Frequent job-hopping, is it because of the company or because of our own heart?

In fact, the frequent changes of personnel are not only in this year. In previous years, there have been many changes in personnel, but the proportion is not as large as this year. Why is the company's personnel turnover rate so large?

After searching some data on the Internet and looking at the resumes submitted by the recruitment website, there are only two reasons, one is that the original company has not been reused for a long time, and there is no hope of promotion, and the other is workload and salary. Not proportional.

These two reasons are currently the reasons for the highest turnover rate, and the reason why the change this year will be higher than in previous years is because the number of unemployed people has risen, and in recent months, the number of people who have been resting at home due to the epidemic has increased, resulting in an economic downturn, and many companies cannot The maintenance of the original profit has led to a reduction in wages, and the personnel cannot accept it, and they have quit their jobs one after another.

To sum up the reasons, we can also see that under the current situation, companies in third- and fourth-tier cities in China have a weak awareness of personnel insurance and frequent personnel replacement, and fail to meet the needs of current employees. The consequence of this is that they have just joined the company. After understanding the current situation of the company and failing to meet their expectations, many employees resigned and changed jobs without hesitation. This is because they have no worries, no insurance and fairly satisfactory remuneration.

So how should we deal with this phenomenon?

First of all, the company should make changes based on its own problems. For a newly established company, everything is not on the right track. If you want to win over talents, the concept and concept of company leaders must be improved.

Employee benefits must not be deprived. The company's business philosophy must be clear, and it cannot be arbitrary. Without rules, it is impossible to make a circle. Only when the company scale is on the right track and everything is carried out in accordance with the order, can talents be retained.

Secondly, the company's humanized concept must be instilled into the thoughts of every employee, so that employees can increase their trust in the company and have the idea of ​​taking the company as their home, so that employees can serve the company for a long time and solve their worries. .

When the company's personnel department is conducting recruitment communication, one of the most frequently asked questions by many candidates is the benefits and whether the company is formal. No one wants to change jobs frequently.

Because frequent job-hopping will consume a lot of energy, I have just adapted to the environment and business of the new company, and because it is inconsistent with some of the company's systems or the boss's ideas and concepts, I have to leave again, which not only loses the company's business. The cost of personnel will also damage the company's reputation.

Again, the improvement of employee benefits. Now the mainstream people in social and economic development have moved from the post-70s and 80s to the post-90s era. Although the post-90s people have not experienced hard times, they are now under more pressure than those born in the 70s and 90s. much bigger.

Now, as the backbone of the whole family, if the welfare and salary cannot reach, it is very likely that they will not be able to support the family. Because in the era of post-90s birth, the state is vigorously advocating prenatal and postnatal care. Therefore, most of the post-90s people are only children. They have slowly entered their thirties and become the pillars of the family.

The bosses of many companies cannot correct their mentality. They think that whoever pays the salary is the boss. Whatever they want, the whole company must follow suit. Different voices are not allowed. Once they collide with the boss, they will be fired immediately. Typical Upstart practices.

This also makes many outstanding talents feel chilled, so they jump to well-known companies or listed companies for the development of their own careers, because the various systems and concepts of listed companies are already on the right track, and they are developing in an all-round way.

I would like to remind all those who want to change jobs or those who are about to change jobs to make decisions carefully. Companies that want to win over outstanding talents must also quickly adapt to the current economic development and the direction of talent needs.