How Does The Boss Think Of Job Hopping?

Mobile human capital

Shen Zhu Wei, President of a large enterprise, I summarized the reasons for employee turnover. There are 4 main categories: one is the employee's career planning is not consistent with the company's possible development status; two, the core competence of employees can not adapt to the company's changes; three, the salary standard does not tally with my expectations; four, the human environment of the enterprise is not consistent with the employees' habits and working styles.

But for an enterprise, such a talent flow is normal.

Under the current market environment,

If the company considers it necessary to leave the employees, the company will try to take the form of communication to find out the difference between the company and the employees, appropriately change and give employees certain room for development.

On the contrary, for a company that has no value to employees, the company should let him leave, or other department posts are more suitable for his development or appropriate adjustments.

At present, many domestic enterprises are facing the same problem, that is, the management level of professional managers is not high, their professional quality and professional ethics are uneven.

Domestic related confidentiality agreements, laws and regulations have not been perfected, which has led to information leakage among some companies.

I think in this respect, the individual is the strong and the enterprise becomes the weak.

For talents, enterprises are weak; for manpower, enterprises are strong.

Talent is scarce resources. Real talent is that he chooses enterprises rather than enterprises to choose him.

Therefore, enterprises are relatively passive.

I think it is not difficult for enterprises to keep their talents if they are in an ideal state, healthy development, respect for employees, emphasis on humanized management.

Are you worth the company's stay?

We do not welcome employees with frequent job hopping.

usually

We believe that the annual turnover of the internal staff is maintained at around 5%, which is a normal level. That is to say, someone's job hopping is not necessarily a bad thing. The company also needs a steady stream of fresh blood to join.

But once I find out that my employees have to change jobs, companies will also find problems in their own management.

First of all, I will ask myself if he is worth the company's detainment.

The management of a company will decide whether the employees are the talents that the company needs through measuring his work attitude and performance. I think the most important thing is to see his moral character and attitude towards work. Once his work attitude is recognized by the company, the company will consider retaining it through the way of "talking heart".

The company will try to care about the reasons for employees' job hopping, whether they encounter obstacles in their work, and whether there is an unfair phenomenon between the horizontal structure of the company.

Giving employees some respect, let him feel that his boss still cares much about him.

In this way, employees will have confidence to continue to work in the company.

But for some dispensable employees, the company will find out your evaluation of him through the side understanding, so as to shift the focus of the work.

I personally do not advocate retention, usually our company will not take the initiative to retain employees, in addition to job hopping is also human nature, not because of internal equity problems affected employees, the company will come forward to communicate.

I think the reasons for job hopping are usually due to the lack of company reutilization, low salary and lack of career development.

If you are a good person, I think communication is necessary, but if you choose job hopping, you should first weigh your weight, not every boss will reuse you.

Job hopping is also human nature, Victor, general manager of an investment company.

In my opinion, the idea that employees have job hopping is really human nature. After all, "people go high".

I have nothing to say about those employees who are working in the company while looking for a new employer.

Anyway, people always talk about credibility. Since you work in my company, you have to do your job well. At least, even if you jump to other companies, it is also a matter of doing things in this circle. Reputation is the most important thing for a practitioner.

I can't ask an employee to "tie" in my company all my life, but now that I am here, I must be wholeheartedly minded.

It's also a "Pierre" Human Resource Director of Sino French joint venture.

A company has developed to a certain extent, it is impossible to satisfy every employee's requirements. Some people want to jump away, and they want to get better treatment and better development. That's normal.

In our company, if a very good employee wants to job hopping, the head of the Department will hold him back. If he decides to go, the personnel department will interview him before he goes through the formalities. He hopes that the employees who want to quit job can tell us whether the company is in certain areas or where the company needs improvement.

Generally speaking, we are friendly in attitude towards job hopping employees, "do not block others' development path".

However, for those employees who bring company secrets to other companies during job hopping, we will be held accountable according to the laws of the state.

In fact, some foreign companies have already regarded themselves as a "school". Every employee leaving the company is just like the "alumni" of the "school". Even if job hopping happens, it is also the company's own person, and the company will send some miscellaneous records, information and so on to them regularly.

There are also some employees who want to jump to better units from the day they enter the company, while they work here and publish job information elsewhere.