“A lot of people have left our company in the past six months.” Do employees really have enough money to say anything?

This sentence contains a lot of information. "Many people have left in half a year." It shows that the company's turnover rate is very high, which is definitely abnormal. In this case, everyone must think that the high employee turnover rate has a lot to do with the company's treatment. They think that the company must not pay enough, so the employee turnover rate is high. This seems reasonable, but it is still very one-sided. In other words, even if the money provided by the company is in place, employees are still likely to leave more, because compared with their remuneration, whether the company's management is standardized and humane has a greater impact on employees' departure. Keep. So in this sense, the company's employees leave a lot, and it doesn't stop once the money is in place.

I think this summary is very sharp, which means that there are two factors that lead to employees leaving, one is related to money, and the other is related to the company's management. Therefore, when we see a company leaving many people in a short period of time, we must not only think about the salary issue, but also the company's management issue.

In my opinion, the sentence "Many people have left our company in half a year" reflects not only a large amount of information, but also a very critical one. Without other restrictions, we can completely interpret this sentence as "A lot of people have left our company in half a year, and it has never been like this before." In this way, everyone will understand more clearly that company departures are not always the case, but emergencies during a certain period of time. There are two completely different reasons for this.

That is to say, if "our company has left a lot of people in half a year", but the phenomenon of "a lot of people leaving" has never happened at other times, it means that the company has left a lot of people suddenly. This The phenomenon is probably not about money. Because if it is a matter of money, then it stands to reason that the company should leave many people all year round, and the company's turnover rate should remain high all year round. It is impossible for many people to leave just in a certain six months. Therefore, if the company suddenly leaves a lot of people during a certain period of time, it must not be because of money. It can only be due to the company's management factors. In other words, there was a big problem with the company's management, which led to many employees leaving in the past six months. Therefore, from a specific analysis, a lot of employees in your company have left in half a year. It is not because the wages are not paid enough. It may be the opposite. The company may be paid well, but many employees still leave. That is because The company's management has a big problem, which has caused many employees to be "hurt" and unhappy at work, so they leave in large numbers. This has nothing to do with the amount of money. Therefore, even if the money is paid, employees will still leave.

Of course, if in addition to "a lot of people leave our company in half a year", plus another phenomenon, "a lot of people leave in normal times", the combination means that the company has a lot of people leaving all year round. For a company with a high turnover rate all year round, everyone’s first impression must be that the company’s money is not enough. In fact, it is basically correct. In this case, if the company’s money is enough, then for employees, It’s really easy to talk about anything. Employees who want to leave don’t want to leave, and even employees who have already left have the idea of ??going back. It’s really easy to talk about anything as long as the money is in place.

To sum up, if we look at "the company has left many people in half a year" in isolation, we can't determine the cause. At most, we will think that the company's high number of people leaving must be related to money, and also It has to do with company management. Only by comparing "many people have left the company in half a year" with the company's usual turnover rate can we roughly determine whether the company is leaving people because of insufficient money or company management problems.

Therefore, my point of view is that if it is because the money is not provided enough and many employees leave, then it is indeed easy to say anything if the money is provided; but if it is because the company's management problems are outstanding, many employees will leave. If people are unhappy at work and feel wronged, no matter how much money they are given, the employees will still leave because it is not a question of more money or less money.

In the workplace, although money is the first priority, money alone is not enough.

1. According to the meaning of the question, it should be said that many people left in half a year because the wages paid to employees were not paid enough. If wages were high enough, employees wouldn't leave, or there wouldn't be such a high turnover rate.

It is true that in a job, the salary level and whether the salary is competitive are the most attractive to employees.

A higher salary and an incentive salary system will definitely retain the most employees, even those with strong professional backgrounds.

As long as the wages are paid, they can definitely stay.

However, high salary does not mean everything. In the workplace, there are more important factors than salary that affect whether an employee will stay in a company——

Okay Career development opportunities means that this company is a good company and a company with potential. It can provide and create a development platform for employees, allowing employees to display their work talents and career aspirations, thereby realizing their own career advancement path. You can also realize your life ambitions.

Often, career advancement and the realization of career ambitions means that one can obtain labor remuneration and income through continuous progress and promotion, and it is constantly growing. Therefore, limited compensation cannot be compared with career advancement and career ambition.

2. The company’s high employee turnover rate is not only due to management and institutional problems, but also to whether the company is a good company!

Today’s professional workers are very rational and shrewd.

They all have their own clear career plans and life path designs. Therefore, they choose their careers very carefully. It is not just a job that can make money.

Their choice of job is more from the perspective of choosing a career in life, rather than a temporary job, or they want to find a job that will not last long.

The characteristic of the modern workplace is that it is developing from a more professional, professional and standardized perspective. Workers also pay more attention to the longevity of the career, career prospects and career paths, not just the salary.

Therefore, if a company cannot satisfy the growth of an employee's professional ability and allow him to improve his professional skills, and makes employees feel that there is no future in this company, it is impossible to realize their professional realm.

So even if the salary is high, it may be short-lived.

For reference only, I hope it will inspire you.

Personal workplace experience and insights are welcome to discuss together; for more workplace and new media operation knowledge, please follow me

Employees need to consider three factors when resigning, one is income, and the other is work intensity , The third is dignity.

1. Income.

When an employee resigns, in many cases it is because of low income. Assuming that a company pays employees enough wages, then unless other parts of the company go too far, for the sake of money, employees can tolerate it as long as they can.

However, if a company pays employees very low wages and works endless overtime, employees will immediately change jobs as long as they find a suitable next job.

2. Work intensity.

A company provides employees with adequate wages, adequate overtime subsidies, and excellent benefits in all aspects, but the only thing is that the work intensity is high. I work overtime and stay up until three or four in the morning every day, and I have to clock in at nine o'clock the next day. No one in good health can bear such intensity of work.

At this time, the employee’s choice to resign may not be subjective. After all, they earn a lot, and they are still willing to do it as long as they can bear it. But after all, the objective situation is before us. This kind of work intensity may cause more damage to the human body than the income received.

3. Dignity.

In some sales-type companies, especially private small businesses, once employees fail to complete their performance, they will be humiliated, such as kneeling on the ground, or pouring water on their heads, etc. This behavior has seriously violated the dignity and personality of employees. In this case, employees will definitely resign unless they really have no choice. Not to mention that a company that can humiliate its employees in this way cannot possibly pay its employees high salaries.

4. The resignation of one employee may be due to the employee, but the resignation of many employees must be due to the company.

It is normal for a company to have personnel turnover. When people move, it may be that employees find better jobs on their own, or they may be fired because they fail to meet the assessment standards. But no matter what, these are defensible reasons.

But if a large number of employees of a company leave, there must be a serious problem in the company.

Whether employees leave or are fired, it can only prove that the company has huge problems in management and other aspects.

There is no problem for employees to change jobs, but no normal company’s employees will change jobs in batches. There is no problem with firing, but the continuous firing of employees only proves that the company's interview process is not cautious enough, and it also reflects that the company's ability to recognize people is indeed unsatisfactory.

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Management is an art after all. If your only ability to control people is money, you will not be able to withstand the storm.

"Going to the top" is the essence of the Thirty-six Strategies. The other thirty-five strategies all have detailed theoretical guidance, but "Going to the Supreme" does not. When you open the full text, it only contains three words. . Really not? Think of Chairman Mao’s four crossings of Chishui and the 25,000-mile Long March. Chairman Mao’s use of “walking for the top” shattered the old society and created a new world. Why did people not betray the revolution and Chairman Mao even though they were defeated?

The reason is very simple. There is hope in following Chairman Mao. The same goes for you. No matter how much money you pay to your employees, you must let them see hope. If there is no hope for the company, you yourself will not want to stay, let alone the employees.

There are usually only three reasons why employees leave:

1. The boss is unreliable;

2. Too little money;

3 . There is no development in the work;

And 70% of resignations are related to the first point. So to answer your question, employees really can’t say anything just because they have the money.

For a company, salary is indeed a very important part of the company’s attractiveness strategy, but it requires the support of other factors to achieve the best results. So companies usually retain people What is the best strategy for ?

1) Create a good corporate culture. This culture is not a slogan hanging on the wall, but the goals, values ??and behavioral standards that are recognized and implemented by bosses, managers and employees, such as people-oriented, fairness and justice, unity and cooperation, integrity, customer orientation, etc. . Why culture comes first? Because culture provides an environment, and only if the environment is good, people will maintain a healthy working condition in the environment and produce performance. Moreover, only with a good corporate culture can we have an excellent leadership team and establish good organizational leadership.

2) Fair and just salary and performance system: This salary system must be internally fair and externally matching. That is to say, when an enterprise determines salary, it needs to benchmark the salary level of similar external competing companies based on its own actual situation, and consider the market position of salary based on its own development strategy, and avoid being purely performance- or profit-oriented. salary level. At the same time, more importantly, we must ensure the balance and fairness of internal remuneration, and encourage those who are capable (reflected in high performance and recognition of core values) to get more remuneration ladders;

3) Establish a reasonable and efficient organizational operation system . The company culture is good and the salary is good, but the operation is inefficient, the system and process are too cumbersome, or it is official-oriented and lacks customer-oriented solution paths and ways of thinking, which will lead to poor organizational operations and employees are tired of dealing with complicated processes and systems, and are unable to cope with various tasks. The internal friction increases and employee satisfaction gradually decreases until they leave.

4) A healthy career development and training system. If an enterprise wants to retain people, it must give its employees hope for development. Most employees cannot accept that nothing will change after working in the same position for ten years. Organizations must establish a good career development system to match the right people to the right positions. For example, establish multiple development channels, match different in-depth development paths such as technology and management, and give employees enough space and opportunities. At the same time, the company must also match a suitable training system. Good employees are eager to learn something in the company, and only by learning can they grow.

Some employees may not care about money, but the salary you give is too low, indicating that the value created by employees is low. In other words, employees are worthless, which involves people's self-esteem.

Everyone hopes to be a useful person, and the salary can reflect the level of personal value.

When I go home during the Chinese New Year every year, the most common topic asked by my elders is the salary. They don’t understand your major, but they will stubbornly think that because your salary is low, you just don’t have the skills.

Most young people who have just joined the job do not care about the starting salary. But you need to give them hope. This hope is nothing more than: 1. They can learn something, 2. Good career prospects, 3. The salary can meet expectations.

As long as they occupy one line, employees will not leave.

Many people have left the company within half a year, which shows that the company’s turnover rate is very high. As for whether I resigned because I didn't get enough money, I definitely can't judge easily like that.

If money does not provide a reasonable salary, it will be difficult to recruit people when recruiting. As for the many people who have left in the past six months, since it does not describe whether the people who left are old employees or new employees, they have to be separated.

If more old employees leave, the reasons may be:

(1) The company's main business environment has changed, economic benefits continue to decline, employees cannot see the future and hope of the company, and have lost confidence in the company.

(2) Major changes in the company have led to changes in internal policies, which have affected the relevant interests of some old employees.

(3) The company's management personnel changes, and the new managers' three-pronged approach to taking office, have made it difficult for many old employees to adapt, and eventually chose to leave actively or passively.

(4) The company lacks career development planning for employees, leaving employees with no hope.

(4) Being exploited by competing companies in the industry, leading to a large number of people choosing to change jobs.

If there are many new employees leaving the company, the reasons may be:

(1) There may be some problems in the manager's management style, which prevents employees from feeling respected and trusted.

(2) Were there strict controls during the initial recruitment process, which resulted in some people who did not meet the company's requirements entering the company? Or when employees were hired, they were offered too much pie, but none of it was fulfilled in the end.

(3) The company lacks a good corporate culture and working atmosphere, leaving employees with no sense of belonging.

(4) Excessive pressure on work and performance leads to mental problems among employees, and their income does not meet expectations when they come in.

In short, employee turnover is related to many factors, and money is only a small part of it. As a business manager, you need to carefully analyze and find the reasons for the high turnover rate, so that you can prescribe the right medicine.

How much money is enough? People's hearts are greedy... No amount of payment is enough, as long as it is paid according to market customs, followed by management and system issues...

Growth is greater than everything, value is greater than price

There are many reasons why employees leave The reason is that lack of money is only one of the factors, and it is definitely not the main factor. Money represents the economic foundation, is the rigid necessity of life, and is the basic guarantee. But there are many other factors besides money

1. Corporate culture: Corporate culture is the soul of a company. It can infect employees and mobilize passion. If a company's culture is not well built, it will make If employees feel tired, they will naturally not be able to stay for a long time

2. Be recognized: Everyone wants to be recognized. When our employees have done something well, what will the leader say? Should he say nothing, say he did a good job, or give him a bonus? In fact, none of these methods are recognition of him. We should praise him and motivate him, tell him what he did right, and find the reinforcement loop so that he can replicate and continue to do similar things in the future. Employees will feel recognized.

3. Realize value: When an employee leaves, what we should think about most is the value of the employee. In other words, it is whether he is the person you want and whether he can create value for the company. If so, then I need to think about it. While employees realize value for the company, does the company help employees realize their personal value? That is, whether to make employees valuable. This is what is called development and growth.

Money is not everything. If you want to retain people, you need to change people's hearts, but you cannot ignore the weakness of willfulness. Blind indulgence. To establish a good culture, we must also establish corresponding systems so that employees can get what they deserve and a company that makes its employees valuable is a good company.

Growth is greater than everything, value is greater than price