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    首頁 > 新聞資訊>>如何完美規避年后“離職潮”?
    如何完美規避年后“離職潮”?
    來源:http://www.tcwlxx.com 發布人:shunxing 日期:2021-05-05
    過完年,HR紛紛抱怨:員工負能量急劇膨脹,離職率、流動率也同步上升。羅列的原因有很多,除了“感性”的節后綜合癥和跳槽熱潮,還有的是感慨加薪無望,長期壓力的究極爆發;也有人是因為老板太摳,沒福利可曬,實在不好意思在朋友圈混……
    After the new year, HR complains one after another: the negative energy of employees is expanding rapidly, and the turnover rate and turnover rate are also rising simultaneously. There are many reasons listed, in addition to the "emotional" post holiday syndrome and job hopping boom, there are also feelings of hopeless pay rise and the outbreak of long-term pressure; There are also people who are too stingy and have no welfare. They are really embarrassed to be in the circle of friends
    當然,正當的理由也好,無謂的玩笑也罷,不可否認員工的離職成本是很恐怖的,留人才是好的招聘,因為離職帶來損失太大。
    Of course, whether it's a good reason or a joke, it's undeniable that the cost of leaving an employee is terrible. It's a good recruitment to retain talents, because the loss of leaving an employee is too great.
    我們都知道員工離職會帶來招聘成本、入職培訓和人才發展費用等財務損失以及尋找其他代替員工帶來的時間損失。
    We all know that employee turnover will bring financial losses such as recruitment costs, induction training and talent development costs, as well as time loss caused by finding other replacement employees.
    高離職率除了會帶來財務、時間上的巨大損失,還有精神上的壓力,會對在公司士氣造成更可怕的影響。例如重創企業文化,打擊組織氣氛。公司里的每個人可能都在等待著離職,所以沒有人真 正關心工作,也不會為工作付出任何努力。
    High turnover rate will not only bring huge financial and time losses, but also mental pressure, which will have a more terrible impact on the morale of the company. For example, the enterprise culture is severely damaged and the organizational atmosphere is damaged. Everyone in the company may be waiting to leave, so no one really cares about the work and will not make any effort for it.
    這種無形損失或許會帶來比財務更為嚴重的后果。然而不幸的是,很多企業正在以這種方式運營。公司應該學會追蹤離職率數據,并且積極采取措施降低比率。
    This kind of invisible loss may bring more serious consequences than finance. Unfortunately, many businesses are operating in this way. Companies should learn to track turnover rate data, and actively take measures to reduce the turnover rate.
                     山東獵頭公司
    員工離職的原因很多,其中較大的兩個因素在于雇用問題與管理困難。雇用問題占員工離職的80%,管理問題占20%。
    There are many reasons for employees to leave, two of which are employment problems and management difficulties. Employment problems account for 80% of employee turnover, and management problems account for 20%.
    雇傭問題的高比重意味著你一定要確保一個完善的招聘流程,并且與時俱進尋找各種方法改善它。另外20%的離職率來自于糟糕的管理。有句很有趣的話講的是:大多數人都沒有放棄的不是自己的工作,而是他們的老板。
    The high proportion of employment problems means that you must ensure a perfect recruitment process and keep pace with the times to find various ways to improve it. Another 20% of turnover comes from poor management. There is a very interesting saying: most people do not give up their jobs, but their boss.
    實際上,想要解決這個問題相當容易。管理者需要做的就是欣賞自己的員工。他們需要學習如何善待他們,尊重他們并關心他們。
    In fact, it's quite easy to solve this problem. What managers need to do is to appreciate their employees. They need to learn how to treat them well, respect them and care about them.
    如何減少員工離職率?現在處在員工流失的高峰期,因此我們須足夠重視員工忠誠度的驅動因素,降低你的員工離職率,獵頭公司建議通過如下方式:
    How to reduce employee turnover rate? Now we are in the peak period of employee turnover, so we must pay enough attention to the driving factors of employee loyalty and reduce your employee turnover rate. Headhunting companies suggest the following ways:
    1.完善招聘流程
    1. Improve the recruitment process
    就像前面提到的,影響員工離職率重要是招聘過程。如果你能完善招聘流程,為企業文化和崗位挑選合適的人選,你的員工流失率會下降。
    As mentioned earlier, the most important factor affecting the turnover rate is the recruitment process. If you can improve the recruitment process and select the right person for the corporate culture and position, your turnover rate will decrease.
    2.加強經理人的情 商素質
    2. Strengthen the EQ quality of managers
    其實經理人的心理起了決定性的重要作用,越來越多的管理人員應該積極參加情商和心理學的培訓。強烈建議每一位管理者參加領導必備的情 商課程。
    In fact, managers' psychology plays a decisive role. More and more managers should actively participate in the training of EQ and psychology. It is strongly recommended that every manager take the necessary EQ course for leadership.
    3.提供成長的機會
    3. Provide opportunities for growth
    了解什么才是員工真 正想要的,加薪?升職?還是授權?滿足他們任何需要掌握的技能,實現雙贏。因為他們獲得的成功或更有效地推動績效。
    Understand what employees really want, a raise? be promoted? Or authorization? Meet any skills they need to master and achieve a win-win situation. Because they are successful or more effective in driving performance.
    4.讓員工保持好心情
    4. Keep employees in a good mood
    在全球受贊賞雇主500家企業中,我們發現了一個共同點那就是讓員工每天都保持好心情來上班。
    Among the 500 companies that are admired by employers all over the world, we have found one thing in common, which is to keep employees in a good mood to come to work every day.
    5.經常收集反饋
    5. Collect feedback frequently
    經常對員工進去調查,聆聽他們的意見。不僅可以讓公司的一些不足得以改善,同時讓員工感受到被重視,讓他們有主人翁的意識。積極地傾聽,真正關心員工的福利會使員工離職率下降。
    Frequently investigate employees and listen to their opinions. It can not only improve some shortcomings of the company, but also make employees feel valued and have the sense of ownership. Actively listening and really caring about the welfare of employees will reduce the turnover rate of employees.
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