Today, let's start with the reasons, and then apply the right medicine according to the reasons.

一、员工流失率高的原因

1、 Reasons for high turnover rate of employees

说要减少员工的流失率，我们就先从源头看看，究竟流失的原因在哪儿？

In order to reduce the turnover rate of employees, we should first look at the source. What are the reasons for the turnover?

（1） 觉得没前途，看不到希望

(1) I feel that there is no future and no hope

每个人都希望自己以后能在这个公司能有光明的前途，一旦他觉得这个工作就这样的时候，也就基本上离离职不远了。

Everyone hopes that he can have a bright future in this company in the future. Once he feels that this job is like this, he will be close to leaving.

（2） 工资给的不够

(2) The salary is not enough

话说现在上班都是为了满足生活，所以很多员工在做了很久之后也会觉得钱方面给的不够，所以也会辞职了。

Now working is to satisfy life, so many employees feel that they don't give enough money after a long time, so they will resign.

（3） 干的不爽

(3) It's not a good job

是的，没看错，就是在这上班觉得不舒服，也有可能是上下班的时间原因，也有可能是新制定的制度让他们觉得各种不适应，所以离职对于他们而言更是更好的选择了。

Yes, I'm not wrong. I feel uncomfortable working here. Maybe it's the time of commuting. Maybe it's the new system that makes them feel uncomfortable. So leaving is a better choice for them.

（4） 觉得自己在公司没价值

(4) I feel worthless in the company

在公司里，如果员工一直得不到肯定和认可，如同隐形人，自然就选择离职了。

In the company, if employees have not been affirmed and recognized, like invisible people, they will naturally choose to leave.

（5） 更好去处

(5) Better place to go

其他老板给了他们更好的薪酬和工作环境，所以他思前想后也会选择离职。

Other employers give them better salary and working environment, so he will choose to leave after thinking about it.
                

二、如何针对性的减少流失率

2、 How to reduce the wastage rate

针对上面所说的流失率高的原因，去流失率的问题，才能对症下药。

In view of the above reasons for the high loss rate, to solve the problem of loss rate, can suit the remedy to the case.

（1） 员工觉得没前途

(1) Employees feel no future

企业的共同愿景从短期看，一个企业要有一个工作目标;从长期看，企业要有一个使全体员工共同为之奋斗的发展规划与蓝图。

In the short run, an enterprise should have a work goal; in the long run, an enterprise should have a development plan and blueprint for which all employees work together.

无论是短期目标，还是长期目标，企业都必须做到与员工充分沟通，要让员工看到企业及个人的希望。

Whether it is short-term goals or long-term goals, enterprises must fully communicate with employees and let employees see the hope of enterprises and individuals.

（2） 工资给得不够

(2) The salary is not enough

公司要有优厚且公平的福利待遇。

The company should have favorable and fair welfare treatment.

一般来说，企业对员工的激励，物质激励一直是先位的，这也符合马斯洛需要层次论的基本原理。这里讲的“优厚”，是指对员工要有吸引力。

Generally speaking, the material incentive is always the first one, which is also in line with the basic principle of Maslow's hierarchy of needs theory. By "generous" here, it means to be attractive to employees.

（3） 干得不爽

(3) Not a good job

人性化管理人性化管理与传统的管理学派相对应，与把员工比作工具或机器上的一只镙丝钉相比，它注重对人的关爱，强调与员工互动的沟通交流，创造员工满意。

Humanized management is corresponding to the traditional management school. Compared with comparing employees to a screw on a tool or machine, humanized management pays attention to the care for people, emphasizes the interactive communication with employees, and creates employee satisfaction.

（4） 觉得自己没价值

(4) I feel worthless

建立学习型组织除了较好的福利待遇之外，企业还要让员工有培训发展的空间。鼓励员工学习、创造培训机会等，更重要的是要让员工在自己有兴趣的岗位上进行实践锻炼。

To establish a learning organization, besides better welfare treatment, the enterprise should also let employees have room for training and development. To encourage employees to learn and create training opportunities, it is more important for them to carry out practical training in the positions they are interested in.

重要的一点是：员工有精彩表现的时候要多赞美，员工工作情绪低落的时候要多鼓励。

The important point is: employees should praise more when they have wonderful performance, and encourage more when they are in low mood.

（5） 其他老板给了更高酬劳

(5) The other bosses paid more

在这时候，我只想重申一下领导的人格魅力是有多么重要。近十多年来，确实出现了很多的“企业英雄”，他们凭借自己的人格魅力团结了一帮人马，创下了骄人的业绩。

At this time, I just want to reiterate how important the charisma of leadership is. In the past decade or so, there have indeed been many "corporate heroes" in China. They have united a group of people with their own personality charm and made remarkable achievements.

当然了，如果员工决意要走，也不要过度挽留，只要祝更好就好了，也会记住你这一份情的。

Of course, if the employee is determined to leave, do not over retain, as long as wish better, will also remember your love.