Due to the frequent turnover of new employees, the recruitment cost of the company has risen sharply, which will also bring work pressure to the original business backbone.
Knowledge-based employee enterprise, whose main business is patent agency. In the process of consulting service, both the boss and the manager of human resources department pointed out that the turnover rate is relatively large, and the new and old employees are out of proportion, which leads to the heavy workload of the backbone business. In the long run, key employees are quite complaining.
In order to solve this problem, the consulting team of Times Guanghua found through investigation that by analyzing the staff roster, there were 34 employees who left last year, accounting for more than 20% of the total number of employees in that year, including 20 during the probation period, accounting for 59% of the total outflow. Further analysis shows that these 20 employees who left during the probation period are basically in the same department, which is an external department in the patent agency business: the application department. This department mainly deals with patent applications and dealing with patent offices. The work is relatively simple and boring. Through understanding, the person in charge of this department is too tough in dealing with interpersonal relationships and lacks care for subordinates.
Through the above preliminary analysis, we can know that the problems are mainly in two aspects: 1, the proportion of new employees leaving during probation is too large; 2. The leadership style of the person in charge of the application department needs to be changed. The above problems can usually be solved by improving the organization's socialization ability:
On the one hand, expected socialization occurs before a person joins the enterprise. Through the socialization of expectations, a person forms expectations for the company, position, working conditions and interpersonal relationships.
These expectations are formed by job seekers and recruiters in the process of job hunting. Enterprises should provide realistic job information to potential employees, including treatment, working environment and conditions. To ensure that employees form appropriate expectations.
In short, enterprises should provide potential employees with a complete preview of real work. For enterprises, it is necessary to provide sufficient job information to potential employees when recruiting.
On the other hand, new employees regard their immediate superiors as an important source of information for their positions and companies. It can be said that the nature and quality of the relationship between new employees and their superior managers greatly affect the stay of new employees.
This requires the direct leadership of new employees to improve interpersonal skills and give more care to new employees. The perception of new employees to their immediate superiors is largely the perception of the company. For enterprise A, it is necessary for department heads to receive training on how to be a good manager and change their leadership style through learning. ;