How Do I Reduce Employee Turnover?

The so-called employee turnover refers to the voluntary outflow of organizations that are unwilling but individual employees are willing. This kind of outflow is passive to the enterprise. The employee outflow that the organization does not want to occur often brings special losses to the company, so it is also called employee turnover. Employee resignation is an employee's right, but because it is harmful to the company, the company generally has to try to control and retain, at least to avoid this phenomenon often happening.

loss of employees

According to the affiliation between employees and the company, one type of loss is the process by which the employee and the company are completely separated from the wage relationship, or the employee and the company are separated from any legally recognized contractual relationship, such as resignation and automatic resignation. Although the employee has not terminated the contractual relationship with the enterprise, it has objectively constituted a factual process of leaving the enterprise, such as active joblessness. Usually refers to improper management, or caused by external factors such as employees' actual income.

Enterprises should bear the main responsibility for employee turnover. The vast majority of people do not like change, so the vast majority of employees, after working in an enterprise for a period of time, generally do not consider changing jobs if there is no special reason, so there is always a reason for employee turnover, although There are many reasons for employee turnover. There are factors of the current social and cultural background, as well as the personal moral quality of employees, but as the main body of the enterprise, it has more responsibility for employee turnover.

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The development of an enterprise depends on the joint efforts of all employees. The loss of employees has brought a huge negative impact on the development of the enterprise. Therefore, in the development of an enterprise, it must formulate measures based on its own characteristics to stabilize talents, retain talents, and make good use of talents. Specifically, enterprises should do a good job in the following aspects:

I. Establishing a good selection and employment system When recruiting employees, companies need to pay attention to selecting employees with high moral literacy. For employees who change companies or even several companies a year, they must be hired carefully. At the same time, companies should choose those whose potential and values are consistent with the company's system and culture, and which can maintain the company's reputation and improve its character. Each company should also choose the right person according to its own characteristics, as the CEO of Edwards said: "As long as we have a person with personality, work with us and coordinate with the company culture, we want It s like a happy marriage.

2. Innovative salary distribution model In any enterprise, salary is an effective incentive method. Salary is not only a means for employees to obtain material and leisure needs, but also to meet the needs of people's self-affirmation. Therefore, the establishment of an effective compensation system can reduce costs, improve efficiency, and increase the attractiveness of enterprises when recruiting. For different levels and types of employees, there are already some mature theories and practices of salary distribution at home and abroad, such as options, dividends, equity distribution, employee shareholding and other methods.

It should be seen that no matter which model, it is necessary to implement such a principle: the greater the contribution to the company, the higher the actual reward will be, and the horses want to run faster and the horses don't want to graze. The situation does not exist. According to this principle, each enterprise can decide its own salary distribution mode according to its own situation.

3. Establishing a fair and equitable corporate internal environment Fairness is one of the basic characteristics that every employee hopes to have in the company. Fairness enables employees to work steadily, believing that there will be many rewards if they give, and believe that their own value can have a fair evaluation I believe that all employees can stand on the same starting line. Enterprises must be fair from the following aspects:

1. Fairness of the reward system. It is necessary to formulate policies that are conducive to mobilizing and protecting the enthusiasm of the majority, fully embodying the principle of distribution according to work, giving priority to efficiency and giving consideration to fair distribution, and highlighting the principle of efficiency of input and output. At the same time, the use of positive incentives should be more than the punishment as negative incentives, clear rewards and penalties and outstanding contributors.

2. Fairness in performance appraisal. It is necessary to apply scientific assessment standards and methods to regularly evaluate the performance of employees. Formulate scientific and reasonable performance assessment methods and assessment standards, conduct qualitative assessment and quantitative determination of employees' actual work, and be true and specific. Objectively and impartially evaluate each employee and establish various monitoring mechanisms to ensure the fairness and openness of the assessment.

3. Fair selection opportunities. In order to make all kinds of talents stand out, in the selection and appointment of employees, both diploma and level should be taken into account, professional and expertise should be taken into consideration, and existing ability and potential ability should be taken into consideration. Put employees on the same starting line to assess, and provide a level playing field for all types of personnel.

Of course, fairness is also reflected in other aspects of corporate management. If corporate management can be fair and impartial in all aspects, it will greatly improve the satisfaction of employees, stimulate their deep potential, and spare no effort for the enterprise.

Fourth, create a people-oriented corporate culture To achieve long-term development, an enterprise must establish the value of "people above everything else". The entire senior management of the enterprise must have a consciousness that people are the most important asset, and employees are trustworthy and need to be respected and involved in work decisions. When people are fully trusted, they can often use their talents at a higher level to create more benefits for the enterprise. If a common vision is established from the company's senior management to each employee, and a common corporate core value concept, value orientation and other external expressions are formed, then this will continue in the development process of the enterprise and enable the enterprise Maintain a good competitive posture.

Fifth, expand employees 'careers and provide direction for employees' development. Carrying out career management can enable employees, especially knowledgeable employees, to see their own development path in the enterprise, and not be confused about their current status and future development, thereby helping to reduce staff turnover. Companies must not only provide employees with compensation commensurate with their contributions, but also develop a systematic, scientific, and dynamic employee career plan based on a full understanding of their personal needs and career development aspirations, effectively providing employees with multiple development channels And learning opportunities, setting up multiple promotion ladders for equal competition, so that employees truly feel that they have hopes to achieve their ideals and ambitions in the company. For example, HP provides employees with skills and needs self-assessment tools on the Internet to help them develop detailed career development plans, which is an important reason for the company's staff turnover rate to be much lower than its main competitors.