There are more and more post-90 s employees entering the workplace, and enterprises have complex feelings for these newcomers. According to a survey released by Fudan University recently, the overall turnover rate of post-90s generation in the workplace is as high as 30%. Just leave? The new generation of employees makes it difficult for many business owners and heads of human resources departments to adapt, and this topic has aroused heated discussion among people from all walks of life on the Internet.

Electronics, catering, sales

? What are the top three workplaces in Wuhan? Running water mat?

In the eyes of many people, after 90? Still a group of children, but this new generation of employees has caused many employers a headache, and the person in charge of recruitment has reflected. After 90? Employees have strong personalities. If you are slightly dissatisfied with your job, you will choose to quit.

Yesterday, Liu Yugang, a job seeker born in 199 1, just turned 20 and is preparing to find a new job. Xiao Li worked as an Internet cafe administrator, clerk and assembly line worker in Wuhan? In his words, himself? Rich work experience? . When talking about the reasons for many job-hopping, Xiao Li said that the probation period is the process of understanding the work. If you are unhappy, resign as soon as possible, and it is not difficult to change jobs.

The reporter learned from several major talent markets in Wuhan that the turnover rate of young employees such as post-90s in the three major industries of electronic and electrical manufacturing, catering, business services and sales is the highest, and the turnover rate of electronic and electrical manufacturing industries with high demand for grassroots positions such as general workers and operators is higher. The hardest hit area? There are often employees who fail the probation period.

Poor food, lovelorn, unable to surf the Internet.

? What is the reason for leaving your job? Not reliable?

Lei Yin, the person in charge of talent market recruitment in Najie, said that the proportion of post-90s operators in manufacturing industry is large, and the turnover rate of employees is as high as 15% ~ 20%. There are many reasons for resignation, such as poor food in the canteen, lovelorn, marriage, unwillingness to work overtime, and even inability to access the Internet in the dormitory. According to preliminary statistics, there are more than 50 reasons for resigning. Young employees don't say hello because the company suspends vacation during the peak season. Disappear? .

Talking about the topic of post-90s resignation, many human resources managers of Wuhan companies are competing in Weibo? Pour bitter water? . Screen name? Jiangcheng Yidian? He said that after 90, he said that he would leave. Tell him there are formalities, and he will come directly to ask for leave tomorrow. Mr. Xu, the human resources manager of an electronic equipment factory, said that a famous post-90s generation came for three days and then left. At first, I had to come in to make a statement, and I had to change companies three days later. Are all post-90 s so arrogant?

Is it a lack of responsibility or a poor workplace environment?

? Query the phenomenon of high turnover rate after 90 s

? Excessive employee turnover will disrupt the company's rhythm and increase labor costs when recruiting, interviewing, going through resignation procedures, re-recruiting and re-interviewing. ? Xiao Min, head of Optical Valley Diner Online Network, said, I don't know the post-90s employees. They are very casual, and they don't do it if they say they don't do it. It seems that they don't care about the monthly salary 1000 to 2000 yuan. Many people are still a little less responsible and will not consider the negative impact on the company. ? The high turnover rate of young employees after 1990s is not entirely due to unreliable employees, but also due to enterprises. ? Lei Yin, the person in charge of recruitment in Najie talent market, analyzed that enterprises reflect the poor stability of the post-90s generation, and often ignore the rationalization reasons for leaving their jobs, such as arbitrarily raising the threshold of recruitment education, failing to honor benefits such as promotion and salary increase, and employees having no sense of belonging. ? A new generation? There are higher requirements for working environment, welfare treatment, development opportunities and cultural life. After 90? Employees are new to the workplace, their future development plans are still immature, and their mobility is relatively large. Lei Yin said that in the face of the post-90s generation, companies should pay more attention to humanized management and people-oriented management, and enterprises should actively adapt to the personality and demands of the new generation of migrant workers.

interconnection

How to retain the new generation

In view of the frequent resignation of the post-90s generation, Ma Yun, Chairman of Alibaba's Board of Directors, gave some suggestions at the Weibo. The new generation cares about three things. First of all, is the income decent today? Secondly, whether you can get personal growth in the next year or two; Thirdly, whether the internal and external environment of the company will bring growth happiness to employees. If employees leave more jobs, reflect on whether they really care about these employees; If you think everything the company does is right, it depends on whether you recruit the right person.

Newcomers in the post-90 s workplace? portrait

?

Fudan University School of Management reported that the post-90s generation employees showed the characteristics of "five highs and five lows" as a whole. Five highs: strong desire to learn, good sense of innovation, fast pace of work, high self-realization and strong personal interest; 5 low: low loyalty, lack of team spirit, weak sense of responsibility, poor ability to resist pressure and vague career orientation. Author: Xie Ling

;