What Are The Reasons For The Drain Of Knowledge Workers?

cause Knowledge worker flow There are many factors, such as social environment, business factors, personal factors and so on. Peter Drucker said, "knowledge workers" refer to those who master and use symbols and concepts, and use knowledge or information to work. A great deal of empirical research has been carried out by knowledge management expert, Ma Han, and Tom, who believe that knowledge workers focus on four factors: individual growth, job autonomy, business achievement and wealth. Compared with other types of employees, knowledge workers value their work more and more constantly and challenging. They have constant pursuit of knowledge, individual and career growth. They asked the company to give Autonomy So that it can work in an effective way. Of course, getting a reward commensurate with one's own contribution and sharing the wealth created by oneself is still an important consideration, although the marginal value of money has fallen to a relatively minor position compared with growth, autonomy and achievement. These ones here Features Determines the flow of knowledge workers. Main cause There are the following points.

One is personal development.

Knowledge workers attach importance to self development and the realization of their own value, and attach importance to their knowledge acquisition and improvement. In order to renew their knowledge, they are eager to obtain educational and training opportunities, hoping to learn new knowledge in better enterprises. Surveys show that personal development opportunities have become the first reason for the flow of talent. Compared with other types of employees, knowledge workers pay more attention to the relationship between current work and their career goals. When an enterprise can not provide a good channel for employees' career development and personal growth, there will be depression at first, then dissatisfaction with their work, disappointment to the enterprise, depression, dissatisfaction and disappointment will result in a certain degree of resignation.

　 Two, the working environment and corporate culture.

First of all, does the work have autonomy? Most of the knowledge workers are highly educated, have strong professional knowledge and strong autonomy. Compared with other employees, they are more interested in the autonomy of their work and the full authorization in their work. They are more inclined to work independently and are unwilling to be excessively controlled by others. The greater the degree of organizational centralization and the greater the constraint on knowledge workers, the easier it is for them to accumulate discontent and lead them to leave. Secondly, whether interpersonal relationship is harmonious. Good interpersonal relationship can provide employees with a positive and harmonious environment and embody a team spirit of an enterprise. For high-tech talents, the attraction of this mood mechanism is more powerful than pure material stimulation. Third is communication channel smooth? The company's communication channels are not smooth. There is a lack of communication between employees and managers and employees. Enterprises do not understand employees' thoughts and wishes, and employees do not understand the development and goals of enterprises. It will make employees who have strong independence have a lack of identity, attachment and sense of belonging to enterprises, and job hopping will become the first choice. Fourth, whether the personality is respected. According to the theory of hierarchy of needs, being respected is the highest level of human needs, which is valued by knowledge workers. Whether an individual is trusted, respected or respected in an enterprise is also an important factor affecting employees' job hopping. At the same time, studies show that leaders who lack personal charisma can also cause employee turnover.

Three. Business success.

As a group pursuing autonomous, individualized, diversified and innovative spirit, knowledge workers pursue more satisfaction in their work and have strong achievement motivation on the basis of meeting the basic needs of survival and safety. Knowledge workers attach importance to innovative and challenging work and hope to get a promotion. Today, as the organizational structure tends to be flat, the company is reducing the level of management positions in the organizational structure, which makes it possible for employees to get promoted. Therefore, some people will struggle for less opportunities to upgrade, and they will turn to other enterprises or seek their own way because of their hopeless promotion.

　　 Four. Salary and benefits.

Knowledge workers belong to the "attention oriented" human capital. They are loyal to their jobs instead of employers. They have their own welfare maximization function. Whether they join an enterprise is their own choice, rather than being forced to join them. If the treatment is unfair or the income is not up to their expectations, they will probably find their own way out. It is worth noting that when the basic survival needs are met, the demand for pay and welfare for knowledge workers is also more focused on non economic rewards. When overtime is a common practice, many employees have no time to take care of their families. The conflict between work and family is another factor inducing employee turnover, especially for female employees.