The real potential of employee turnover due to.

<P> Spite of our excellent staff retention, they flutter away; potential employees regardless of our expectations, quietly away; even focus on training and also in spite of our trust, let go away, leaving the HR are endless chagrin and sigh .. .Every year from February, March, always make HR their fear, constant state of anxiety of the day, this time, there is always a large number of excellent staff abandoned the Division away, leaving many positions vacant, so that they feel powerless and frustrated HR. .However, leaving them puzzled HR is not always seems to walk the walk, but should not go away; extraordinary did not go, but good to go. .Thus, there are always HR who can hear the songs over and over again helpless: what shall I keep you? .My staff! .</ P> <P> difficult to recruit talented employees, using good quality staff is difficult, more difficult to train a good staff, but is more difficult to retain talented employees. .We know that employees leave the company, there must be reasons for the staff, and perhaps is not adequate, but always had enough to make employees leave the company, find another job. .So? .Is each employee is unruly, and want to continue to transform the company, in exchange for the company have the more ground for the better, the more proud of it? .Of course the answer is no. .They should have this kind of HR experience in a company for one year or two years or more employees, the company's corporate culture has been more familiar with, but the company also had some emotional, in general, reluctant to leave .company, but once they decided to leave the company to be very difficult to retain. .Therefore, as a corporate HR were, in order to prescribe the right medicine, to avoid making the same mistakes, we should first find out the real reason they leave. .</ P> <P> So, what is the reason for forcing us to let go our excellent employees threw it away? .</ P> <P> one external </ P> <P> 1, the peak of induced employee turnover jobs. .The first two after the Spring Festival every year in March, that is, the peak of employee jobs, the past year, enterprise development, and personnel to be adjusted. .So many businesses are concentrated at this time a large number of additional personnel, and therefore, people demand for larger, more easily at this time job seekers find suitable jobs. .Will induce a large number of job opportunities for people brave enough to choose quit. .</ P> <P> 2, companies poaching each other instigated employee turnover. .Many enterprises, in order to own the new year have a better development, before the Spring Festival that started digging the foot of a wall or other enterprise counterparts, but the general staff will not leave before the Spring Festival, as well as year-end bonuses to bring it, ."Do not get white do not get it, took no white take", the Spring Festival, the end of the year award in hand, if there is better business to throw an olive branch to them, they cynically choose quit. .</ P> <P> 3, external pressure to force people to leave. .At first, employees may not have to resign, but when you see other people quit successfully, to get higher pay, better development, or people close to staff around constantly clamor in his ear, to impose .pressure, will unconsciously Comparing the two, if they feel their employees are more successful than the ability to change jobs, more opportunities for better development, selection of employees will change jobs involuntarily. .</ P> <P> Second, internal </ P> <P> internal factors affecting their movement are diverse, but also over time up, it's hard to summarize fully, the author after a screening, focus grouped into the following .Article. .</ P> <P> 1, corporate cultures. .Has a good corporate culture, whether there is good cultural atmosphere, to a certain extent reflects the influence of the enterprise. .No influence of the enterprise is difficult to have appeal, and no appeal of the business, they naturally did not have a strong cohesion. .In general, such as world famous enterprises such as Microsoft, etc. Every business has its unique corporate culture. .While domestic same is true of the excellent companies, such as Haier culture, such as Vanke culture, they have become the trend of job seekers, if that is the brand culture. .</ P> <P> 2, the management style of corporate leadership. .Corporate leadership management style, staff morale and motivation, have a greater impact if a small number of employees do not feel the management style of corporate leadership, employees will conduct self-adjustment, but if the majority of the staff to not only .will self-adjust, but also that this is not their problem is leadership. .Over time, resentment will be Heart of leadership, it will not dedicate themselves to work, a sense of achievement can not find work, the work of the fun out of the question. .Not fun work, is tantamount to a suicide. .</ P> <P> 3, enterprise development prospects. .A good or a desire to develop the staff, very concerned about the prospects for the development of enterprises. .Only enterprise development, and staff will have development, business prospects, employees do not see a way forward, it will lose confidence in the enterprise, while the companies do not have confidence in the staff, choose when leaving sooner or later things. .</ P> <P> 4, corporate pay levels. .Author interview, many job seekers about career standards will basically talking about three points: </ P> <P> a, work with joy; </ P> <P> b, a large space for development; < ./ P> <P> c, good remuneration. .</ P> <P> visible, whether you admit it or not, the pay level of job-seekers has become an important factor in choosing. .End of each year, enterprises should sum up, employees have to sum up; enterprises to inventory gains, employees have to inventory gains. .Hierarchy of needs from the Molossian survival needs will also be ranked in the first place. .Therefore, companies only have a competitive pay levels, it may be effective in retaining employees. .</ P> <P> In fact, the factors that affect their mobility are diverse, external causes relatively minor, can be well resolved, but the real impact of the key factors in employee turnover, or internal, and only solve the internal .to effectively prevent and resolve employee turnover problem. .</ P> <P> First, create a core corporate culture, and create a good cultural atmosphere. .</ P> <P> an excellent corporate culture, it is not able to set up one or two days, it needs to set the public house of the director, over time, and then to extract, unique corporate culture that is by construction .afford the test, it is valuable. .However, our staff is it is difficult to see them, they will not want to control how you create a corporate culture, they are only required in a harmonious, easy, fair, equitable, progressive and united team to work, he happily .to the spirit of ease, so that our managers should create such a culture strongly, with this atmosphere, the team will have a cohesive, and have cohesive team, to employees leave, you probably only through compulsory redundancy, .to ensure that your turnover Buzhi Yu too low. .</ P> <P> Second, to staff a development space and enhance the platform. .</ P> <P> larger space for development, to the staff and hope, to employees to motivation. .No hope, do not see prospects of the business, is in any case excites staff enthusiasm, such enterprises can not give employees peace of mind to stay in the company. .To give employees more room for development and upgrading of the platform, from the following aspects: </ P> <P> 1, establish a sound competition, to encourage staff through the proper competition. .Many companies, when the company posts the event of vacancies, their first thought is to start with the external recruitment of staff, regardless of promotion from within; also some companies, even if the thought of starting with an internal promotion, but because there is no perfect internal competition mechanism .or because too familiar with the internal staff, the staff always see the shortcomings of employees do not see many advantages to the end, or would consider hiring from the outside, in their eyes, are always "a monk chanting good ."The. .In fact, a considerable blow to employees, when employees feel that the lack of development space at the same company, also the lack of upward momentum, it is neither conducive to motivate staff, it can not very well create a competitive atmosphere in the team. .</ P> <P> 2, have been in this position quite well, capacity has exceeded the job requirements of employees, but at a higher level and not vacant positions, may wish to round employees supplemented by lateral .Kong, with new jobs, new job, new challenges, sparking enthusiastic staff, will also allow employees to learn more knowledge and skills to effectively improve the overall quality of staff, the more competent staff .solid foundation-level jobs. .</ P> <P> 3, to provide sufficient staff training opportunities. .Haier's Zhang told his manager saying: people just entering the company quality is not high, not your fault, but after some time, the quality of staff is not high, you certainly is your fault. .Shows that the training of the staff how important it is. .Some companies are not thought to be on staff training, but training must have input, because the input could not bear not to provide staff training opportunities, is indeed worth the candle. .Panasonic has a very high value on staff training, as Matsushita understand that the money invested in the brain than the money invested in the machine can earn more money. .But the way the training varied. .As long as the good brains, you will find that training can be everywhere, anytime, anywhere, and now a popular training is good for a minute support. .</ P> <P> three business leaders to shape their own personal charm, to upgrade their management level. .</ P> <P> Needless to say, the management level of the leaders, in large part about the company's development. .Similarly, the leaders of charisma and style of management, are also significantly influenced the work of the staff motivation and team stability. .The author because of professional relationship, more contacts and exchanges with the staff, to sum up, to the following few: </ P> <P> 1, the employer did not suspect, the suspect not. .If managers suspect heavier, then that suspicion of passing down layer by layer. .Such as the vice president of CEOs do not trust, then the vice president will not trust the department manager, department manager in charge of no confidence, then the charge will not trust employees. .There is no trust in a team work, employees must feel sweet. .Therefore, employing the principle is: he firmly believed in him. .</ P> <P> 2, not to mention the staff is not, especially in the back. .Employees hate the leadership behind the criticism of himself, nor even a good line. .In fact, the presence of another employee's face criticism of staff, will be counterproductive. .</ P> <P> 3, do not promise lightly, but once committed, Fengyubugai. .Many leaders to win over the people, always promise a number of commitments, but because of this and other reasons, some commitments are often not honored, and our leaders are not to care, do not mind, but not so our staff .think they would think the leadership does not count, it will not be easy to believe you. .True to that time, leaders want to change their image in the eyes of employees, may be even more difficult, the staff has been difficult, with the idea, do not tell the leadership, time goes by, are not properly rendered .diarrhea, and finally, the inevitable result is that staff choose to leave. .</ P> <P> 4, the courage to take responsibility, dare to take responsibility for their employees. .Many of our leaders, in order to establish their own level in more on the minds of leaders or employees to keep their face or prestige, often pushing their own mistakes but also commitment to employees, let alone take responsibility for their employees. .Consequences of doing so is their prestige or face may temporarily be saved, but a long time, in the eyes of employees lost the prestige or face may not be so simple, long the staff will lose respect and trust..