Analysis of the causes of brain drain in enterprises

The increase of employment choices provides the possibility of brain drain, and the upward mobility of people provides the motivation. Summing up the exit interviews of employees who have left the enterprise, we can easily find that there are two main reasons for employees to leave the enterprise: < P > (1) Personal reasons of employees < P > Personal pursuit of material benefits, self-realization and personality characteristics, ability and expertise are all factors that affect the brain drain. Nowadays, more and more people pay attention to the realization of their own value, and are unwilling to sacrifice their own pursuit because of their work. When an enterprise cannot provide conditions to meet the realization of its own value, it will choose to leave. The resignation of employees due to personal reasons is also the leading reason for excellent employees to leave. Excellent talents tend to have outstanding personality, pay attention to personal interests, work identity and sense of accomplishment, but material factors take second place. If they are dissatisfied with any of the above aspects or disagree with the management methods of enterprises, they may choose another branch.

(II) Internal reasons of enterprises

While enterprises are puzzled by the brain drain, the main reasons must be found in the enterprises themselves. There are many reasons for brain drain caused by internal factors in enterprises, which can be summarized as follows:

1. Dissatisfaction with salary and welfare is still the main reason for most employees' brain drain. It is everyone's wish to pursue a certain degree of material demand. Some enterprises use this demand to raise their salaries and tap talents, which provides opportunities for the flow of outstanding talents. Not long ago, when China's finance was fully opened to foreign investment, foreign banks launched a fierce competition for talents. In order to prevent being poached and retain employees, the average salary of employees in foreign banks increased by nearly 11%, and the highest even doubled. However, there are still many enterprises that take a utilitarian attitude in the use of talents, instead of pursuing the maximization of the performance of talent use, they unilaterally pursue the minimization of talent cost and make excessive efforts to reduce the cost of talent use. We regard talents as the object of management and use, but we don't realize the needs of realizing personal value, developing and being valued and respected. Therefore, when a person feels that his income cannot reflect his own value, it is natural to choose a high-paying enterprise.

2. The limited development space is another major reason for brain drain. Anyone wants to make progress in his career, whether it is salary or position. And the salary is rising with the promotion of the position. If the enterprise is stuck in the occupation for a long time, it does not have a good employment mechanism, can't provide jobs equivalent to its own ability, and engages in unchangeable work for a long time, anyone will lose the motivation and enthusiasm for work. Especially for outstanding talents, economic income is no longer their key consideration, and personal development needs and sense of accomplishment are their dominant needs. If enterprises have no good development prospects, or they realize that their personal development space is limited, they will look for opportunities to give full play to their talents.

3. The disharmony of interpersonal relationship will also lead to brain drain, which is mainly manifested in the poor relationship between superiors and subordinates. The boss's leadership ability is poor, he doesn't know how to authorize in his work, he likes to dictate and impose interference, and he can't treat the opinions and suggestions of his subordinates correctly, which seriously dampens their enthusiasm for work; Unfair and disrespectful to subordinates, capricious in decision-making, unable to take responsibility by oneself, arrogant and condescending, and lack of good communication with subordinates will cause dissatisfaction among subordinates; In addition, the boss's personality, behavior and leadership style are quite different from those of his subordinates, which is unacceptable and will lead to the brain drain. According to a survey conducted by Gallup, an international authoritative organization, it is believed that 75% of people quit their jobs because they leave their boss rather than the company. In the survey, many employees often leave the company for reasons such as salary, personal development or family. However, if employees who have left the company for 3 to 6 months are followed up and interviewed, it will be surprising to find that the leading reason hidden in the surface reasons such as salary and personal development is actually dissatisfaction with their boss.

4. I don't agree with the corporate culture, so I find another way. Corporate culture has attracted much attention in modern management concepts, but there are different opinions. Corporate culture is not a virtual thing, not a slogan and slogan. It contains the vision, mission and core values of an enterprise, and goes through the process from concept to action, from abstract to concrete, and from oral to written. It can't be an armchair strategist, it must be understood and recognized by employees, and finally transform the behavior of the whole enterprise. A good corporate culture produces cohesion and centripetal force, forms a guiding function and demonstration effect in the whole enterprise, and promotes the sustainable development of the enterprise. However, many enterprises ignore whether candidates can integrate into their corporate culture when recruiting, so that employees can't accept the corporate culture of the company and can't adapt, and finally choose to leave.

In short, in addition to the above four main aspects, there are many reasons for brain drain, such as working environment, working atmosphere, freedom, whether work performance is recognized, etc., and any aspects that employees can't accept may become the reasons for leaving the enterprise. When leaving the interview, you may not know the real reason for the employee's departure. With the change of enterprise and employment environment, the leading reasons for leaving the company are constantly changing, which is a direction for us as human resource managers to keep forging ahead and improve our coping ability.