table of Contents
1. Resign within 2 weeks after entry
2. Resign within 3 months of entry
3. Resignation within 6 months after entry
A pit left by an employee after resignation is not to find another person to fill it in. Generally speaking, the loss of core talents requires at least 1-2 months of recruitment, 3 months of adaptation period, 6 months of integration period; in addition, there are recruitment fees equivalent to 4 months of salary, exceeding 40 % Failure rate.
"Fortune" found that after an employee resigned, from finding new people to getting started smoothly, the replacement cost alone was as high as 150% of the annual salary of the resigned employee, and the cost would be even higher if the employee left was a manager.
More entangled: the authoritative organization estimates that an employee's resignation will cause about 3 employees to have the idea of resignation. According to this calculation, if the employee turnover rate is 10%, then 30% of the employees are looking for work; if the employee leaves With a rate of 20%, 60% of employees are looking for work.
There is a big difference between employees leaving in 3 months and leaving in 2 years!
Regarding the reason for the employee's resignation, you can of course quote the views of a celebrity. There are only two: the money is not in place and the heart is wronged. This is certainly true, but from the perspective of HR, there are actually more complicated and all-encompassing reasons for employees of different levels and working years.
1. Resign within 2 weeks after entry
Resignation within 2 weeks after entry shows that there is a big gap between the actual situation that the new employee sees and the expectation. These situations include the first impression of the company environment, induction training, remuneration, system and other aspects.
What HR needs to do is to clarify the actual situation as clearly as possible during the induction interview, without concealing or exaggerating, so that new employees can objectively know his new owner.
In this way, there will not be a huge psychological gap. Don’t worry that the newcomers who are about to get will not come, and they will always be unable to keep them. Then, the various aspects of the entry will be systematically sorted out, including from recruitment to notification of entry, reporting, and entry. In training, handover with the employing department and other links, the newcomer’s feelings and inner needs are fully considered, and systematic planning and introduction are carried out to make the newcomer feel respected and valued, and let him understand what he wants to know.
2. Resign within 3 months of entry
Resignation after 3 months of entry is mainly related to the job itself. This may indicate that there are certain problems in the company’s job settings, job responsibilities, job qualifications, interview standards, etc., and the reasons need to be carefully reviewed in order to remedy them in time and reduce invalid labor in the recruitment process.
3. Resignation within 6 months after entry
The resignation after 6 months of entry is mostly related to the direct superiors. HR must find a way to allow company managers to receive leadership training, understand and master the basic qualities of leadership.
Managers must understand the advantages of their subordinates and match their advantages with job responsibilities to maximize the effectiveness of the company while also allowing employees to reflect their value.
A good manager is a coach. He has the obligation and responsibility to explore the potential and advantages and train subordinates to become an important driving force for their success. The results of changing a leader in the same department may be completely different, and the performance of the same group of employees may be completely opposite. One may be full of combat effectiveness and passion, and the other may complain about the sky, the team is scattered, and frequent turnovers.
The direct superiors should be the first to understand the various trends and tendencies of their subordinates. One sentence of his may solve the problem and cause conflicts. If it is not handled properly, the morale of the team will decline and the combat effectiveness will decline, and it will enter a bad cycle. Therefore, for teams with a large number of employees who have left the company within a year, be aware that there may be problems with their direct superiors.
4. Resign in about 2 years
Resignation in about 2 years is generally related to corporate culture. At this time, employees generally have a complete understanding of the company, various ways of doing things, interpersonal relationships, human environment, authorization, career development, etc., have a comprehensive understanding, even including company strategy, the boss's hobbies.
Companies with good corporate culture will have a comprehensive review of the values of the candidates in the recruitment process, hoping that new employees can integrate into the company culture and contribute to the continuous optimization of the culture; while companies with a poor corporate culture will respond to the candidates’ The value requirements are not too high, and they are often just one-sided inspections, hoping that they can come in to purify and improve the cultural atmosphere, but things are counterproductive:
Their own values may be problematic or flawed.
Even if their values are positive, their strength cannot match the long-standing atmosphere.
New employees are working hard to integrate into the team and try their best to be less outlying, so they are easier to be assimilated.
When the company culture conflicts with the values of new employees to a certain extent, even reaching a critical or breaking principle, it will lead to a breakdown in the relationship, and resignation is inevitable. As a company, you have to think about yourself three times a day, and notice the bad factors in the company. The company is not big or small, and it needs a good working atmosphere to make employees happy.
5. Leave in 3-5 years
Leaving in 3-5 years is related to career development. Without learning new knowledge and skills, there is not much room for salary improvement, and there are no more senior positions available. At this time, the best solution for employees is to quit. But for the company, employees at this stage have the greatest value, and their turnover loss is greater.
Therefore, HR should design a reasonable career development channel according to the different needs of different types of employees; understand the psychological dynamics of employees and listen to their voices; investigate the relationship between supply and demand in the professional market, and actively adjust salary and position design. Our goal is to retain employees , Other policies can be considered flexibly adjusted according to the situation.
6. Resign over 5 years
Employees over 5 years have increased endurance. On the one hand, leaving the job at this time is caused by professional boredom. We need to give him new responsibilities and more innovative work to stimulate their enthusiasm.
On the other hand, it is caused by the inconsistency of personal development and enterprise development speed. Whoever develops slowly becomes the object of elimination. Employees who are negligent in learning and stagnating will inevitably be alienated and left out by the company; enterprise development is too slow and employees rise Space cannot be opened up, and career-oriented employees cannot see new hope, and they will inevitably find another job.
The above-mentioned main reasons for resignation from the perspective of the length of the in-service time should be judged according to the actual situation, and timely adjustments should be made to keep the resignation rate to a minimum and the loss of the enterprise will also be minimal.
In the face of high turnover costs, it is more important to treat employees, especially outstanding employees!
This article originated from the Internet, and the copyright belongs to the original author.