After the new year, HR complains one after another: the negative energy of employees is expanding rapidly, and the turnover rate and turnover rate are also rising simultaneously. There are many reasons listed, in addition to the "emotional" post holiday syndrome and job hopping boom, there are also feelings of hopeless pay rise and the outbreak of long-term pressure; There are also people who are too stingy and have no welfare. They are really embarrassed to be in the circle of friends

当然，正当的理由也好，无谓的玩笑也罢，不可否认员工的离职成本是很恐怖的，留人才是好的招聘，因为离职带来损失太大。

Of course, whether it's a good reason or a joke, it's undeniable that the cost of leaving an employee is terrible. It's a good recruitment to retain talents, because the loss of leaving an employee is too great.

我们都知道员工离职会带来招聘成本、入职培训和人才发展费用等财务损失以及寻找其他代替员工带来的时间损失。

We all know that employee turnover will bring financial losses such as recruitment costs, induction training and talent development costs, as well as time loss caused by finding other replacement employees.

高离职率除了会带来财务、时间上的巨大损失，还有精神上的压力，会对在公司士气造成更可怕的影响。例如重创企业文化，打击组织气氛。公司里的每个人可能都在等待着离职，所以没有人真 正关心工作，也不会为工作付出任何努力。

High turnover rate will not only bring huge financial and time losses, but also mental pressure, which will have a more terrible impact on the morale of the company. For example, the enterprise culture is severely damaged and the organizational atmosphere is damaged. Everyone in the company may be waiting to leave, so no one really cares about the work and will not make any effort for it.

这种无形损失或许会带来比财务更为严重的后果。然而不幸的是，很多企业正在以这种方式运营。公司应该学会追踪离职率数据，并且积极采取措施降低比率。

This kind of invisible loss may bring more serious consequences than finance. Unfortunately, many businesses are operating in this way. Companies should learn to track turnover rate data, and actively take measures to reduce the turnover rate.
                 

员工离职的原因很多，其中较大的两个因素在于雇用问题与管理困难。雇用问题占员工离职的80％，管理问题占20%。

There are many reasons for employees to leave, two of which are employment problems and management difficulties. Employment problems account for 80% of employee turnover, and management problems account for 20%.

雇佣问题的高比重意味着你一定要确保一个完善的招聘流程，并且与时俱进寻找各种方法改善它。另外20%的离职率来自于糟糕的管理。有句很有趣的话讲的是：大多数人都没有放弃的不是自己的工作，而是他们的老板。

The high proportion of employment problems means that you must ensure a perfect recruitment process and keep pace with the times to find various ways to improve it. Another 20% of turnover comes from poor management. There is a very interesting saying: most people do not give up their jobs, but their boss.

实际上，想要这个问题相当容易。管理者需要做的就是欣赏自己的员工。他们需要学习如何善待他们，尊重他们并关心他们。

In fact, it's quite easy to solve this problem. What managers need to do is to appreciate their employees. They need to learn how to treat them well, respect them and care about them.

如何减少员工离职率？现在处在员工流失的高峰期，因此我们须足够重视员工忠诚度的驱动因素，降低你的员工离职率，猎头公司建议通过如下方式：

How to reduce employee turnover rate? Now we are in the peak period of employee turnover, so we must pay enough attention to the driving factors of employee loyalty and reduce your employee turnover rate. Headhunting companies suggest the following ways:

1.完善招聘流程

1. Improve the recruitment process

就像前面提到的，影响员工离职率重要是招聘过程。如果你能完善招聘流程，为企业文化和岗位挑选合适的人选，你的员工流失率会下降。

As mentioned earlier, the most important factor affecting the turnover rate is the recruitment process. If you can improve the recruitment process and select the right person for the corporate culture and position, your turnover rate will decrease.

2.加强经理人的情 商素质

2. Strengthen the EQ quality of managers

其实经理人的心理起了决定性的重要作用，越来越多的管理人员应该积极参加情商和心理学的培训。强烈建议每一位管理者参加领导必备的情 商课程。

In fact, managers' psychology plays a decisive role. More and more managers should actively participate in the training of EQ and psychology. It is strongly recommended that every manager take the necessary EQ course for leadership.

3.提供成长的机会

3. Provide opportunities for growth

了解什么才是员工真 正想要的，加薪？升职？还是授权？满足他们任何需要掌握的技能，实现双赢。因为他们获得的成功或更有效地推动绩效。

Understand what employees really want, a raise? be promoted? Or authorization? Meet any skills they need to master and achieve a win-win situation. Because they are successful or more effective in driving performance.

4.让员工保持好心情

4. Keep employees in a good mood

在全球受赞赏雇主500家企业中，我们发现了一个共同点那就是让员工每天都保持好心情来上班。

Among the 500 companies that are admired by employers all over the world, we have found one thing in common, which is to keep employees in a good mood to come to work every day.

5.经常收集反馈

5. Collect feedback frequently

经常对员工进去调查，聆听他们的意见。不仅可以让公司的一些不足得以改善，同时让员工感受到被重视，让他们有主人翁的意识。积极地倾听，真正关心员工的福利会使员工离职率下降。

Frequently investigate employees and listen to their opinions. It can not only improve some shortcomings of the company, but also make employees feel valued and have the sense of ownership. Actively listening and really caring about the welfare of employees will reduce the turnover rate of employees.