personal reasons

Most employees who leave for personal reasons regard the enterprise as a springboard for their career development. For them, working in an enterprise is to gain work experience or learn related technologies. Once the goal is achieved, they will choose enterprise services with higher salary and greater development space. This situation is more common for newcomers or college students recruited by enterprises.

the brain drain

Organizational reasons

From the organizational point of view, the fundamental reason for the loss of excellent employees in enterprises lies in the management of enterprises. Among them, the main problems are the low quality of managers, the imperfect incentive mechanism for employees, the failure to establish an effective evaluation system, the failure to establish a reasonable salary structure, and the failure to establish a long-term career development plan and corporate culture atmosphere for core employees. It is for these reasons that core employees, especially senior executives, frequently change jobs.

External cause

Generally speaking, the outstanding talents lost by companies have not been transferred to other industries, and most of them have directly joined competitors, because the personnel and technology between these companies and competitors are highly replaceable, and the post structure and requirements are extremely similar. Because of this, the excellent employees trained by the company, such as technical backbones or department managers, are easily favored by competitors, and competitors often offer generous conditions to attract these excellent talents to join, which is also an important reason for the company's excellent employees to leave.

Due to the boss's excessive interference and restraint, everything depends on the boss's face, which leads to the fact that these employed professional managers have no decision-making power and disposal power within their functions and powers, and have no control over the hiring, promotion, demotion and dismissal of their employees. In the words of a manager who has only been CEO of a biomedical product company controlled by two brothers for half a year, it is "leaving without a sense of security and accomplishment." If I don't leave, I will become a person who loses the essence of a professional manager. "

Affect listening to speeches

Cost of enterprise

For enterprises, the impact of the departure of an excellent employee is various, both tangible and intangible. Facing up to the loss caused by the departure of excellent employees is the premise of developing enterprise talent crisis management. Generally speaking, after excellent employees leave their jobs, enterprises will be forced to pay the following costs:

First of all, a good team was destroyed by the departure of some core employees, and the tasks in execution were forced to be interrupted, which greatly reduced the operational efficiency of the enterprise; Secondly, the vacancies left by excellent employees force enterprises to spend a lot of money to train or find successors, and the time cost during this period also gives competitors a favorable opportunity to catch up;

the brain drain

In addition, the resignation of some core employees may not only take away commercial and technical secrets, customers and other resources, but also affect the mood of on-the-job employees and greatly dampen the overall morale of the team. More seriously, the resignation of senior executives or other core employees has directly changed the strength comparison between enterprises and competitors. If it is a collective job-hopping, it is likely to be a fatal blow to enterprises, such as the famous bully. This is why brain drain is a crisis for enterprises.

For small and medium-sized enterprises, the frequent job-hopping behavior of talents has brought a great blow to some production. Whether it is the loss of valuable human resources or the leakage of core technologies and secrets that are vital to the development of enterprises, the development of small and medium-sized enterprises may be stagnant or even in trouble; Secondly, the resignation of some employees will cause group unrest and weaken the centripetal force and cohesion of enterprises. This kind of loss is hard to estimate!

the brain drain

Social unrest

The normal flow of human resources is a normal phenomenon in society and one of the signs of the maturity of the labor market. However, employees of small and medium-sized enterprises in China often change jobs in a few popular industries, and the turnover rate is too frequent. In this way, brain drain will cause social unrest and call for social credit mechanism.

Personal loss

Job-hopping For job-hoppers, if they frequently change jobs, enterprises have to doubt their loyalty, responsibility and working ability. At the same time, too frequent job-hopping is not conducive to the implementation of personal career planning.

Harm to hearing and speech

The harm that brain drain brings to the enterprise is corresponding to the responsibility it shouldered in the enterprise before leaving the company. The resignation of managers brings about the interruption of business philosophy, the instability of the team, and even the paralysis of management. The loss of sales staff brings about the leakage of trade secrets and the loss of market share. The loss of technicians is actually the loss of core technology of enterprises and the interruption or premature death of R&D projects. At the same time, the brain drain to peers or competitors is even more fatal to enterprises. Core technology and business secrets are lost, the market is occupied by competitors, and enterprises lose their advantages in the competition with competitors.

The impact on employees' psychology and the overall working atmosphere of the company should not be underestimated. The "demonstration" function of talent flow will make employees' mentality unstable, morale low and work efficiency decline. At this time, if there are defects in human resource management and employees' emotional accumulation is serious, there may be a wave of collective resignation of employees, which will endanger the overall situation of the enterprise.

The economic losses of enterprises are also inevitable. The recruitment cost, training cost, salary maintenance cost and talent replacement cost of the resigned personnel should be borne by the enterprise. Foreign research shows that after the brain drain, the cost of re-recruiting and training personnel replacement is more than 2.8 times that of maintaining the original talents.

The main feature is listening to voice.

Related to this area

Always flows from underdeveloped areas to developed areas; From rural areas to cities. This is because developed areas can provide better living environment and treatment and have more development opportunities.

Industry correlation

Fierce competition and labor-intensive industries are often industries with frequent brain drain. Because for labor-intensive enterprises, skilled workers often flow between small and medium-sized enterprises, especially because of the wage difference, which makes the loss of skilled workers more serious.

Related to academic qualifications

Highly educated people have greater mobility. Many people with higher education are in small and medium-sized enterprises because of their ideal work, salary and environment.