Workplace end of the year: After the end of the year award, What shall I hold you.

<P> Keyword: year-end awards red envelopes white-collar workplace workplace survey Raiders end of the year is the period of high personnel change jobs, once the outstanding employees, the loss of key employees will undoubtedly affect the normal operations </ P> <P> to an end .to have a well-known accounting firms in the two years of the Miss Yang has repeatedly weigh the "quit or leave" the question: "Everybody says well-known firm experience is the best springboard for the block, I was a senior two years .later switched to private enterprises, and now more than doubled revenue, but also stability and more. I want to follow him to quit in time for the end of the peak of their work for the bar. "</ P> <P>'s clearly not distracted .Miss Yang is just such a staff, one end of the year, company CEOs are not easy days. .Nanjing, the owner of an educational investment company had good performance in one hand and the financial statements in one hand and year-end bonus dozens of employees complained to reporters the form: "fear this time, the share of bad shooting itself is equal to .feet. "end of last year, he issued to the company key personnel from 5,000 yuan to 2 per thousand dollars of the red envelopes, but a few members of" Love "that the unfair distribution, which collectively jump ship. .</ P> <P> standing "end" before this threshold, "to retain talent," Do managers can only be wishful thinking it? .</ P> <P> flexible culture: the cold in and the system of </ P> <P> ChinaHR Research Center Senior Manager Meng Li told reporters in an interview: "when the near end of the year, we help companies do .Indeed, a large recruitment effort, which adequately reflect the 'end of job-hopping' frequent sex. If the companies do not want to change this part of a comprehensive analysis of the work of the staff, and retaining talent does not arise. Through our research, non-sales areas .</ P> <P> staff quit no more than three reasons: pay, opportunities, and direct supervisor relationships; and sales staff quit, the more out of sales, management system and the work pressure does not agree .and so on. and for the work experience of view, to work 1 to 3 years and 3 to 10 years of active people who are job-hopping, career development is in the direction of the former trial period, which harbor more urgent 'to upgrade their' wishes. .Although the normal flow of talent is inevitable, but by the end of such a special time, once the outstanding employees, the loss of key employees will undoubtedly affect the normal operations. "</ P> <P> On this basis, Miss Meng Analysis of Road .: "In fact, a competitive salary, the company can provide to employees as well. as more and better learning, training opportunities, unique corporate culture and so on. I particularly want to mention, why now .Staff generally feel work pressure? In fact, this is a 'system of cold-blooded nature of the' problem: Decomposition of business will profit target level by level, to convey to the staff, the staff must meet or complete. If in our daily work, business pressure to employees only, .then the employee is bound to the growing accumulation of resentment and concentrated burst out at the end. So I suggest that corporate culture should consider joining the flexible components, focusing on career and life balance, employees have the formation of trust, respect for the environment. should not be ignored .corporate sense of belonging, identity of the daily training. ".