat their shortcomings and how to correct their mistakes in an appropriate way should be strengthened.
3. In the communication with employees, the personnel administration center should also let employees learn to adapt to leadership, not put the attitude of leadership first, but pay more attention to the work itself.
Third, the issue of salary and welfare protection.
1, whether the salary level is competitive with external industries and majors.
2. Whether the internal fairness of treatment is paid and balanced.
3. Employees expect to have more living security besides the basic salary.
Solution:
1. At present, the overall salary level of the company should be above the average compared with the same scale, type and industry in this city, which has little impact on the turnover. Salary is a necessary condition to prevent employee turnover, but it is not a sufficient condition. Therefore, the most important means to control employee turnover should be to establish a people-oriented management idea. At the same time of strict management, we should care about the work development and living conditions of employees, which requires managers at all levels to strive to create a healthy and good atmosphere. 2. Make a scientific assessment plan, so that everyone's work effort can be as balanced as possible with the rewards.
3. Provide endowment insurance and other necessary insurance for employees. You can also increase housing subsidies or housing accumulation funds to solve the worries of employees.
Fourth, the company's vision
Enterprises should have clear development goals. Due to the short-term nature of operation, employees can't see the future of the enterprise, thus lacking a sense of security.
And even if the enterprise has a clear vision, if employees can't understand the relationship between themselves and corporate vision and play a role in realizing this vision, it can't bring satisfaction to employees.
Solution:
1. Define the company's future, formulate the company's five-year and ten-year plans, and let every employee know about the company through various ways and channels (such as documents, corporate culture newspapers, staff meetings, face-to-face communication, etc.). ), not just at the top.
2. Carry out career planning for employees, especially core employees, and integrate employees' personal progress into the long-term planning of the enterprise, so that employees have their own clear goals in the enterprise, feel that they are "promising", valuable and willing to work in the enterprise for a long time.
3. Establish an incentive-suggestion system, so that every employee can put forward his own discovery and innovation in his work, create value for the enterprise, and at the same time give full play to his talents.
Verb (abbreviation of verb) is a comprehensive factor of society and individuals.
1, personal character
The mobility of employees is related to the lifestyle they pursue. Some people like a more stable lifestyle, while others hate a monotonous and stable lifestyle and like change. In addition, the preference for lifestyle is likely to lead employees to be dissatisfied with their city or community, so they choose to move.
2. Family factors
It is mainly caused by taking care of parents' life, children's study or spouse's work.
Solution:
1. Control from recruitment. According to the nature of the post and the replacement cost level, judge the stability requirements of the personnel in this post, and try to choose the personnel with higher stability.
2. The personnel administration center not only cares about employees' work, but also cares about employees' families and lives, so as to reduce the unstable factors in this respect.