Research shows that there are four reasons why smart people quit their jobs:
1. Negative working environment
2. Too much pressure
3. Lack of participation and challenge
4. Lack of identity and interest
There are also four reasons why someone is willing to stay:
1. They feel very grateful and can be listened to;
2. They get guidance and challenges;
3. They have the opportunity to advance and learn;
4. Have appropriate benefits and treatments.
The famous British speaker Jay Shetty once concluded from the phenomenon of employee turnover, and offered the following advice to the management:
1. Most leaders are blind. Jay Shetty found that 89% of most company management mistakenly believed that most people left because they did not give enough money, but the fact is that they lack opportunities;
2. Many people leave their jobs because of lack of value. Leaders lack their talents, skills, unique ability to create value, and recognition of increasing influence on the company, feeling that their potential is completely useless.
Having said so much above, in general, the reasons for employees' resignation are the occupation itself and the occupational situation.
When core employees want to leave, what kind of motivation is most effective?
The answer is to understand the motivational needs of employees, so as to formulate specific incentive plans.
Once a business owner discovered that their company's five capable "golden flowers" had worked diligently in the company for more than five years, and seemed to have the idea of leaving.
In order to retain them in time, the owner of this company approached me. Under my suggestion, he made a T12 talent assessment report for the company's employees.
The "Motivation Analysis" part of the report shows that four of the five "golden flowers" have the highest emotional scores. A high emotional score means that I pay much attention to family and friendship, and I am eager to get emotional care and spiritual communication.
If business owners want to know the needs of employees, the scientific methods are:
(1) Observe carefully and think in different places
(2) Do a good job of soliciting opinions
(3) Interview
(4) Use talent assessment tools to understand employee needs and motivations
The fourth method is relatively simple and convenient. Conduct an evaluation and promotion, guide employees to conduct talent evaluation, and effectively understand the motivation and driving factors of employees. Clearly present the needs and motives of employees, so that business owners can understand the needs of employees. For example, the T12 talent assessment system can directly display the proportion of employees’ motivations. These data are important references when companies are conducting talent management. What employees lack, if the company can formulate relevant rules or programs according to the needs of employees, I believe that the effect of improving employees' enthusiasm will be twice the result with half the effort.
In fact, when a company is building a team, it is difficult to make an independent plan for each individual.
Although the differences in environment and personality cause each different individual to have different internal needs, as individuals with common characteristics (for example, roughly the same social growth background and cultural background, the same professional learning experience, the same job Content, the same hobbies and specialties, the same industry and career development plan, the same age, the same behavior pattern and even habits, etc.), there must be some commonalities in internal needs that can be discovered and understood. Therefore, when a company is building a team, it can formulate a team building plan based on the commonality of employees, so as to "prescribe the right medicine".