The new people are too expensive to spend money to keep the old employees!

Absrtact: Man is the first productive force. In the context of tight labor, every employee leaves, the company will need to spend a lot of money to find someone to fill. According to the CAP, each new substitute requires a one-time cost of 21% of the original position's annual salary.

Humans are the first productive forces.

In the context of tight labor, every employee leaves, the company will need to spend a lot of money to find someone to fill. According to the CAP, each new substitute requires a one-time cost of 21% of the original position's annual salary. SHRM's data showed that the company would cost 3341 dollars a total of one new employee per recruit. At the same time, too frequent staff turnover will also reduce corporate morale.

Therefore, how to reduce the company's staff mobility (turnover) is a problem that every manager needs to face.

Credit Suisse Group, Wal-Mart, box companies are planning to use algorithms to find out who has the intention to leave, so that HR can take early steps. The basis of the algorithm includes on-the-job time, geographical location, employee performance, peer investigation, communication methods, and even employee personality test results. By combining the results of these data analyses, you can often see why employees continue to work or leave the company.

According to HR analysis company Culture AMP. As a result, in box employees ' minds, the relationship between co-workers is much more weighted than the relationship and salary of the boss. In Credit Suisse, the performance of the manager and the size of the team are two factors that are more important.

So for startups, there is no Credit Suisse, Wal-Mart such financial resources, then how to maintain the company's turnover rate at a low level? WSJ and Business Development advisor Willis Mushrush a few suggestions:

Hire the right person and give ta enough room to develop. The definition of "fit" is that the candidate is consistent with the company's culture in values, principles and career pursuits, so that the company's training can increase the loyalty of its employees and develop the skills of its employees while virtually investing in the company's future. In addition, providing a challenging position and promising projects to ensure the right staff to participate in depth, with the company forward.

Create a "staff-oriented" corporate culture. Many companies think luxurious offices can attract employees, but in fact a "recognized" working atmosphere is more important. The management periodically affirms the results of the employee's work, including email and verbal praise. At the same time, each employee's comments should be feedback to create an open atmosphere of public opinion.

Set up a comprehensive compensation and welfare system. Regular comparison of the market pay and benefits, to ensure that the company above average level. In addition to basic salary, bonuses, dividends, health care, holidays and other benefits should also be considered. At the same time, creative welfare will be more effective, for a family with children to find a reliable nanny, in the new Hai Cheng exhibition weekend less classes, but the single programmer to find a boyfriend, 38 days when the female staff to send a salad or something.