There is an old saying that it is easy to open a shop, but it is difficult to keep it open. Unfortunately, this only reflects the phenomenon that it is easy to hire employees, but it is difficult to keep them. As we all know, human resources have gradually become the first element of organizational development. Who owns talents and masters scientific and technological knowledge is the core factor of the competitiveness of knowledge workers. However, the more and more frequent flow of knowledge workers has become the flow of talents in today's society. There, paying attention to reducing employee turnover and retaining employees has become the main feature of enterprise managers.

Everything that can be moved may be a good thing, because it is impossible to survive in the "survival of the fittest" by losing employees. Some organizations have healthy and necessary mobility and new employees. With it, the company injected fresh blood and eliminated unqualified employees. However, the high employee turnover rate is a bad thing, which has a negative impact on the company's development and growth. Enterprises will inevitably suffer direct or indirect losses, resulting in additional costs, both tangible and intangible, such as the cost of re-recruitment and the loss of employee satisfaction. To make matters worse, if the employees who have mastered the core knowledge of the enterprise are fired, there will be a good opportunity to reveal the core technology and business secrets. Once the word immusuable.In is lost, it will obviously be unstable and affect the quality of business and work.

There must be a reason behind so many resignations. There may be many reasons. The main reason for staff turnover is that employees are dissatisfied with CORPORTATION's system, especially the supplementary system and incentive system. They think that more enterprises have more opportunities. Even if they don't work here, they can easily find jobs in other companies and provide them with high wages. Second, some people say that their skills, abilities and knowledge do not correspond to the requirements of the company, resulting in poor performance appraisal results. Then, I think that many employees have to resign because they have not realized their own value and can't see their development prospects in the enterprise. There is no doubt that their job is a boring company, where they can realize their dreams, which can easily lead to a "psychological blow." Finally, they choose to quit the company and their own interests.

Of course, harsh environment and conditions will also bring great pressure to employees. Their fears and working conditions, many of which affect their health year after year. The reason for personnel turnover is that enterprises have fallen more than above. Profits, industry recession, and pessimistic expectations of business managers are also the same.

This is the time for the company to take measures to win back talents.

The company should put satisfaction in the first place, take bonus pay, incentive pay and the human resource management function of incentive pay, handle each kind of reward, the reward received by individuals and carry out the tasks of the organization. Work in the form of reward and reward is one of the main reasons why people look for jobs. Therefore, what a person pays must show the value of his or her organization. Companies should be better than their competitors. Incentives cannot be overwhelmed. Motivation can be divided into material motivation and spiritual motivation. Material incentives include remuneration, bonuses and increased benefits. Spiritual rewards include recognition. Continue to improve. Financial rewards such as opportunity travel, such as "salary increase" and "bonus payment", but there are few small changes. They can only encourage them to stay for a short time. In the long run, they need a combination of material incentives as spiritual incentives. It is different to implement different incentives for different people. For example, if you let talented employees who are rich but busy travel overseas, Liv is an excellent employee in poverty alleviation tourism. The former is much better than the latter, so there should be different incentives for employees at different levels, even for different employees at the same level. In addition, promises must be fulfilled in time, and timely payment in advance is more effective than delay. Moreover, for the purpose of convenience and benefit, the company can encourage employees to realize their psychological needs, sense of security, sense of social belonging, self-esteem and self-realization according to Maslow's demand level, which is the internal motivation for business and management students to highlight their role by attracting attention. Ensure that the work meets the needs of employees. Motivation includes not only short-term motivation, but also long-term training. With the rapid development of economy and technology, it is difficult to keep up. For employees, not to mention those who lack the skills, knowledge and ability needed for successful implementation, most workers need some training to let them know the latest progress and what they are doing. If the organization wants to retain more employees, employee training activities should adopt different requirements for different people, and different jobs have their own future. This training mode assumes different choices, such as employment guidance training, employment return to general rotation, apprenticeship and counseling, lectures, role-playing and behavior modeling, case analysis, simulation, self-study programming learning, action learning and so on. After training, it has been completed and the improvement has been shown. The more you get from the program. What? The more important it is to strengthen staff training awareness. More importantly, the employer will maintain employment opportunities and plans with the current employer, and must adopt a way to meet the needs of internal personnel, which has a good and long-term impact on the company. For those who want to be promoted in the company, career planning is undoubtedly to improve their moral level and participation. The improvement of conditions should be taken into account. Finally, in order to reduce losses, enterprises need to establish human resource management information system and talent pool. In a word, every enterprise should make every effort to reduce employee turnover and make them better than others, which will make them determined to make profits. No, there's another way. As long as enterprises want to do one thing, they can succeed. Leave the factory with my employees, and the factory will soon be overgrown with weeds. Take my factory and keep the employees, and we will have a better factory soon.