Effective Reduction Of Employee Turnover Rate: Fourteen Easy Measures

As soon as the "gold, three silver four", "golden nine silver ten" season, every enterprise will usher in the peak period of job hopping. Employee turnover is most frequent at this time. A stable team is an important guarantee for an enterprise to make continuous progress. However, if a large number of employees, especially the core staff, will be lost, it will not only cause the loss of customers' resources, but also lead to the loss of core secrets and bring heavy losses to enterprises. Therefore, in addition to the employees who need to be eliminated, enterprises should ensure the relative stability of employees and take certain measures to reduce the turnover of employees.

It is divided into two parts: the analysis of the two parts before and after the entry of employees to find ways and means to reduce the turnover rate.

Mainly for the loss of new employees.

Part one: before employee induction

First, the demand analysis of human resources before recruitment.

1, recruitment personnel should be based on the specific circumstances of the company. Post Conditions for personnel screening;

It is not possible to include personnel who are not suitable for the development of the company to meet the rate of personnel arrival. The employees who enter the position will definitely analyze the present position and their situation. If people with low job matching come in, they will soon lose staff.

2, clear the employing standard;

According to the number of job needs issued by the company, the level of recruitment and the treatment obtained, the right people are recruited honestly.

For example:

1. Recruitment of business personnel, resulting in 5 years of sales management experience. Service Manager In this position. Once he enters the company, he finds himself starting from the salesman, and the salary is much lower than before. He will definitely leave.

(2) recruitment of technical personnel, the salary introduced at the interview is higher than the salary standard of the company. As a result, the inconsistency between the entry of personnel and the previous commitment will definitely result in the intention to quit.

3, the degree of care in recruitment and interview

When a talented person chooses a business, the important aspect (that is, every aspect of an enterprise attracting talents) is different.

For example:

Some people value the strength of the enterprise; others value the working atmosphere of the enterprise; others value the business. Promotion channel It's different.

Therefore, as our enterprises can change as much as possible, we can improve the areas of attracting talents and retaining talents.

3.1 the recruitment process, when the phone is invited, do we do humanized invitation? It is very important to leave a good first impression, such as tone, detailed answer and description.

3.2 interview, interview process preparation in place.

For example:

Attitude, tone (He Ai)

Guidance and guidance (in place)

Greeting and greeting (showing concern for employees)

At the end of the interview, I wish (peace on the road).

The second part: after employee entry.

First, induction training for new employees.

1, in addition to training courseware, human training contents can also be incorporated into the training system for new employees.

For example:

(1) new employees have just entered the office and are very strange to all aspects of the company. In particular, he will soon enter the Department, post, work to carry out (to do well, how to do, will not be able to achieve success, etc.). We can combine training with the characteristics of new employees. We can make a case presentation for the new employees who have been recruited in the new position. To let new employees feel confident in their future will surely reduce the loss of staff.

During the training period, a questionnaire survey of new employees was conducted, and corresponding guidance was made for the problems raised.

Mentality training

Every job has to go through many stages to achieve success, especially for new employees. We can train the conditions and process of "success", let our employees know that success is not an easy task and be well prepared, but it must be told that it will succeed in the end. This new staff union has a positive attitude towards its work.

Training to attract new employees

New employees have just entered the enterprise, and it is difficult to make outstanding achievements in their posts in a short time. A long time will bring a blow to self-confidence. In the short term, we can use training to retain new employees. Although this period of time, new employees have not received the expected remuneration in their posts. However, during this period of training, a lot of knowledge has been received, which will not cause a blow to self-confidence.

Two. Dynamic follow-up of new employees after entry.

1, plan the time, enter the front-line staff, understand the mental state of the staff. Then go to the heads of departments to make further comments. In the light of the nature of problems, it is important to consider who should communicate and communicate with employees. Solve staff's difficulties, help and psychological obstacles.

2, cooperate with the heads of departments to establish a good communication platform. Bad working condition will lead to vicious circle. Therefore, we should try to solve the problems at the first time, so as not to let the discontent affect employees or even other employees.

3, if conditions permit, you can specifically open a suggestion box for your employees or form a forum. We can release the difficulties and dissatisfaction that we feel in this form in the form of mail, and we will give a reply in time. Not to open to the outside world, to implement a confidentiality system. It can relieve employees' dissatisfaction and improve employee satisfaction.

Three, the loss rate of departmental staff is included in the performance appraisal of the head of the Department.

1, department leaders' concern and guidance for employees will enable employees to feel that they are concerned and valued by their leaders, and their enthusiasm will be improved immediately, and they will be rewarded for leaders. When making a choice, it will also be considerate, which will reduce the turnover of employees.

For example:

1. The new employees in sales positions can carry out rotation work and study in various districts. During the probation period, employees can be transferred to different districts to study and choose suitable sales areas. In this way, we can see clearly the degree of attention of the responsible person. In order not to cause the loss of personnel, managers in various districts will try every means to keep good talents. The care and guidance for new employees must be higher than that of the previous department.

Four, use our sincere service and concern to reduce the turnover rate of staff.

1, people have feelings, we can create a sense of family and atmosphere in the company.

For example:

The company has difficulties at home, and the company is advocating a helping hand.

(2) every year during the Spring Festival, employees can be commended for one year's work, together with their family's blessings and thanks, in the form of letters. The family who received the letter must feel differently. Employees who have the intention to quit can also be encouraged to reduce the turnover rate.

(3) employees should be congratulated and condoled for their marriage or family death. It is a great comfort to the employees. Humane care is very important.

The sales staff of the company must travel frequently. For marriageable age employees. Companies can help provide opportunities to find other partners. In this way, we can stabilize the travelling staff's work outside the home. It can establish social activities, parties or dance with other enterprises.

Five. After the new recruits are trained and assessed, some outstanding personnel will be included in the names of reserve cadres. It can improve employee's enthusiasm and stability.

Tips: Fourteen ways to effectively reduce employee turnover rate

First, strictly enforce the entry of people.

When recruiting employees, it will often be found that many applicants often find that many job hopping in a short period of time in the curriculum vitae, and when they ask questions, they often can not justify themselves. This shows that they often find it hard to establish loyalty to their enterprises, lack of plans for their careers, and enterprises can not meet their requirements, which may become the reasons for their resignation.

Two, define the standard of employment.

When recruiting employees, enterprises must combine the needs of the enterprises and improve the employing standard blindly. If the enterprises recruit jobs of corresponding positions, they will only give them the corresponding treatment and level. If these people enter the enterprise, if the actual situation is not what they want, they will feel cheated and go away. A friend of mine, Zhu Mou, saw the advertisement of a regional manager of an enterprise. He went happily, and the result was successful. However, when he took office, he found that the so-called regional manager was in charge of himself. He did not have any subordinates. The answer was "my regional manager is like this." Zhu only realized that in fact, the company recruited him as a salesman rather than a regional manager, so he submitted his resignation to the enterprise in a fit of anger.

Three, correct the attitude of employing.

Nowadays, in order to attract talents, many enterprises often begin to promise high salaries, and when they arrive at enterprises, they will not be able to cash in on their treatment or promises. Many enterprises and bosses tend to regard this as their own talent, but companies often lurk huge risks, because once employees see the real intention of the business, a large number of employees will be lost.

Xiao Deng went to an enterprise to apply for assistant to the general manager. The company promised a monthly salary of three thousand, and then offered one hundred and fifty thousand salary by the end of the year. But by the end of the year, the boss patted Xiao Deng's shoulder and said, "Xiao Deng, the company's benefit is not good this year, the annual salary will be discussed next year." Xiao Deng had to leave the enterprise after shouting.

Four, abandon speculation.

For many enterprises, the industry will have a noticeable slack season. Many enterprises practice a lot of recruiting during the peak season. In the off-season, a lot of layoffs are considered. Anyway, most people in China are people. When Laozi is afraid that he can't find two legs?

In order to expand the scale, speed up the establishment of the network and increase sales volume, a food company has excavated a large number of marketing personnel from another enterprise. After arriving at the enterprise, this group of people really fulfilled their expectations, and the aim of the enterprise quickly reached. But after the off-season, if the boss calculates the bill, if he keeps so many people, he may not be able to make money, so the boss will call them up to say that everyone will come to work until the peak season. The boss thinks he is very smart, but he knows that he has taken a stone to smash himself. The business people have gone through the resignation procedure quickly, and the unexpected thing has happened when the boss is secretly happy for himself. Not only the business people have left the enterprise, but the original employees in the enterprise are afraid that the boss will come to himself in the future, so they start to leave the company. What's worse, these business people soon joined the competing companies after leaving the enterprise, and many dealers began to turn around with the business people who left.

Five. Analyze staff needs and satisfy them as far as possible.

As a social person, there will be all kinds of needs. As an enterprise, we must analyze the needs of employees frequently, so long as the needs of employees are not violating laws and disciplines, and do not violate the purposes and principles of the enterprise, we should try our best to satisfy them. It should be said that as long as the enterprise can meet the needs of employees, employees rarely leave. For example, there are many employees in the enterprise who come to the age of marriage and marriage. Naturally, they will have to find the other half of their needs. Especially for the marketing staff of the enterprise, they do not have much time and energy to talk about objects every day, so they can often organize dance and sports activities such as salesmen and logistical personnel, increase their contacts and understand opportunities, and even if appropriate, the leaders of enterprises can come to the match. Just imagine that if a person's other half is found in this enterprise, two people have the same business as a company, and employees will not be grateful for it. How can they not increase loyalty and enthusiasm to work for enterprises?

Six, help employees to make career planning and establish personnel training mechanism.

I find that many employees feel very confused about their own development and future. They do not know how to plan their future and where they are going. Thus, the world of other enterprises will be more exciting.

If the enterprise can help employees to do their own life, especially career planning, so that employees know where their advantages are, what kind of development space the enterprises will provide to them, how can individuals achieve their ambition through hard work, and then combine with the characteristics of everyone to cultivate through a certain way, so that employees can find their own positioning and make clear the direction of future efforts. If enterprises can help employees do this, who will decide to leave?

Seven, pay for people, both horse run and horse eat grass

For employees in today's enterprises, the treatment is a very realistic thing. It is hard to achieve the illusion that employees want to buy their lives, but do not want to pay a reasonable salary.

However, enterprises can not pay more for the employees than the industry in order to retain their employees, but when the enterprises are formulating their remuneration and benefits, they must combine the situation of the industry. If their salary and welfare are not competitive, they will have the situation of the loss of capable employees to other enterprises. Finally, enterprises will face the unfavorable situation of "low salary and low energy". High quality and high ability employees will not only be unable to retain, but also can not attract high-quality, highly capable talents, so that the human resources structure of enterprises can not be improved and can not keep pace with the pace of development of enterprises.

Eight, feelings keep people, people have feelings.

Employees are human beings, and people are emotional animals, especially in China, a country with a strong human touch. In the emotional input of employees, enterprises often get twice the result with half the effort in creating an environment for employees to feel at home.

For example, when employees are having difficulties at home, the company will lend a helping hand; the boss and senior executives will actively talk to their employees to talk to each other, which will give employees a sense of importance. When employees get married or have serious illness or death in their homes, the boss or business executives will come to congratulate or mourn in person. When the family members are not working, the enterprises help the staff arrange their work for their families. It will make employees feel grateful, but the enterprise actually does not pay much, and the harvest is often the staff's heart and loyalty.

Some enterprises do more in terms of emotional retention. Whenever the Spring Festival comes, employees will receive a letter from their home. Apart from congratulating the new spring, they will be grateful for their elders' support for their employees and their families' support for their employees. As a result, if the employee wants to resign, the family will try hard to persuade or abuse.

Nine, training and learning to increase employee benefits.

In fact, for most employees in the enterprise, apart from treatment, whether they can grow and grow in this enterprise, and whether they have the opportunity to learn is also their concern, especially for the new employees of enterprises and the employees who are preparing to do some businesses.

This requires the training and learning of employees to be treated at a certain height. At the same time, to some extent, the growth and progress of employees also mean the growth and progress of enterprises. Why not invest in a company for a lifetime? If you can learn progress and grow in this enterprise, why should it be so late?

Ten. Don't talk about employee benefits when a company is losing money.

Enterprises will sometimes run poorly when they operate. But once a company loses money, it is understandable to reduce costs and reduce costs. However, many enterprises first put the reduction of employees' pay in an important position when the enterprises were losing money. As a result, the treatment of employees was reduced, and a certain cost was saved. However, when the enterprises began to make profits, their employees were also losing almost.

In the second half of 2003 and the first half of 2004, due to the substantial increase in raw material prices, the instant noodle industry suffered an industrial loss. A company began to substantially reduce the treatment of its employees. Many employees resigned after a drop in treatment. Later, the industry became warmer and businesses began to make profits. However, there was a serious shortage of talents in enterprises, and the pace of expansion of enterprises was seriously impede.

Eleven, stay in business and make employees the masters of enterprises.

For different employees, there are many needs. For employees at a higher level (generally referred to as senior managers of enterprises), it is very important for them to meet their needs to achieve their own value.

Nowadays, bosses of many enterprises, in order to retain talents, will make bold authorization to create talent and value environment for talents. At the same time, they should issue shares for senior managers and core employees, so that they can become shareholders of enterprises, so that they can closely link their fate with the fate of enterprises and stabilize them.

An enterprise in Henan makes every employee of the enterprise own the shares of the enterprise. As a result, not only the staff turnover is very small, but also the employees of the enterprise regard their enterprises as their own enterprises, and actively reduce their energy consumption, and make plans for the development of the enterprises, so as to make the development speed and profitability of the enterprises different from other enterprises.

Twelve, establish an early warning mechanism for core staff turnover, especially for employees.

The loss of employees and individual core employees in the enterprise is very normal under the current market economy condition, but if a large amount of loss occurs, it will bring a heavy blow to the enterprise. This requires the human resources department of the enterprise to set up an early warning mechanism for employee turnover and set the safety factor of employee turnover.

The human resources department of a company should carry out dynamic analysis and management of the human resources situation of the enterprise. If we find that the staff turnover is more than the safety factor, and may appear a large number of staff loss, we should make a judgement immediately, and inform the senior managers to take countermeasures.

In many enterprises, there is a situation that the loss of core employees will often take away a group of employees or take away some employees from the enterprise. This is the need for enterprises to attach great importance to it. Like TCI's Wan Ming Jian, he left a large number of employees and so on.

Thirteen, the establishment of fair competition, the able person and the mediocre employment mechanism and environment.

In many enterprises, the reasons for the resignation of many employees are often dissatisfaction with the employment mechanism and environment of the enterprises. They have the ability but can not get promoted. Especially for family businesses.

If this habit is not eliminated, it will be very difficult for competent employees to work at ease, and their loss is only a matter of time.

Therefore, how to establish a fair competition, and the employment mechanism and environment of the able and the mediocre are very important for the stable and capable employees.

Fourteen, the use of law

Enterprises should sign labor contracts with employees, especially core employees, and form an organic restriction on both sides through contracts, thereby reducing staff turnover and facilitating control.