If you leave, the company will lose money
Resignation is something that we will encounter in our professional life. Jack Ma once looked at employees' resignation this way, "There are many reasons for employees to leave, but there are only two most real: one is that the money is not given in place; the other is that the heart is wronged."
It's understandable that we're leaving for a more comfortable, higher-priced job. However, the cost after leaving the company cannot be underestimated.
Although the earth still revolves without anyone, the company still operates without any employee. However, if the company does not face up to the problem of employee turnover, the consequences are unpredictable.
If you leave, the company will lose money
data from network
Losing an employee isn't just financial loss. These costs include recruiting, onboarding, other training, “warm-up” time to peak productivity, increased rates of inattentive errors due to employee turnover, and a shock to corporate culture.
According to the research data of American management scholars, it is found that the financial cost of an employee's turnover to the company is equivalent to 213% of his annual salary.
So, as an enterprise manager, whether it is a middle-level or a grass-roots management, do you know how much the company loses when employees leave in various periods? And what are the management deficiencies behind the resignation?
1-2 weeks after joining
It is also a very common phenomenon for employees to leave within 1 to 2 weeks after joining the company. This shows that there is a big gap between the actual situation seen by new employees during the probation period and expectations, including company environment, induction training, and management of direct leaders. , enterprise system, etc. The root cause of these errors is that they were not clearly discussed during the interview.
Then, in the interview, whether it is the personnel or the employing department, the actual situation of some problems in the company or the department should be explained as clearly as possible, so that the job seeker can further understand his future work environment, so that there will be no too many problems. big psychological gap. Enterprises don’t need to worry too much about the incoming newcomers not coming. If they don’t want to come, they will leave after joining.
After the new employee joins the job, the feelings and needs of the new employee should be considered when doing the docking work, and systematic planning and introduction should be carried out to make the new employee feel respected and valued, and let him understand what he wants to know.
During this period, the loss caused by employee resignation to the company is the smallest, but it still includes recruitment costs after 1-2 months of resignation, basic labor costs, and administrative costs spent on recruitment in the early stage.
If you leave, the company will lose money
3 months in and out
An employee leaves for 3 months after joining the job. This is the key point for probation. If you choose to become a regular, you will basically continue to work for half a year to a year. The reason for leaving during this period is more of the job itself. It may indicate that there are certain problems in the company's position setting, job responsibilities, qualifications, interview standards, etc. As a manager, you need to carefully examine the reasons for this, and talk to the resigned employees seriously. Where are the problems? In order to remedy in time and reduce ineffective labor in the recruitment process.
In this period, when leaving the company, the cost of the company is much higher than that at the time of entry. In addition to those costs in the first point, it also includes more vacancies, training and other adaptation costs.
From finding a new employee to getting started smoothly, the replacement cost alone is as high as 1.5 times the salary of the former employee. Generally speaking, the cost of replacing an ordinary employee accounts for about 1/3 of the employee's annual salary income. More expensive.
If you leave, the company will lose money
6-12 months after joining
Resignation at this stage is mostly related to the employee's immediate superior leadership. The direct superior should be the first to understand the various trends and tendencies of the employees. His words may solve the problem or cause conflicts. If it is not handled properly, the morale of the team will drop and the combat effectiveness will drop, and it will enter a bad cycle. Therefore, a team with more employees leaving within 1 year should be aware that there may be a problem with his direct superior.
HR should find a way to let the managers of the company receive leadership training, understand and master the basic qualities of leadership. Managers should understand the advantages of subordinates and match their advantages with job responsibilities, so as to maximize the effectiveness of the company, and at the same time let employees reflect his value.
A good manager is a coach, he has the obligation and responsibility to explore potential and advantages, and cultivate subordinates to become an important driving force for the success of subordinates. The results of changing a leader in the same department may be completely different, and the performance of the same group of employees may be diametrically opposite. One may be full of combat effectiveness and enthusiasm, while the other may complain about the sky, the team is disorganized, and the turnover is frequent.
In this period, employees have been able to complete their work independently, and the replacement cost is not only as simple as replacing one person, but also needs to re-spend the time and energy of recruiting new people to train new people. In particular, the resignation of an excellent employee will bring losses to the company not only in personnel wages.
If you leave, the company will lose money
1-2 years of work leave
The reason for leaving this period is more because of corporate culture. At this time, employees generally have a complete understanding of the company, and have a comprehensive understanding of various ways of doing things, interpersonal relationships, human environment, authorization, career development, etc., even including the company's strategy and the boss's hobbies.
A company with a good corporate culture will have a comprehensive review of the candidates’ values in the recruitment process. It is hoped that new employees can integrate into the company culture and contribute to the continuous optimization of the culture; while a company with a poor corporate culture, the candidate’s The requirements for values are not too high, and they are often only one-sided inspections, hoping that they can purify and improve the cultural atmosphere, but this is not the case:
Their own values may be faulty or flawed, and even if their values are positive, a person's strength cannot match the long-established atmosphere
When new employees are hired, they are trying to integrate into the team and try not to be so outliers, so they are more likely to be assimilated. When the company culture conflicts with the values of new employees to a certain extent, or even reaches a critical or breakthrough principle, the relationship will break down, and resignation is inevitable. As a company manager, we need to reflect on ourselves three times a day and be aware of the bad factors in the company. No matter how big or small the company is, we need a good working atmosphere to make employees happy.
For the loss of core talents, there are at least a 2-month recruitment period, a 3-month adaptation period, and a 6-month integration period; in addition, there are recruitment fees equivalent to 4 months of salary, and the failure rate exceeds 40%. In addition to gap losses, there is also a domino effect. If an employee quits, it will cause about 3 employees to have the idea of quitting. According to this calculation, if the employee turnover rate is 10%, 30% of employees are looking for a job; if the employee turnover rate is 20%, 60% are looking for a job. Employees are looking for jobs.
If you leave, the company will lose money
Resigned after 3 years of work
At this stage, the turnover rate of enterprises is getting higher and higher, not only because of the impetuous mentality of young employees, but also because the company has not done a good job in the career development of employees, and there are many companies in the market that lack talents. Resignation after working for more than 3 years is almost related to career development.
Employees cannot learn new knowledge and new skills here; there is not much room for salary improvement; and there are no more senior positions available; at this time, the best solution for employees is to change jobs. However, for enterprises, employees at this stage are of the greatest value. Calculated according to the skills of the employee and his level of responsibilities, the direct loss of such employee job-hopping is 200% of the resignation salary. The employees who have worked for such a long time are basically the backbone or core, and they are also very familiar with the company. They can not only deal with work problems efficiently, but also train new people. Similarly, the training costs that the company spends on him is also very high. Resignation means that the company's investment is wasted.
Therefore, as a company manager, we should design a reasonable career development path according to the needs of different types of employees; understand the psychological dynamics of employees and listen to their voices; investigate the supply and demand relationship in the occupational market, and actively adjust salary and job design. Our purpose is to retain Employees, other policies can be considered flexibly adjusted according to the situation.
If you leave, the company will lose money
Employee turnover is not as simple as hiring a new person to replace it, and the loss to the company is far more than what has been written above. Therefore, I hope that employees think twice before leaving their jobs. After all, changing jobs is a new beginning for them, and some people are no longer suitable for a fresh start.
Similarly, if you don't care about them as company managers and don't treat them as human beings, they naturally don't care about the company. I also hope that the managers of the company can really consider the employees, and not to squeeze and exploit the value and labor force of the employees to the maximum extent. As a manager, we must help employees create value, give value, and let employees show their talents and talents in the company. Only by respecting each other can we achieve a win-win situation.