And for the enterprise itself, whether it is the employee's initiative to leave the rate or because of the company's operations caused by the streamlining of personnel, once the turnover rate is high to exceed expectations, then we must take action, in the end, which part of the problem: the income situation, to the development of the employee's platform, or the enterprise management mode, etc.. If you can't find the problem and solve it, then the business is going downhill, and it's not far from closing down.
Basically, a team of 10 people, if there are 3 people leaving at the same time, then the remaining 7 people in addition to the leader will rarely be able to settle down and work well, the atmosphere of leaving is contagious.
Low turnover is not good for business development
But by no means does it mean that the lower the turnover rate, the better, many companies, especially the old European and American companies, many of which are more than ten years of engineers, not that the turnover is bad, experienced engineers with technology is certainly the need for the enterprise.
But flowing water does not rot, a door is not worm-eaten, if an enterprise perennial personnel to maintain stability, no fresh blood to join, it is easy to become a pool of stagnant water, get by, and for the production and manufacturing industries, the same type of repetition for many years, there has been no innovation, and it is difficult to adapt to new technologies and new opportunities. And for the Internet there are other emerging industries, or the need for flexible thinking and innovation have to rush into the fresh blood.
Leaving rate how much is reasonable
So no matter what the enterprise, managers need to have an expectation, may be specific to the department and position, the expected annual employee flow rate is how much, and to do the work is to ensure that the rate of departure is expected, controllable. 10% ~ 15% is the severance rate of each industry can be accepted.
And the manpower of each department should be divided into three grades,
The first grade is the core, indispensable or short-term can not be replaced, this kind of people should be communicated to ensure that will not give managers "surprise".
The second grade is the middle is also a relatively large number of groups, the performance is good, basically account for the task can be completed, managers need to do is to find from the second grade has the potential to become the first grade of the replacement manpower.
The third gear is the so-called terminal elimination of 5%, each department must have one or two people is not very good performance, can be replaced at any time, this person can be expected to leave, or at any time to replace.