Half Of The Job Hoppers Are Not Going To Be That Simple.

Data research shows that in China, wages are the main reason for job hopping, while 51% of job hoppers say that if the former employer can retain or continue to work, the boss really needs to ask a few more questions when retaining talent.

In this survey, the research scope of Zhongzhi consulting is 3000 manufacturing enterprises in the whole country, and the research scope of collar English is precisely targeted at 484 Asian job hopping professionals.

Data show that front-line employees are the highest level of turnover.

The reasons behind it are that the salary linked to the living standard has become the main reason, followed by the pursuit of personal development.

But surprisingly, overtime has become the lowest among all kinds of job hopping reasons.

The data also found an interesting phenomenon, and 80's become the watershed of this phenomenon.

Employees starting from the 1980s have become more aware of enjoying life and paying more attention to "intangible value".

Data show that 18-35 year old workers are more in pursuit of work and life balance than their 36-50 year old professionals.

Higher.

Although it seems that the new generation of Post-80's professionals are more "playful", their fit with corporate culture is 9 percentage points higher than that of "80 before".

When it comes to salary, data show that nearly 47% of the frontline staff.

The level of capital is 4000 +, and the other 53% is below 4000 yuan.

Deducting a series of expenses such as monthly rent, meals, pportation, entertainment, shopping and so on, the salary is really planned.

According to the survey data, women are becoming more and more strong in the direction of strong women. 51% of the reasons why women choose a new job is that they are challenging.

In contrast, men are much more warm, and because of the challenge of choosing a new job for 40%, it seems that human beings can not stop women from becoming stronger.

Data show that in the survey, 78% of the job hopping staff pay rise, so "jump higher, higher jump" seems to be justified.

In addition, data show that 40%

After the job hopping, they did their old job, and the other 40% turned around.

In addition to recruiting talents, many enterprises have placed their talents in an important position. Data show that 51% of job hoppers in the survey indicated that if the former employer stayed, they could still "love".

On the way of retaining talents, human resources organizations suggest that in addition to showing bright career paths and attractive "Remuneration cards", it is also important to affirm the achievements of employees and establish a long-term positive corporate culture.