These two points are somewhat broad, but they also cover most of the reasons. Others, such as better development opportunities, family or personal special circumstances, are put aside for the time being. From the perspective of enterprises, solving the above two problems will solve the problem of more than 90% employees leaving their jobs.
The money was not given in place
The reason is very simple. To be precise, money is unfair. Fairness here has two meanings.
1. Compared with other enterprises in the industry, this is definitely given less, and it can be covered if it is not given in place;
2. Between internal posts, sometimes employees will leave because of the unfairness of internal incentive mechanism.
I feel wronged in my heart.
1.？ Personal growth space: give employees enough space to do what they like and create value for the enterprise at the same time; To enable employees to grow up with the company, encourage them to think of the company as their home with policies that can bring them hope, instead of just coming to work.
2.？ Interpersonal relationship and atmosphere within the enterprise: leaders can be willing to share their difficulties and inconveniences with subordinates, give guidance to subordinates' problems, and have simple interpersonal relationships to reduce unnecessary internal friction.
If the core personnel want to leave, they must first find out why he left. As a leader, you should pay more attention to your subordinates at ordinary times, talk to him regularly, discuss his needs and unhappiness, and future career planning. If you are promoted and raised just to keep people, you should also consider the mentality of other team members.