A company or team will encounter the problem of attrition, may be small companies may be more serious. The most frightening thing is the loss of an important member of the team, will be the company's business or project caused no small trouble. Exactly how to treat this problem? Many people have published their views, debate is also great.
As the saying goes: "I decided to head butt", in fact, everyone's different positions, different natural conclusion.
Many managers complain that employees are not professional ethics, temptation; some people complain about headhunting too hateful, disrupting the IT job market; there are those who accuse fellow injustice, salaries persists in the form. Anyway, the problem is that a lot of career changers, is himself no problem. Career changers do, companies will complain about low benefits, less development opportunities; or interpersonal discord, the level is not improved. In summary, water flows downwards with the flow. Free movement of individuals own thing.
I do not want to fight each reprimand, since staff turnover occurs, it must be both a problem. Staff to maintain a certain degree of liquidity, is a normal thing. It was with the free movement of persons, in order to promote the development of the whole industry. The normal movement of persons, from the overall social point of view, there is a positive effect.
Of course, the quality of the people do have high and low, IT industry is no exception. Some people really lack of professional ethics, doing things very disgraceful but professionals from the IT industry, the overall quality is still significantly higher than in many industries. Why IT industry has maintained a high liquidity it? I remember someone saying: IT industry, this dry year, equivalent to the traditional industries dry 10 years. If you do three years in an IT company, and is equivalent to a traditional industry companies worked for 30 years. Many software companies, not people who change jobs three years, is the old employees, and 10 years who do not quit, basically a miracle.
My position on this issue is clear: staff turnover, the responsibility of the manager of the majority. Some people may say: you are not a manager, you do not know how hard the manager of the station which said than done. I tell you: shut up and listen password: turn back! Goose go! The following contents do not read.
As a migrant workers, the first consideration is personal interest, followed by corporate interests. If personal interests are not protected, who will consider the interests of the company to do? This is beyond reproach. In fact, the technical staff is far less complicated Sales, Sales said that a lie can be done without the grind of playing, asking for a raise without a blush. This general technical staff is difficult to do it.
For as a technician, he is not entirely focused on the "money". Whether the ability to be able to be raised, whether harmonious interpersonal relationships, whether pleasant working atmosphere are very important factors. I talked with a lot of people take over the project had such a problem, there are a lot of strange questions, such as the loss of a lot of people are not too tired, but because twiddling their thumbs. So the manager is not should first learn Taobao Culture: Learn handstand. A change of angle to consider the issue.
I have been the implementation of "the Forces' growth plans in the technical team. Each team member has the power to grow, which is what they deserve, but also managers must do. I often tell you is that "to improve the ability of individual beneficial not only to individuals, equally beneficial to the company. Only personal ability to improve the team's overall capacity will be improved. Also, to improve the ability of individuals, a person can gain a foothold in society, it there are fundamental to survive, have a sense of security, even after find another job, he will cherish this experience. "encourage everyone to love learning, the company should be trained on a regular basis, whether external or internal excavation. This process is continued until the company becomes culture. In addition, everyone has the opportunity, but also must be able to stand on the podium, in respect of a technology, summed up a certain experience to share with everyone. This is a way to promote Forces, can improve the psychological quality speakers, as well as thinking sort of work on a problem. Some managers said: "No time, no energy." This is purely a question test stand on our own point of view, if you give a block BRIC, see you have no energy.
Another problem is that managers should always communicate with members. The best means of managing that face to face communication, the mentality of the manager level, and regular interaction with other team members. Only in this way can so that we can truly understand the intentions of managers, in order to achieve the goal of maintaining consistency in the spiritual level. It is also, of personal attention, getting a positive form of expression. What words do not open it? Such as low wages, what not to talk about? Most managers are also workers, avoid this problem yet? What difficulties can communicate Well.
But also to maintain regular exchange mechanism between the member and the member, which is a necessary condition for the establishment of a harmonious atmosphere. Regular aimless chat sitting together, why not? Chat between members of a few days is not on the way, I want to work with, there will be a problem. So the team establish a fair mechanism for dialogue equality is important.
In short: Managers To be honest, personal attention to the interests of team members. Team members If you want to find another job, it should be welcomed. When you blame others, starting to see that they have no problem. If the loss of employees is with the mood reluctantly leave, I think this manager is qualified.