The Marketing Manager Should Face Up To Employee Turnover.

Marketing is a highly frequent job. If your marketing team is big enough, you may have to face the resignation of the old employees and the new employees every day.

This is related to the low threshold, pressure and fierce competition of marketing itself.

Perhaps every enterprise or manager is unwilling to spend huge energy and financial resources to train new employees, and even less willing to see employees who have exhausted their financial resources, material resources and efforts to develop or abandon their original units.

But this phenomenon is perplexing us all the time. How should we face the phenomenon of employee turnover?

Based on many years of work experience and observation, the author believes that the reasons for employee turnover are mainly due to the following reasons:

1, employees' pursuit of individual personality.

Career marketing is mostly ambitious, young spirited, multi thinking, multi character young people. Their knowledge of work is unique, and their demands for work are harsh or even idealistic. Once they are dissatisfied with their work and work environment and treatment, they will take a leave to face the problems they encounter.

2, employees' pursuit of personal development.

People who are engaged in marketing because they are young, they pay more attention to personal development potential and opportunities in the enterprise. They not only attach importance to the current working environment and salary, but also attach more importance to the opportunities and related training offered by enterprises to their growth and development. Once the enterprises fail to meet their expected goals of personal development, they will adopt work change to promote their expected goals and vision.

3, enterprises need to pursue higher development goals and sustainable competitiveness.

In order to enhance the competitiveness of enterprises and achieve long-term development goals, enterprises will inevitably improve their demands on their personal qualities and skills. Once employees' personal qualities and skills are not up to the requirements and requirements of enterprise development, enterprises will acquire talents from outside to achieve new development needs, and dismiss employees who no longer adapt to the development of enterprises.

4, maintain the existing system and organizational needs of enterprises.

"No system, no Cheng Fangyuan", enterprises will inevitably dismiss those employees who can not comply with the rules and regulations of enterprises. At the same time, enterprises will also maintain their original organizational structure and salary structure, so that employees who are not suited to the existing organizational structure or whose personal requirements are higher than the requirements of the construction system can be resigned.

Then, how should we deal with the turnover of these employees?

I personally believe that as a manager of enterprises, we should make efforts from the following aspects to face up to the phenomenon of employee turnover.

1, actively guide, emphasize training, respect staff selection.

In view of employees' impetuous attitude towards the current work, we must conduct positive guidance to them so that employees can handle their work correctly. For those who require progress, we must strengthen their training through various efforts, while satisfying the progress of employees while promoting the sustainable development of enterprises; but when our enterprises can not meet the needs of staff development, they should be allowed to go out and get long-term development.

2, strive to improve our working environment and rules and regulations, so that our working environment can better retain outstanding staff, make our system more humane, more easily respected by employees, and more suitable for the rapid development of enterprises.

In order to avoid excellent employees leaving enterprises without due respect and attention.

3, improve our personnel system, promote the normal flow of staff and avoid the abnormal flow of employees.

The normal flow of employees will promote the healthy development of enterprises. Conversely, abnormal employee turnover will hinder the long-term development of enterprises.

Enterprise management must promote the normal flow of employees through the improvement of employing system.

Only by respecting employee personality, improving the employment environment and employing system, and carrying out enterprise management in line with the goal of long-term development, can managers ensure the retention and introduction of excellent talents and ensure the sustainable development and progress of enterprises.