The flow and loss of talents has become a major norm in various industries. With the rapid economic development, the turnover rate among various industries has also increased year by year.
As the saying goes, "A useless person resigns may be silent, and a useful person resigns may not help." The harm caused by the loss of talents to the enterprise is incalculable; the turnover rate is also positively correlated with the turnover cost, and the high Attrition rates are bound to come with high costs. How to reduce the turnover rate, we must fundamentally understand the reasons for employee turnover. Today, Xiaobian will use visual data to comprehensively analyze the turnover rate from employee turnover factors, employee turnover characteristics, and employee turnover rates in different industries.
Managers and employees leave the same reasons but different
The values of contemporary people are independent and unconstrained. Whether they are managers or employees, they all advocate being valued, they all hope to balance work and life, and they all hope to enjoy good wages and benefits. From the perspective of data analysis, the perspective of employees From the perspective of managers, it is concluded that employees will pay more attention to interpersonal factors, such as unpleasant interpersonal relationships, lack of a sense of belonging, etc.; while managers will pay too much attention to related factors, such as inability to work remotely, lack of opportunities for learning and development, etc. In addition to considering things, we also look at long-term development and welfare benefits.
High and medium turnover risk analysis of personnel
The highest risk of resignation is for "stars" with high potential performance that exceed expectations. The risk of resignation is as high as 59%. When the ability greatly exceeds the treatment and the platform at this time can no longer satisfy the "stars", so "stars" will choose Better treatment and platform.
Click to view the details of the data. From the analysis of the figure, the risk of loss of "stars" is extremely high, and the difficulty of replacing them is also very high. The lowest risk of resignation is that the risk of "pending personnel" and "learners" is 0%. "Learners" are like interns who have just joined the company. They can learn useful knowledge and help themselves a lot, so "learning" The risk of quitting is very low.
Employee turnover rate analysis
In terms of length of entry, employees who have worked for more than two years during the probationary period have higher turnover rates.
The reason for the high turnover rate during the probationary period is that when new employees have an expectation before joining the company, they find that the expectation and reality are too different after work. At this time, new employees will be very conflicted in their hearts. On the one hand, they think about adjusting their state to adapt, and on the other hand, they will have the intention of quitting. After a stage of ideological struggle, some new employees will choose to leave. When you just enter a strange environment, you will definitely encounter many problems that you do not understand. At this time, you need to ask old employees. But some old employees refuse to teach real things, just let new employees do coolies, and some even reprimand new employees. New employees have no sense of belonging in the new environment, and their dignity is trampled on by others. For a long time, most people can't persist and choose to leave.
According to the age of employees, the highest turnover rate is 20 to 25 years old, with a turnover rate of 46.7%, and the lowest turnover rate is 35-40 years old, with a turnover rate of 21%. Compared with the post-95s, the post-80s are more self-conscious, dashing, and more free. When encountering something they don't like or are not used to, they are more willing to follow their own hearts and offer to resign.
From the perspective of occupational positions, the three positions with the highest employee turnover rate are: salesperson, human resources specialist and R&D specialist. Salespersons and human resources specialists are both industries with a large turnover of industry personnel, and the high turnover rate of R&D specialists is caused by excessive pressure in the R&D industry.
Analysis of employee turnover characteristics
The higher the proportion of low turnover rate, the lower the willingness to leave and the more satisfied with the current job. The higher the proportion of high turnover characteristics, it means that employees are more likely to leave and are not satisfied with their current jobs.
The highest proportion of low turnover rate is that the monthly salary is more than 20K, followed by high job satisfaction and promotion within one year; the highest proportion of high turnover rate is the monthly salary less than 9K, followed by working age less than one year, frequent business trips.
Retail/Internet/Logistics industries have high turnover rate
The turnover rate of talents in the industry in 2020 and 219, from the overall data, the turnover rate of talents in all industries has decreased. Relevant experts have analyzed that the main reasons for the decline in the active turnover rate of employees in the overall industry in 2020: Although some companies have responded to the adverse impact on business operations during special periods through job integration and optimization, the passive turnover rate of employees in 2020 has increased compared with previous years; However, due to the impact of the special period, the business strategy of the company is more conservative, and the opportunities outside the market are greatly reduced, resulting in a decline in the voluntary turnover rate of employees.
The industry with the most obvious comparison is the financial industry. In 2019, the turnover rate of the financial industry was as high as 20%, but in 2020, the turnover rate of the financial industry was 17.8%, a decrease of 2.5%;
In the consumer goods/retail industry, the Internet industry and the logistics industry, the voluntary turnover rate of talents is higher than that of other industries, and it also shows a downward trend compared with 2019;
The voluntary turnover rate of talents in the automotive industry has not changed much in 2019 and 2020, and is almost at the same level.
Turnover rate and cost of separation
The turnover cost of the turnover rate below 50% is between minus 20,000 and 20,000. Overall, the turnover rate is positively correlated with the turnover cost. When the turnover rate of a department is higher, the turnover cost will also be higher.
Today I will let you know about this. Many friends have asked the editor how to make the chart, which is made with the Diesel Wisdom Data Visual Interactive Platform . If you want to know more, you can click on my avatar and go to the homepage to see more. !
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