After the Spring Festival, it seems to be a common problem for many enterprises that employees leave their jobs, especially the departure of some core team members, which not only causes the shortage of talents, but also causes heavy losses to the income of enterprises. For large enterprises with brands, it may have a buffering effect. But for many small and medium-sized enterprises, the impact is enormous. How can we prevent this situation, especially the departure of core team members in enterprises? First, the common reasons for the peak transaction after the Spring Festival; 1, the big bonus at the end of the year is one of the main reasons for the peak transaction after the Spring Festival. Many enterprises usually adopt common incentive methods such as double salary at the end of the year, year-end bonus and dividend at the end of the year when encouraging employees' salary. However, more and more enterprises find that many employees who want to change jobs do not leave until they get bonuses or dividends during the Spring Festival. 2. Make an annual plan blindly. For example, Company A achieved sales of only 20 million yuan in 20 12, but at the annual summary meeting in 20 12, it put forward a huge goal of breaking through 100 million yuan in 20 13. After the goal is put forward, there is no series of supporting AIDS, which makes employees seem beautiful but out of reach. Many employees think that since they can't finish the plan and won't get the bonus at the end of the year, they might as well leave early, otherwise they will waste their youth and lose a lot of money after working for a year. 3. The employee promotion system is not perfect at the end of the year. At the end of each year, many companies will promote a group of outstanding employees. On the contrary, some employees who have not been promoted have left their jobs because of mental imbalance. 4. The expectations of employees do not match. Xiao Li is an employee of a company. After he joined the company, he worked hard and worked hard. A lot of work has been recognized by the leader, and he feels that he should get the bonus he deserves at the end of the year. However, the bonus I got after the end of the year is far from what I expected, which is completely out of line with my own efforts. In a rage, I handed in my resignation letter and left. 5. The welfare of paid vacation during the Spring Festival is also the indirect reason for the peak of personnel flow after the Spring Festival. In addition to the 7-day paid holiday for the Spring Festival stipulated by the state, many enterprises have given more than 3 days of extra holidays, plus 5 days of annual leave for each employee. There is basically a half-month break during the Spring Festival, which also makes many employees who originally wanted to leave inevitably leave after taking paid leave. Second, why did the core team members leave? Xiao Wang is a core sales manager of AB Company. He usually works actively and has created a lot of achievements for the company. The company will also be prepared as a key training target. However, on the third day after the Chinese New Year this year, Miss Chen of the company's human resources department received Xiao Li's resignation letter. This is a headache for the general manager of the company. The above situation similar to Xiao Wang is also common in many enterprises. So why on earth do the core team members of the company leave their jobs inexplicably? After analysis, we think the main reasons are as follows: 1, the employer is dishonest. Although leaders understand the truth that "wealth gathers people, wealth gathers people", they are always so reluctant to really take money out of their pockets. The results of professional investigation show that 2 1% of employers fail to fulfill their promises or find other reasons to refuse to pay, 36% of employers delay or discount payment, and only 17% of employers can really make a good agreement in advance and fulfill it afterwards. Since the employer is dishonest, it is normal for the core team members to leave. 2. Internal contradictions. When people get along with each other for a long time, there will always be some contradictions. However, if this contradiction is not resolved in time, it will accumulate deeper and deeper, and eventually it will break out one day. This is also one of the main reasons why many outstanding core team members leave their jobs. As a company, especially an employer, we must attach importance to this issue and coordinate effectively. Conflicts between team members are not only their personal problems, but also affect the operation and development of the company to a great extent. 3, can't see the future. Every employee hopes to have a good development prospect and a good future in the company. From Maslow's hierarchy of needs theory, we can find that everyone has physiological needs, security needs, emotional and belonging needs, respect needs and self-realization needs. We should give our employees a clear development track and let them see the future. Too empty vision and unrealistic slogans are ineffective for employees. 4. Personal reasons. Marriage and having children, employment nearby, personal ability bottleneck, etc. It is also one of the reasons why core team members leave. Third, why can't leaders always guess what the core team members really think? In the above-mentioned case of Xiao Wang, although the general manager of AB Company talked with Xiao Wang many times and tried to retain him, Xiao Wang always refused to retain the general manager for his own personal reasons. However, according to Pan Xiao, a good colleague of the company and Xiao Wang, Xiao Wang chose to leave the company because of his low salary and unsatisfactory commission ratio. But why is Xiao Wang and General Manager another way to answer? Through our in-depth understanding, it is found that this situation exists not only in AB company, but also in many companies, and leaders and employees cannot be honest with each other. The main reason is: 1, worried that leaders have ideas in their hearts and are not good for themselves. Xiao Wang actually wanted to ask the general manager about his salary a long time ago, but he didn't have time to ask. Because Xiao Wang saw that some colleagues have increased their work tasks and work pressure since the salary increase. Xiao Wang is worried that he will encounter the same situation after raising his salary and chooses to leave his job on his own. 2. I don't want to affect my relationship with the leader in the future. Since Xiao Wang feels that he has left his job, he will not tell the real reason again in order to keep in touch with the general manager in the future. 3. Different positions. Leaders and employees have different ideas. Many employees think that they are not late or leave early all the year round, and the work arranged by the leaders has been finished, so they should get a raise at the end of the year. But what the leader is thinking is that your level has not improved and your work has not increased. How can I give you a raise? Now the pressure in the industry is increasing, so there is no need for you to work harder. If you are really capable, can I not give you a raise? Especially for many core employees, I think so. I am a core employee of the company and have created a lot of achievements for the company this year. Why don't you give me a raise? However, what the leader thinks is that when you first entered the company, you didn't understand anything, and I will train you step by step. What was the cost of training you in that year? Wait, wait, wait ... So, there are too many differences between leaders and employees. Fourth, how do leaders understand the true thoughts of core team members? It is conceivable that if the general manager knew Xiao Wang's idea long ago and solved the problem for Xiao Wang appropriately. Then AB company will never have this ending. Therefore, only when the leaders know the real thoughts of the core members of your team can they really solve the problem. So how do you know what the core team members really think? 1. Create an anonymous mailbox. If employees have any questions, encourage them to give feedback directly to the leader by email. It can not only let the leaders know the real thoughts for the first time, but also reassure the employees. 2. Establish a reward culture atmosphere. Reward employees who give good advice and create this cultural atmosphere. The reward is not necessarily cash, but it must be there. Only in this way can employees have the motivation to cooperate. 3. Regular emotional communication. Find a place with a good environment and communicate with employees on a regular basis. Leaders of many small companies often get together with employees to drink. With deep feelings, employees will naturally talk about some real ideas. But in this way, we should keep our distance and don't end up in a brotherly relationship instead of a superior-subordinate relationship. 5. How to prevent core team members from leaving after the Spring Festival? Some surveys show that for every 3% increase in employee satisfaction, customer satisfaction will increase by 5%, and profits will increase by 25%-85%; For companies with 80% employee satisfaction, the average profit rate growth is about 20% higher than that of other companies in the same industry. It can be seen that caring for your customers must start with caring for your core team members. So how to improve employee satisfaction and prevent core team members from leaving? 1. Corporate culture should be improved as soon as possible. Corporate culture is not good, and even the best salary and benefits are only temporary. Enterprises rely on the charisma of leaders when they are young, team management when they grow up, and corporate culture when they grow up. Therefore, it is very important for companies to enhance corporate culture. The establishment of corporate culture should be positive and employees can benefit from it. Such a culture can only be accepted by employees. Let employees feel that the company is their second home. 2. Improve the incentive system and appropriately motivate the core team members. For the core team members who have made great contributions, they should be appropriately satisfied according to their respective needs. For the core team members who make little contribution, they can be encouraged by spirit or prizes. 3. Employees with ideas should be allowed to get complaints and solutions. Many employees who are dissatisfied with the status quo should be allowed to communicate and complain, and reasonable solutions should be provided to help them solve their problems. 4. Show employees short-term benefits and long-term vision. Leaders can't just draw cakes for employees to satisfy their hunger, but let employees see what substantial benefits they will get in the short term after their efforts. Let employees believe that following the leadership will have a good future and future. Only in this way can employees work hard. In short, as long as it can help employees, it is a good way to improve employee satisfaction. When employee satisfaction is improved, resignation naturally does not exist. We must understand how much it costs for a core team member to leave. Fortune magazine once found that after a core team member leaves the company, the replacement cost alone is as high as 65438+ 0.5 times the salary of the employee who left the company, and it is even higher if he leaves the management. The cost of low morale and poor performance, the cost of recruiting new employees and the cost of training before employees want to leave. In case employees take technology and customers to find competitors, it will be a greater cost loss. Therefore, if enterprises want to develop well, the problem of employee turnover should not be underestimated. Especially after the Spring Festival, enterprises should pay more attention to it.