As the year approaches, will the leaders of each company begin to return after the next year? How many familiar faces will no longer appear? After the Spring Festival, the tide of employee departure has become various industries. Of course, the digital printing industry is no exception. It is a very difficult problem.
Resignation and job-hopping are very commonplace for current employees, especially for post-90 employees. As long as they are unhappy and unsatisfied, the letter of resignation is handed over to the owner in minutes, and some people even say hello. Do not make direct roll cover to leave. Business managers think that they are not demanding in terms of salary, benefits, etc., but the company's turnover rate remains high, but in the end, why? Today's fractions will be with you 818 employees leaving those things!
What did the employees who hadn’t used the trial period proposed to leave?
It is not uncommon for employees to leave their jobs after the probation period. The reasons why employees choose to leave during the internship period are mostly due to personal views and personal experiences of employees that are inconsistent with the HR presentation. In order to reduce the occurrence of this situation, the next decimal place to put three big moves to reduce the trial staff turnover rate.
The first move: Recruiting a lot of digital printing companies do not care about the overall quality of employees when recruiting. Candidates can work as long as they can, but in fact this is a major hidden danger of the mobility of corporate personnel. Therefore, when the company recruits, HR should strictly check the job seekers, set the threshold for screening, and select the right person according to the job characteristics;
The second measure: training digital printing companies' work content is relatively single and repeated. Although the working environment is better than the traditional printing factories, there is still a gap between the white-collar working environment of office workers. Therefore, when doing induction training and company introduction for new employees, we must introduce the actual conditions of the work environment and work content to new employees without concealment or rendering.
The third measure: Caring companies need to focus on humanistic care. When a new employee enters a new environment, he or she feels unfamiliar and helpless. When the employee first enters the company, he is given more care and patience in the job training, so that the employee has a sense of belonging. At the same time, HR should also pay attention to observe the psychological dynamics of new employees, as well as communicate, and eliminate the idea that employees want to leave.
Older employees who have worked for 3 to 5 years will also take the initiative to leave. Why?
The old employees leave the company, and in fact, they are all losers. The company has lost a lot of familiarity with the company's business and process, increased the various labor costs such as resignation, recruitment, training, etc.; and for employees, it does not necessarily achieve better development opportunities, and old employees also risk new jobs. Can not adapt to, culture can not be integrated, no friends, employee relations are not easy to get along, promotion opportunities need to re-fight and other unknown risks. In order to reduce the turnover rate of old employees, the next decimal point will give you a detailed breakdown of the reasons for the resignation of the old employees and improvement measures.
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