'Leaving after the year-end bonus', how should HR deal with the wave of year-end departures?

I don't know if you found something? After each year is the peak period of resignation, and even many employees resign after receiving the year-end bonus. Although it is late, the annual "year-end resignation tide" has come again.

Compared with resigning after the year, what makes HR more afraid is: "Compared to resigning after receiving the year-end bonus, I am more afraid of employees who leave without even the year-end bonus. It is worth leaving a piece of resignation for 'going home for the new year'. Letter, to pass the hard work of me all year."

In order to cope with the resignation wave, Xiaoyue suggested that HR should respond in advance, understand employees' thoughts, conduct exit interviews, and stabilize current employees.

Jack Ma once said: "The first responsibility of HR is not to recruit people, but to retain them." In the face of brain drain, many companies subjectively believe that the current talent market is oversupplied. If one leaves, HR will immediately recruit them. One.

In fact, they all underestimate the loss brought by the brain drain to the enterprise. The resignation of a useless person may be silent, but the resignation of a useful person may not help.

Here are 7 ways to keep people for you, I hope it will be useful to everyone, and let’s take the resignation wave after the New Year together.

1. Pay attention to each other's needs

In addition to year-end bonuses and salary increases, employees at the end of the year can also be given special incentives for welfare and development based on the value created by employees in the company.

2. To communicate with each other seriously

A good communication conversation should definitely not be the boss talking freely, but should let the employee speak more so that she can understand her true thoughts from the words.

3. Small companies rely on bosses, big companies rely on systems

In management, there is a difference between a large company and a small company. Small companies rely on the boss to retain talents, and even have the charm of the boss in it, while large companies should rely on the system to retain people.

In addition, it is necessary to keep people in the career, the environment, and the salary. Give employees a platform to develop their abilities and let her be promoted in the team.

4. Retain people and tie up employees with dividends

Because everyone does not need to invest in shares, they can enjoy dividends, so that everyone's enthusiasm is improved, and they also have a sense of belonging, and they feel that doing things for the company is doing things for themselves.

5. To keep people, the company must be loyal to its employees

Don't treat them as people who work, but as helpers in your career, people who can help you solve problems and share adversity.

6. Need "help" from old employees

The value of excellent employees in an enterprise is immeasurable. Most of these excellent employees are old employees, and they are intangible assets.

Turning old employees into part-time trainers within the company and regular training not only cultivates talents for the company, but also saves costs virtually.

7. Respect each other's choices

If the employee has already decided to leave and it is difficult to recover, he might as well be more generous and let her go without making things difficult and reprimanding her.

Spend more time on your next work arrangement.

In addition to the above points, HR should also do the following:

1. Stabilize employees on the edge of leaving

Employees sometimes have the idea of ​​leaving because of their own expansion. Therefore, enterprises should let employees know their own shortcomings anytime, anywhere. At the same time, it is necessary to help employees make up for these deficiencies, give employees appropriate pressure invisibly, and then help employees relieve the pressure, one by one, to effectively avoid the loss of employees.

2. Don't let the year-end bonus become tasteless

The Chinese New Year is approaching in a blink of an eye. If the bonuses and benefits are not in place, it is easy to receive complaints from employees, dissatisfaction with the compressed salary, and the threat of job hopping in the coming year... What is the fastest way to solve the above problems? - The answer is to plan year-end bonuses.

3. Enhance the construction of corporate culture

Regardless of the size of the company, the spiritual values ​​of a company will deeply attract and influence employees, making employees feel that the company is like a home and increasing their sense of belonging.

4. Do a good job in the talent pool for key positions

Doing a good job in the talent pool of key positions is that you can ensure that when any key position is vacant, you have suitable candidates to replace the original employees. So what exactly should the talent pooling process include?

(1) Identify current and future needs (succession, skills, etc.) based on strategic planning and company goals.

(2) Identify key positions and incumbents.

(3) Evaluate talents in key positions.

(4) Develop a reserve talent training plan.

(5) Implement the PDCA cycle of talent reserve.

self-reflection, summarizing work

A good job summary is not only a simple summary of all work content in a period of time, but also a full reflection of personal professionalism, and a demonstration of one's own work philosophy and attitude.

Whether it is fear of employees leaving in large numbers, or worrying about how to issue year-end bonuses, all kinds of anxiety and busyness in HR stem from insufficient technology and incorrect methods.