After the new year, HR complains one after another: the negative energy of employees is expanding rapidly, and the turnover rate and turnover rate are also rising simultaneously. There are many reasons listed, in addition to the "emotional" post holiday syndrome and job hopping boom, there are also feelings of hopeless pay rise and the outbreak of long-term pressure; There are also people who are too stingy and have no welfare. They are really embarrassed to be in the circle of friends

當(dāng)然，正當(dāng)?shù)睦碛梢埠?，無(wú)謂的玩笑也罷，不可否認(rèn)員工的離職成本是很恐怖的，留人才是好的招聘，因?yàn)殡x職帶來(lái)?yè)p失太大。

Of course, whether it's a good reason or a joke, it's undeniable that the cost of leaving an employee is terrible. It's a good recruitment to retain talents, because the loss of leaving an employee is too great.

我們都知道員工離職會(huì)帶來(lái)招聘成本、入職培訓(xùn)和人才發(fā)展費(fèi)用等財(cái)務(wù)損失以及尋找其他代替員工帶來(lái)的時(shí)間損失。

We all know that employee turnover will bring financial losses such as recruitment costs, induction training and talent development costs, as well as time loss caused by finding other replacement employees.

高離職率除了會(huì)帶來(lái)財(cái)務(wù)、時(shí)間上的巨大損失，還有精神上的壓力，會(huì)對(duì)在公司士氣造成更可怕的影響。例如重創(chuàng)企業(yè)文化，打擊組織氣氛。公司里的每個(gè)人可能都在等待著離職，所以沒(méi)有人真 正關(guān)心工作，也不會(huì)為工作付出任何努力。

High turnover rate will not only bring huge financial and time losses, but also mental pressure, which will have a more terrible impact on the morale of the company. For example, the enterprise culture is severely damaged and the organizational atmosphere is damaged. Everyone in the company may be waiting to leave, so no one really cares about the work and will not make any effort for it.

這種無(wú)形損失或許會(huì)帶來(lái)比財(cái)務(wù)更為嚴(yán)重的后果。然而不幸的是，很多企業(yè)正在以這種方式運(yùn)營(yíng)。公司應(yīng)該學(xué)會(huì)追蹤離職率數(shù)據(jù)，并且積極采取措施降低比率。

This kind of invisible loss may bring more serious consequences than finance. Unfortunately, many businesses are operating in this way. Companies should learn to track turnover rate data, and actively take measures to reduce the turnover rate.
                 

員工離職的原因很多，其中較大的兩個(gè)因素在于雇用問(wèn)題與管理困難。雇用問(wèn)題占員工離職的80％，管理問(wèn)題占20%。

There are many reasons for employees to leave, two of which are employment problems and management difficulties. Employment problems account for 80% of employee turnover, and management problems account for 20%.

雇傭問(wèn)題的高比重意味著你一定要確保一個(gè)完善的招聘流程，并且與時(shí)俱進(jìn)尋找各種方法改善它。另外20%的離職率來(lái)自于糟糕的管理。有句很有趣的話講的是：大多數(shù)人都沒(méi)有放棄的不是自己的工作，而是他們的老板。

The high proportion of employment problems means that you must ensure a perfect recruitment process and keep pace with the times to find various ways to improve it. Another 20% of turnover comes from poor management. There is a very interesting saying: most people do not give up their jobs, but their boss.

實(shí)際上，想要這個(gè)問(wèn)題相當(dāng)容易。管理者需要做的就是欣賞自己的員工。他們需要學(xué)習(xí)如何善待他們，尊重他們并關(guān)心他們。

In fact, it's quite easy to solve this problem. What managers need to do is to appreciate their employees. They need to learn how to treat them well, respect them and care about them.

如何減少員工離職率？現(xiàn)在處在員工流失的高峰期，因此我們須足夠重視員工忠誠(chéng)度的驅(qū)動(dòng)因素，降低你的員工離職率，獵頭公司建議通過(guò)如下方式：

How to reduce employee turnover rate? Now we are in the peak period of employee turnover, so we must pay enough attention to the driving factors of employee loyalty and reduce your employee turnover rate. Headhunting companies suggest the following ways:

1.完善招聘流程

1. Improve the recruitment process

就像前面提到的，影響員工離職率重要是招聘過(guò)程。如果你能完善招聘流程，為企業(yè)文化和崗位挑選合適的人選，你的員工流失率會(huì)下降。

As mentioned earlier, the most important factor affecting the turnover rate is the recruitment process. If you can improve the recruitment process and select the right person for the corporate culture and position, your turnover rate will decrease.

2.加強(qiáng)經(jīng)理人的情 商素質(zhì)

2. Strengthen the EQ quality of managers

其實(shí)經(jīng)理人的心理起了決定性的重要作用，越來(lái)越多的管理人員應(yīng)該積極參加情商和心理學(xué)的培訓(xùn)。強(qiáng)烈建議每一位管理者參加領(lǐng)導(dǎo)必備的情 商課程。

In fact, managers' psychology plays a decisive role. More and more managers should actively participate in the training of EQ and psychology. It is strongly recommended that every manager take the necessary EQ course for leadership.

3.提供成長(zhǎng)的機(jī)會(huì)

3. Provide opportunities for growth

了解什么才是員工真 正想要的，加薪？升職？還是授權(quán)？滿足他們?nèi)魏涡枰莆盏募寄?，?shí)現(xiàn)雙贏。因?yàn)樗麄儷@得的成功或更有效地推動(dòng)績(jī)效。

Understand what employees really want, a raise? be promoted? Or authorization? Meet any skills they need to master and achieve a win-win situation. Because they are successful or more effective in driving performance.

4.讓員工保持好心情

4. Keep employees in a good mood

在全球受贊賞雇主500家企業(yè)中，我們發(fā)現(xiàn)了一個(gè)共同點(diǎn)那就是讓員工每天都保持好心情來(lái)上班。

Among the 500 companies that are admired by employers all over the world, we have found one thing in common, which is to keep employees in a good mood to come to work every day.

5.經(jīng)常收集反饋

5. Collect feedback frequently

經(jīng)常對(duì)員工進(jìn)去調(diào)查，聆聽(tīng)他們的意見(jiàn)。不僅可以讓公司的一些不足得以改善，同時(shí)讓員工感受到被重視，讓他們有主人翁的意識(shí)。積極地傾聽(tīng)，真正關(guān)心員工的福利會(huì)使員工離職率下降。

Frequently investigate employees and listen to their opinions. It can not only improve some shortcomings of the company, but also make employees feel valued and have the sense of ownership. Actively listening and really caring about the welfare of employees will reduce the turnover rate of employees.