After the new year, HR complains one after another: the negative energy of employees is expanding rapidly, and the turnover rate and turnover rate are also rising simultaneously. There are many reasons listed, in addition to the "emotional" post holiday syndrome and job hopping boom, there are also feelings of hopeless pay rise and the outbreak of long-term pressure; There are also people who are too stingy and have no welfare. They are really embarrassed to be in the circle of friends

當(dāng)然，正當(dāng)?shù)睦碛梢埠?，無謂的玩笑也罷，不可否認(rèn)員工的離職成本是很恐怖的，留人才是好的招聘，因為離職帶來損失太大。

Of course, whether it's a good reason or a joke, it's undeniable that the cost of leaving an employee is terrible. It's a good recruitment to retain talents, because the loss of leaving an employee is too great.

我們都知道員工離職會帶來招聘成本、入職培訓(xùn)和人才發(fā)展費用等財務(wù)損失以及尋找其他代替員工帶來的時間損失。

We all know that employee turnover will bring financial losses such as recruitment costs, induction training and talent development costs, as well as time loss caused by finding other replacement employees.

高離職率除了會帶來財務(wù)、時間上的巨大損失，還有精神上的壓力，會對在公司士氣造成更可怕的影響。例如重創(chuàng)企業(yè)文化，打擊組織氣氛。公司里的每個人可能都在等待著離職，所以沒有人真 正關(guān)心工作，也不會為工作付出任何努力。

High turnover rate will not only bring huge financial and time losses, but also mental pressure, which will have a more terrible impact on the morale of the company. For example, the enterprise culture is severely damaged and the organizational atmosphere is damaged. Everyone in the company may be waiting to leave, so no one really cares about the work and will not make any effort for it.

這種無形損失或許會帶來比財務(wù)更為嚴(yán)重的后果。然而不幸的是，很多企業(yè)正在以這種方式運(yùn)營。公司應(yīng)該學(xué)會追蹤離職率數(shù)據(jù)，并且積極采取措施降低比率。

This kind of invisible loss may bring more serious consequences than finance. Unfortunately, many businesses are operating in this way. Companies should learn to track turnover rate data, and actively take measures to reduce the turnover rate.
                 

員工離職的原因很多，其中較大的兩個因素在于雇用問題與管理困難。雇用問題占員工離職的80％，管理問題占20%。

There are many reasons for employees to leave, two of which are employment problems and management difficulties. Employment problems account for 80% of employee turnover, and management problems account for 20%.

雇傭問題的高比重意味著你一定要確保一個完善的招聘流程，并且與時俱進(jìn)尋找各種方法改善它。另外20%的離職率來自于糟糕的管理。有句很有趣的話講的是：大多數(shù)人都沒有放棄的不是自己的工作，而是他們的老板。

The high proportion of employment problems means that you must ensure a perfect recruitment process and keep pace with the times to find various ways to improve it. Another 20% of turnover comes from poor management. There is a very interesting saying: most people do not give up their jobs, but their boss.

實際上，想要這個問題相當(dāng)容易。管理者需要做的就是欣賞自己的員工。他們需要學(xué)習(xí)如何善待他們，尊重他們并關(guān)心他們。

In fact, it's quite easy to solve this problem. What managers need to do is to appreciate their employees. They need to learn how to treat them well, respect them and care about them.

如何減少員工離職率？現(xiàn)在處在員工流失的高峰期，因此我們須足夠重視員工忠誠度的驅(qū)動因素，降低你的員工離職率，獵頭公司建議通過如下方式：

How to reduce employee turnover rate? Now we are in the peak period of employee turnover, so we must pay enough attention to the driving factors of employee loyalty and reduce your employee turnover rate. Headhunting companies suggest the following ways:

1.完善招聘流程

1. Improve the recruitment process

就像前面提到的，影響員工離職率重要是招聘過程。如果你能完善招聘流程，為企業(yè)文化和崗位挑選合適的人選，你的員工流失率會下降。

As mentioned earlier, the most important factor affecting the turnover rate is the recruitment process. If you can improve the recruitment process and select the right person for the corporate culture and position, your turnover rate will decrease.

2.加強(qiáng)經(jīng)理人的情 商素質(zhì)

2. Strengthen the EQ quality of managers

其實經(jīng)理人的心理起了決定性的重要作用，越來越多的管理人員應(yīng)該積極參加情商和心理學(xué)的培訓(xùn)。強(qiáng)烈建議每一位管理者參加領(lǐng)導(dǎo)必備的情 商課程。

In fact, managers' psychology plays a decisive role. More and more managers should actively participate in the training of EQ and psychology. It is strongly recommended that every manager take the necessary EQ course for leadership.

3.提供成長的機(jī)會

3. Provide opportunities for growth

了解什么才是員工真 正想要的，加薪？升職？還是授權(quán)？滿足他們?nèi)魏涡枰莆盏募寄埽瑢崿F(xiàn)雙贏。因為他們獲得的成功或更有效地推動績效。

Understand what employees really want, a raise? be promoted? Or authorization? Meet any skills they need to master and achieve a win-win situation. Because they are successful or more effective in driving performance.

4.讓員工保持好心情

4. Keep employees in a good mood

在全球受贊賞雇主500家企業(yè)中，我們發(fā)現(xiàn)了一個共同點那就是讓員工每天都保持好心情來上班。

Among the 500 companies that are admired by employers all over the world, we have found one thing in common, which is to keep employees in a good mood to come to work every day.

5.經(jīng)常收集反饋

5. Collect feedback frequently

經(jīng)常對員工進(jìn)去調(diào)查，聆聽他們的意見。不僅可以讓公司的一些不足得以改善，同時讓員工感受到被重視，讓他們有主人翁的意識。積極地傾聽，真正關(guān)心員工的福利會使員工離職率下降。

Frequently investigate employees and listen to their opinions. It can not only improve some shortcomings of the company, but also make employees feel valued and have the sense of ownership. Actively listening and really caring about the welfare of employees will reduce the turnover rate of employees.