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brief introduction

Jetpack It's a library 、 Tools and guidelines , It can help developers write quality applications more easily . These components help developers follow best practices 、 Let developers get rid of the work of writing boilerplate code and simplify complex tasks , So that developers can focus on the code they need

1、 induction 2 Zhou left

induction 2 Zhou left , It shows that there is a big gap between the actual situation and the expectation , These include the company environment 、 Induction training 、 treatment 、 The first feeling of the system and other aspects .

HR What we need to do is , During the orientation interview , Just make the actual situation as clear as possible , No concealment, no exaggeration , Let the new employee know his new employer objectively .

So there won't be a huge psychological gap , Don't worry about the newcomer coming soon , It's hard to keep what should go ; And then systematically sort out all aspects of the work , From recruitment to notice of entry 、 reports 、 Induction training 、 Hand over and other links with the employing department , Fully consider the feelings and inner needs of the new person , Plan and introduce the system , Make new people feel respected 、 Be valued , Let him know what he wants to know .

2、 induction 3 Months to leave

induction 3 Months to leave , It's mainly about the work itself . This may indicate the position setting of the company 、 operating duty 、 Qualifications 、 There are some problems in the interview standard and so on , It needs to be carefully examined in what way , So that it can be remedied in time , Reduce the invalid labor in the recruitment process .

3、 induction 6 Months to leave

induction 6 Months to leave , Most of them are related to the direct superior leaders .HR We need to find a way to get our managers to receive leadership training , Understand and master the basic qualities of leadership .

Managers need to understand the strengths of their subordinates , And match his strengths with his responsibilities , Make the most of the company , At the same time, it also makes the employees show their value .

A good manager is a coach , He has the duty and responsibility to develop his potential and strengths , And train subordinates , Become an important driving force for the success of subordinates . The result of changing leaders in the same department may be totally different , The performance of the same group of employees may be quite the opposite , One may be very effective 、 Passionate , Another may complain all over the world 、 Team slack 、 Frequent departures .

The immediate superior should be the first to understand the various trends and tendencies of subordinates , His words may solve problems, but also cause contradictions , If it's not handled properly , Team morale is down 、 The combat effectiveness is declining , It goes into a bad cycle . So in 1 Teams with more employees leaving during the year , Be aware that there may be something wrong with his immediate superior .

4 、2 I left my job around 2000

2 I left my job around 2000 , Generally, it has something to do with corporate culture . At this time, employees generally have a complete understanding of the enterprise , Various ways of doing things 、 Interpersonal relationship 、 Human environment 、 to grant authorization 、 I have a comprehensive understanding of career development and so on , Even corporate strategy 、 The boss's hobby .

A company with a good corporate culture , There will be a comprehensive investigation on the values of the recruiter in the recruitment process , I hope new employees can integrate into the company culture , Contribute to the continuous optimization of culture ; And companies with poor corporate culture , The value requirements for candidates are not too high , Often it's just a one-sided study , I hope they can purify and improve the cultural atmosphere , But it didn't work out ：

Their own value orientation may have problems or defects .

Even if their values are positive , But one's strength can't match the long-term atmosphere .

New hire entry , Are trying to integrate into the team , Try not to be so eccentric , So it's easier to assimilate .

When the company culture conflicts with the values of new employees to a certain extent , Even reach the critical or breakthrough principle , It will lead to the breakdown of the relationship , Leaving is inevitable . As an enterprise , Think twice a day , Be aware of the bad factors in the company , The company is not big or small , We need a good working atmosphere to make our employees happy .

5、3-5 Annual turnover

3-5 Leaving in 2008 is related to career development . You can't learn new knowledge and skills , There's not much room for salary increase , There are no more senior positions to offer , At this time, the best solution for employees is to change jobs . But for businesses , The employees in this stage are the most valuable , The loss of resignation is large .

therefore ,HR The structure should be different according to the needs of different types of employees , Design a reasonable career development channel ; Understand the psychological dynamics of employees , Listen to them ; Research the supply and demand of the job market , Take the initiative to adjust pay 、 job design , Our goal is to keep employees , Other policies can be adjusted flexibly according to the situation .

6、5 Years or more

5 Employees over years of age , Endurance increases . At this time, on the one hand, resignation is caused by career boredom , We need to give him new responsibilities , More innovative work , To motivate them .

On the other hand, the speed of personal development is not consistent with that of enterprise development , Those who develop slowly will be eliminated , Employees are not learning 、 remain stagnant , It is bound to be alienated and neglected by enterprises ; The development of enterprises is too slow , There is no room for employees to rise , Enterprising employees don't see new hope , I'm bound to find another job .

The above main reasons for leaving from the perspective of length of service , We have to judge according to the actual situation , Make adjustments in time , Keep the turnover rate to a minimum , The loss of enterprises will also be the smallest .

In the face of high turnover costs , what's more , Please be kind to your employees , Especially good employees ！

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