Some suggestions on how to do a good job in employee turnover management by enterprise managers

Employee turnover is a normal scene, but if the turnover rate of enterprises is too high, it proves that there are still some problems in the management of enterprises. The resignation of employees, especially the resignation of core employees, may bring certain losses to enterprises, such as taking away the company's customer information, violating the non-competition agreement when working in the same industry, and taking away the company's employees. In order to control risks, some enterprises set up many obstacles to the approval of employees' resignation, some turned around and deducted employees' wages, some even used conspiracy to force employees to leave, and some did not give economic compensation in accordance with the Labor Contract Law. If it is serious, the two sides will go to court and lose both sides. No matter from the perspective of employees or enterprises, these practices are very undesirable. I have always advocated harmonious trust management, so it is very necessary for enterprises to do a good job in the management of resigned employees and achieve "harmony and good points." Then, how should enterprises do a good job in employee turnover management? Teacher Zhang Qi, who has been engaged in human resource management for many years, gives the following suggestions: First, leaders should be strict with themselves and be lenient with others. According to the statistics of authoritative organizations, more than 50% employees leave their jobs because of their direct supervisors. It seems to have become a common phenomenon that "only state officials are allowed to set fires and people are not allowed to light lamps". If leaders, especially direct supervisors, handle things unfairly, take the lead in destroying systems and processes, reverse right and wrong, be aloof and narrow-minded. , which will cause employees to leave. "Don't do to others what you don't want others to do to you", correct yourself first, and ask employees to do the leadership first, otherwise it may lead to employees leaving their jobs and even passive management. No matter how charming and clever communication skills are, everything is in vain. Second, pay attention to the ideological trends of employees and put prevention first. The human resources department and the direct supervisor should pay attention to the ideological trends of employees, find signs of employees leaving their jobs, communicate with employees in time, and be targeted. Employees often take leave, complain a lot, are unwilling to accept new jobs, update their resumes on recruitment websites, and work in a different way than usual, which may be the performance of employees before leaving their jobs. The Human Resources Department and the direct supervisor should communicate with employees regularly or irregularly, and be good at discovering some phenomena of employee turnover and effectively preventing them. The human resources department of an enterprise pays close attention to employees' Weibo. If employees leave their jobs, they should communicate in time and formulate countermeasures accordingly, so as to achieve effective prevention. This form is worth learning from. Third, conduct a resignation interview in good faith. For employees who resign, the immediate supervisor and the human resources department should conduct resignation interviews. The purpose of the interview is to keep the backbone and excellent employees as much as possible; Understand the real reasons for employees' resignation, promote the improvement of enterprise management and improve the management level of the company; Eliminate misunderstanding or dissatisfaction, and maintain the company's workplace reputation; Make suggestions for employee career planning. After receiving the employee's resignation application, you should reply immediately. For those employees who have made up their minds and can't stay, you should be allowed to resign. After all, "strong twist is not sweet." Don't make the interview too formal, be sincere and treat the employees as friends. In the past, when working in an enterprise, the resignation interview was either to invite the resigned employees to have a cup of coffee, tea and meal. I am happy to point out the existing problems and put forward my own suggestions for career development. Some of them became good friends, and some left and returned to work in the enterprise. Fourth, pay attention to the competitive management of core employees. Employees in key positions should sign a non-competition agreement, and confidential information of the company should be kept confidential. Confidential information should be kept strictly confidential to prevent leakage. If employees who know the confidential information of the company leave their jobs, they should be given a certain "confidentiality period", and compensated according to the non-competition agreement after leaving their jobs, while maintaining necessary contacts. Fifth, do a good job in analyzing the reasons for employee turnover. The reasons for employees' resignation are generally: dissatisfaction with salary, dissatisfaction with leaders, dissatisfaction with interpersonal relationships, opinions on performance appraisal results, work mistakes, personal reasons and so on. The human resources department should summarize and sort out the categories, find out the rules, and put forward improvement suggestions on human resources policies, process systems and other aspects to realize the continuous improvement of enterprise management. 6. Humanized resignation procedure. Enterprises should go through resignation procedures in accordance with relevant national laws and regulations, and do not deduct or default on wages for various reasons. When holding a farewell party, we should praise the advantages of the employees who left the company, eliminate misunderstandings and express our wishes for their future. After all, we used to be a family, and being good is the most important thing. Human resources department should pay attention to keep relevant written evidence to prevent the risk of labor disputes, such as employee resignation application form, labor contract termination, resignation notice, attendance sheet, etc. Seven, the management of resigned employees. The human resources department should sort out and file the information of the resigned employees, and contact them regularly, especially the key positions or middle and senior managers, to inform the company of its development status and prospects. You can also invite old employees to attend the company's annual meeting, so that they can feel the company's concern for resigned employees. When I used to work in a foreign company, I paid great attention to the management of resigned employees. Some resigned employees returned to the company after their overseas experience, which was quite stable. Some have introduced outstanding talents for the company and enriched the company's talent pool. In short, enterprises should do a good job in the management of resigned employees, focusing on prevention and targeting. At the same time, only by establishing standardized systems and processes and advocating harmonious trust management can we fundamentally do a good job in employee turnover management, otherwise it may lead to passive management.