In fact, this is not a norm, there are individual after 90 really high departure rate, may be they are not mature enough, perhaps their generation is more self-centered, more aware of what they want, so they are not willing to invest too much energy in a post, want to pursue the freedom to stand at the crossroads of life, the person is free, but no direction.
Now many young people looking for work after graduation will rarely consider going to the factory or construction site, most people will choose the office such as the workplace environment, but the workplace performance pressure is very high, there will often be the phenomenon of overtime, and sometimes just contact with the work, the ability to keep up with the performance of the unsatisfactory, but the leadership has always been in the pressure to give. The young people basically can't eat this kind of pain, dry a period of time to choose to leave.
Basically the company in the recruitment of people, the company will be a variety of welfare benefits and income level said very clearly. Although the said is not false, but these benefits are basically the company inside the bull level of talent has the treatment, a newcomer just into the workplace rarely can do this level, there will be a kind of company pit feeling, not get their own expectations of the level of income naturally choose to leave.
Some companies go is the assembly line model, especially in sales companies, employees are a batch after batch of change, go away immediately recruited again, did not put the mind on the training of employees. Many employees to the company also made a performance, but do not adapt or other reasons to go, so there are a lot of previous did not finish the commission will be deducted, as for the deduction of the commission to go where? We all know in our hearts, employees feel that there is no future in the company has no intention of long-term development.