How To Reduce Employee Turnover Rate?

The reasons for employee turnover should include two aspects: reasonable normal and abnormal.

First of all, analyze reasonable and normal turnover of employees, such as employees being pregnant, moving with their parents, starting their employees, continuing their studies, etc. For those reasons that cause employees to quit, enterprises should actively cooperate with their employees' wishes, and do not need to take any countermeasures except to recruit new recruits as soon as possible.

The following is a brief analysis of what countermeasures we should take for the employees who are out of normal causes. Based on my work practice and my company's actual situation, the following are summarized as follows:

　　 First, because wages are lower than those of other industries, or even lower than those of the same city, the employees who leave their posts are all abnormal reasons. The total number of employees leaving is nearly 35%.

In this regard, supermarket managers can take countermeasures and efforts are relatively limited. For example, the direct solution is to raise the wages of employees. However, as we all know, the profit level of the supermarket is getting lower and lower. If we want to keep the percentage of employees' wages in proportion to the percentage of sales, there will be no layoffs.

How can we reduce the staff and maintain the normal operation of the stores?

1. reduce the node of the store process, change the past process control as the main outcome control, and reverse the responsibility with the result.

For example, in past stores, customers' returns, staff purchases and so on required signature of the chief of the commodities, the duty supervisor, the chief cashier and so on, and the relevant forms were filled out by the customer service. Although risk control is achieved, the complexity of the procedures is likely to cause customers dissatisfaction and affect the deployment of human resources. Later, we unify such business processes as the approval of the head of the Department, cancel all the intermediate links, and monitor the results of the similar businesses in every store only by the company's headquarters backstage.

Practice has proved that every time the store downloads, the workflow will be changed, that is, reducing process nodes and changing process control to result control.

2. make full use of the promoters of the factory to share the work in the store, and at the same time provide the corresponding labor remuneration.

In our company, the number of promoters in some stores is not equal to the number of formal employees. The company always regards promoters as "out of their own", the company's various benefits, such as birthday gifts, monthly, quarterly, annual merit, gathering, traveling or even out training, etc. In addition, they are given different amounts of subsidies every month according to their benefits. They generally feel that it is good to be a salesperson in Hualian, no matter in the working environment or in personal economic benefits than colleagues in other supermarkets stationed in the same factory.

There is a frozen product. Promoters When she was a teenager, she joined the Hualian company as a salesperson. Last year, because her "family" promoted her as a salesperson and left China Federation, her children had already been in primary school, and she had been doing the same promotion job for eleven years at the company's branch.

The company's stores have been downsizing one after another without affecting the normal operation of the stores. The promoters of the stores are playing a more and more important role.

3. decompose the work that needs to be assembled by multiple people before, and implement it with a small number of batches and lots of batches.

For example, stores in the past need to organize a closed door inventory every month, considering that stores have to organize business after the inventory is finished, so they need to support others from other stores. With the gradual reduction of manpower in stores, this year is no longer adjustable. As a result, the company decided to stop the store closed every month, instead of the headquarters full-time inventory group to store rotation cycle inventory.

4. addition staff The service age award ensures the stability of senior staff.

Since last year, we have been working for one year, giving 100 yuan per month, 200 yuan for two years, and 300 yuan for more than three years. This measure enables the company to effectively ensure the stability of the old staff under the premise of not increasing the wage expenses in a small area. By September this year, the staff will be further refined to work for half a year to enjoy a $50 service age award.

Of course, there are many ways to reduce staff and increase efficiency. After many efforts, our company has increased its salary from three times to a large scale since last year. The per capita wage level has increased by 35% to 40%, while the number of employees in the store has decreased by 20%. This ensures that the percentage of wage sales has increased by only 0.36 percentage points, effectively protecting the enterprise's ability to win.

　　 Two, leaving work due to excessive intensity of work. staff The ratio is about 18%.

In May last year, a brand milk powder salesman of a Township store applied for leave. Knowing the reason, she expressed satisfaction with the working environment, employee relations and salary remuneration, but every time she arrived at the store, the workload was too heavy, and she was tired and unbearable when she came home from work. The store is officially staffed by seven employees inside the company and six sales promoters. Only two boys (one of them is the manager himself) sells 20 thousand yuan a day. The goods are delivered to the stores by distribution centers or suppliers. After the goods are delivered, the work is basically done by the salesmen, and the workload and intensity of the employees can be imagined. After consultation, the manufacturer agreed to find another salesperson to replace the company. The company had to agree to her leaving, though the stores and employees were reluctant to leave.

This matter has caused great concern to the management of the company. How to further reduce the physical strength of the employees? After brainstorming, the company decided to recruit porters to the society and outsource the goods to the shops. They are only asked to move to stores at a fixed time, to sell goods, and to leave at any time, do not punch cards, and pay monthly fees. First, a pilot in a store for a month, soon won the praise of employees. Less than half a year, almost all chain stores have found a contract Porter, greatly reducing the labor intensity of employees. Employees only need to sell goods from stores to stores on the basis of sales. There is basically no problem of excessive physical strength.

Extended thinking, if we clean out the cleanliness of the store, we should further reduce the labor intensity and reduce staffing. In this way, front-line employees are mainly visiting the stores and serving customers during their work.