employee turnover, especially a large number of core employees, may not only lead to the loss of customer resources and the floating of people's hearts, but also cause the loss of core secrets of enterprises, which will bring heavy losses to enterprises. Therefore, for enterprises, in addition to the employees who need to be eliminated, enterprises should ensure the relative stability of employees and take certain measures to reduce the employee turnover.

First, strictly control the entry:

When recruiting employees, it is often found that many applicants in their resumes often find that many people have changed jobs frequently in a short period of time, and when asking about the reasons, they often cannot justify themselves. This shows that it is often difficult for candidates to establish loyalty to the enterprise, lack of planning for their career, and enterprises can not meet the requirements of employees slightly, which may become the reasons for leaving the company. Therefore, for such candidates, the examination management often refuses to accept them.

2. Clarify the employment standards:

When recruiting employees, enterprises must combine the employment needs of enterprises, and they must blindly raise the employment standards in combination with the actual situation, because enterprises will only give these positions corresponding treatment and grades when recruiting corresponding positions. After these people enter the enterprise, if they find that the actual situation is not what they imagined, they will feel cheated and walk away.

Third, correct the attitude of employing people:

Nowadays, in order to attract talents, many enterprises often promise high salary at the beginning, and when people arrive at the enterprise, they will gradually reduce their salary or promise things that will not be honored. Many enterprises and bosses often regard this as their own talent, but enterprises often have huge risks, because once these employees see through the real intention of the enterprise, there will often be a large number of employee turnover.

Fourth, give up speculative psychology

For many enterprises, there will be obvious off-season in their industries. Many enterprises recruit a lot of people in the off-season and lay off a lot of people in the off-season. They think that there are many people in China anyway, and they are not afraid of not finding people.

In order to expand the scale, quickly establish a network and increase sales, a food enterprise hired a large number of marketing personnel from another enterprise. After these people arrived in the enterprise, they really lived up to expectations, and the purpose of the enterprise was quickly achieved. However, after the off-season, once the boss settled accounts, if he raised so many more people, he might not be able to make any money, so the boss called the employees over and said that everyone would have a holiday from now on, and everyone would come to work in the peak season. The boss thought he was smart, but he threw a rock at himself. These business people quickly went through the resignation procedures. While the boss was secretly happy for himself, unexpected things happened. Not only did these business people leave the enterprise, but the original employees in the enterprise were afraid that the boss would give them the same skill in the future, so they began to leave the enterprise. Worse, after leaving the enterprise, these business people quickly joined their competing enterprises, and many dealers also left the business.

5. Analyze employees' needs and meet them as much as possible:

As a social person, there will be various needs. As an enterprise, we must always analyze employees' needs and try our best to meet employees' needs as long as they are not in violation of the law and discipline and violate the purpose, spirit and principles of the enterprise. It should be said that as long as enterprises can meet the needs of employees, employees rarely leave their jobs. For example, when many employees in an enterprise are old enough to talk about marriage, there will naturally be a need to find the other half. Especially for the marketing staff of the enterprise, they are running around every day and don't have much time and energy to talk about the object. At this time, the enterprise can often hold some dances and cultural activities with marketing staff and logistics personnel to increase the contact and understanding opportunities between employees, and even if there is a suitable one, the enterprise leaders can come forward to match.

VI. Helping employees to make career plans and establish a talent training mechanism:

I found that employees in many enterprises are often very confused about their own development and future, and I don't know how to plan their own future and where the direction is. As a result, the world of other enterprises may be more exciting, which will lead to the intention of going.

If an enterprise can help employees to plan their own lives, especially their career, so that employees can know where their advantages lie, what kind of development space will the enterprise provide for employees, and how individuals can realize their life ambitions through hard work, and then combine the characteristics of each person to cultivate them through certain channels, so that employees can find their own position and make clear the direction of future efforts.

Seven, the treatment keeps people, which requires both horses to run and horses to eat grass:

As far as employees in enterprises are concerned, the treatment is a very realistic thing. If enterprises fantasize that employees want to work hard but don't want to pay a reasonable salary, I'm afraid it is difficult to achieve it.

However, in order to retain employees, enterprises can't pay employees too much more than the industry's treatment. However, when formulating employees' salary and benefits, enterprises must combine the situation of the industry. If their salary and benefits are not competitive, there will be the loss of capable employees to other enterprises. In the end, the enterprise will be in an unfavorable situation of "low salary and low energy", and high-quality and high-ability employees will not be retained, and high-quality and high-ability talents will not be attracted, so that the human structure of the enterprise can not be improved and can not keep up with the development pace of the enterprise.

8. Everyone has feelings:

Employees are human beings, and people are emotional animals, especially in China, a country with strong human feelings. Enterprises often get twice the result with half the effort when they invest in employees' feelings and create an environment that makes employees feel at home.

For example, when employees have difficulties at home, enterprises lend a helping hand; The boss and the top management of the enterprise take the initiative to talk with employees, which will make employees feel valued; When an employee gets married or an old man is seriously ill or dies at home, the boss or senior management of the enterprise is present in person to congratulate or mourn; When employees' families have no jobs, enterprises help employees to arrange jobs for their families. Will make employees feel grateful, but the enterprise has not actually paid much, but what it has gained is often the heart and loyalty of employees.

An enterprise has gone even further in terms of emotional retention. Every time during the Spring Festival, employees' families will receive a letter from the enterprise, which not only congratulates them on the Spring Festival, but also thanks their elders for their training and their families' support for their work. As a result, if the employee wants to resign, first of all, the family will try their best to persuade or scold him.

IX. Training and learning, adding a welfare for employees:

Actually, for most employees in an enterprise, besides the salary, whether they can make progress and grow in this enterprise and whether they have the opportunity to learn are also concerned by employees, especially for new employees and employees who are ready to do some careers.

11. Don't talk about the treatment of employees when the enterprise is losing money:

It is inevitable that the enterprise will have poor management sometimes, but once the enterprise is losing money, it is understandable to reduce costs and expenses. However, when many enterprises lose money, they first put reducing the treatment of employees in an important position. As a result, the treatment of employees has dropped and some expenses have been saved. However, when enterprises start to make profits, the loss of employees is almost the same.

Xi. Keeping people in business and making employees the masters of the enterprise:

For different employees, the needs are manifold. For higher-level employees (generally middle and senior managers of enterprises), whether they can meet the needs of employees to realize their own values is very important to stabilize employees.

Now, in order to retain talents, the bosses of many enterprises will boldly authorize them to create an environment for talents to display their talents and values, and at the same time, they will issue shares for middle and senior managers and core employees to make employees become shareholders of enterprises, so that employees can closely link their own destiny with the destiny of enterprises, thus stabilizing employees.

XII. Establish an early warning mechanism for the loss of core employees, especially those who have certain influence

Under the current market economy conditions, it is very normal for employees in enterprises and individual core employees to lose, but if a large number of employees lose, it will bring a heavy blow to enterprises. This requires the human resources department of the enterprise to set up an early warning mechanism for employee turnover and set a safety factor for employee turnover.

the human resources department of an enterprise should dynamically analyze and manage the human resources situation of the enterprise every day. Once it is found that the employee turnover exceeds the safety factor, it is possible and there are signs of a large number of employees' turnover, it is necessary to make a judgment immediately and notify the top management of the enterprise to take countermeasures.