Enterprise Management: What is the departure after the holiday?
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The departure of employees after the year is a common practice for many companies, especially the loss rate of front-line staff is more serious. The concentrated separation has a great impact on the normal operation of the store. Some companies have said that they have become accustomed to the post-holiday resignation. They are accustomed to accepting it, and it is a big deal to recruit new people! But recruiting and cultivating newcomers will cost a lot of manpower and material resources, which may cause the product to have a defective product rate and the construction period cannot be completed normally. And so on, thus affecting the customer's consumption experience. Take digital printing companies as an example. Most of the first-line technicians in the fast-printing shops in Beijing, Shanghai, and other big cities are migrant workers. After the New Year, they will be “following their jobs” because of family reasons, welfare benefits, or just want to change their working environment. Not a few, in the long run to form a vicious circle. How can we try to avoid the phenomenon of post-holiday resignation? Enterprises must first find the root cause of this phenomenon, and then they can prescribe the right medicine, improve the company mechanism, and try to prevent the recurrence of large-scale resignation after the holiday.
Reasons for employee turnover
There was a saying on the Internet: "The reason for the employee's resignation is that there are only two points that are the most real, money, not given in place; heart, wronged." The specific performance of these two points has taken many forms. The main reasons for leaving the staff after the holiday are as follows:
1. Year-end incentive
At the end of the year, the year-end incentives such as double pay and end-of-year dividends are becoming more and more popular. This kind of incentive can play a certain incentive role, but it also leads to the post-holiday resignation to some extent: those employees who had already had a long-term intention to leave will be because The year-end award is postponed until the year-end award is received. After the employee receives the year-end award, the opportunity cost of leaving the job is relatively low, and it is more tempting to be tempted by new opportunities. After entering the new company after the holiday, he can get in the new year and new business. More year-end awards, because many companies issue year-end awards based on the employee's early and late entry.
2. The company's new policy is unreasonable
Many companies will set annual goals and new compensation and performance plans for the coming year. If the goals, plans are unreasonable or lack of communication with employees, employees will feel negative pressures such as stress and dissatisfaction, and some employees will choose to leave. .
3. Post-holiday work is in line with the psychological expectations of most people.
In the consciousness of most Chinese people, the Spring Festival means that the new year really begins, the new year is new, the new work is started, and the new year's struggle is also in line with the psychological expectations of most people.
4. Organization and post adjustment
In addition to adjusting the performance compensation plan, many companies will adjust their organizational structure and positions after the year, and this adjustment may lead to changes in the duties and rights of some personnel, causing discomfort to the adjusted personnel, and thus resulting in the intention to leave.
5. There are many employment opportunities after the Spring Festival, and induce employees to leave.
Businesses generally begin to expand after the holiday, so there are more job opportunities after the Spring Festival. At the same time, because of the exchanges with relatives and friends during the Spring Festival, it is easier to obtain more employment development information, which also affects their employment choices after the holidays.
6. More employees in the field
Foreign employees returning home to visit relatives during the Spring Festival will choose to stop returning to their former cities because of blind date, marriage, education for their children, and the increase in job opportunities for parents and hometowns.
How to deal with post-holiday departures
Intuitively, in order to reduce the impact of post-holiday departures on enterprises, we must first find ways to reduce the turnover rate, and secondly increase the company's personnel reserves. From the reasons of the employee's resignation after the holiday mentioned above, there are some problems that can reduce the turnover intention of employees or delay the departure time through short-term policies and mechanisms:
1. Develop reasonable annual goals and plans
The annual target set by the enterprise should be realistic and ensure that the store can “get there”. At the same time, it is necessary to formulate a sufficient and detailed implementation plan for each goal, so that the store staff believe that efforts can achieve the goals.
2. Introduce attractive incentives
The performance of front-line personnel is very intuitive, and employees' perceptions of incentives and fairness of incentives are more obvious. Enterprises should choose to implement salary adjustments and incentive mechanisms as soon as possible after the holidays, which will ease the tide of separation. Certain role. At the same time, incentives should be based on positive incentives and negative incentives. For example, as long as you reach a basic goal that is easier to achieve, you can get a certain amount of return. If you exceed the target, you can effectively alleviate the employees. pressure.
3. Do a good job in communicating and interpreting company policies
When formulating and issuing the company's annual goals, performance and compensation plans, the company should extensively and fully seek the opinions of employees in the formulation stage. After the formal issuance, it should also communicate and explain with employees, so that employees at all levels can truly understand. The intention of the program is to minimize employee dissatisfaction and win the understanding and recognition of employees.
4. Take targeted measures to retain
The store manager should grasp the employee's work intention according to the employee's work status, behavior changes, and communication with the staff, grasp the information of the possible resignees, understand the ideas of these personnel, take targeted measures, reduce the number of resigned personnel, or appropriate Delayed departure time.
5. Strengthen corporate culture construction
In the long run, it is necessary to reduce the employee turnover rate, or to improve the employee's centripetal force through the corporate culture, so that employees like this team. In this regard, targeted measures should be carried out according to the characteristics of different teams. For example, the team of new generation employees should be based on the characteristics of the new generation of employees, so that they feel that the team is fun and feels valued, for example, Valentine's Day gives gifts to employees, organizes employees to have children's day, and implements a loose leave system. It is these unique and very individual measures that are often more able to win the recognition of the new generation of employees, making them feel comfortable in this team. If the team is mainly employees in the post-70s and early 1980s, and their focus is more on the family and children, then you can start from paying attention to the children, such as winter vacation, summer vacation, the company arranges the staff to care for the children, and solve the worries of the employees.
6. Retention mechanism
In terms of retaining employees, there is actually nothing wrong with it. The key lies in the transformation of the concept of employing people in enterprises: treating employees as people rather than tools or tools, truly paying attention to what employees think, and actually considering issues from the perspective of employees. Employees treat themselves as partners rather than employees... When the company's employment concept is changed, the policies and measures adopted can really take the heart and truly win the hearts of employees.
7. Strengthen personnel reserve work
In addition to taking measures to reduce the turnover rate of employees after the holiday, enterprises should also take the initiative to respond, and take measures in advance to deal with the impact of separation from business operations, there are four main methods.
(1) Prepare personnel in advance. The company refers to the post-holiday resignation ratio in previous years, and refers to the employee resignation information held by the store manager, and carries out personnel reserve in advance to ensure that the personnel can be replenished in time after leaving the company, so as to avoid the impact of personnel leaving the company.
(2) Redesigning job responsibilities and reducing the need for personnel. Enterprises can redesign their job responsibilities and reduce the demand for personnel. Even if they leave, they will not have a big impact. For example, cancel the full-time cashier, merge the cashier with the salesperson, and share the store manager with the store. The shortage of personnel brought about by the departure of staff.
(3) Recruitment of interns to supplement. In the last semester of college graduates, they basically began to enter the social practice period, and this time coincides with the departure time after the Spring Festival. Enterprises can make full use of the interns to make up for the loopholes in the resignation of personnel.
(4) Improve the personal ability of employees. Improving the personal service ability of employees can promote personal income increase and satisfaction, and at the same time effectively reduce the demand for personnel.
Of course, the proper flow of employees is not a bad thing for the company. A reasonable flow can achieve the survival of the fittest and at the same time enhance the vitality of the team. The focus of enterprise human resource management should not be on those who have intention to leave and low performance, but should pay attention to employees who are obscured and produce performance. If all HR policy design is designed to keep employees from leaving, rather than researching why employees stay, then there will still be core people leaving.