Why Does Employee Loyalty Decrease Suddenly?

Mercer, the world's largest human resource management consulting firm, released the latest global employee survey. According to Mercer's 2011 survey of more than 30 thousand employees in 17 global markets (including 2000 employees in mainland China), the loyalty of Chinese employees to enterprises was significantly reduced compared with 5 years ago, and the turnover rate doubled. increase 。 Many employees are full of complaints and dissatisfaction with their work.

The competition of enterprises is essentially the competition of talents. Whoever has a solid and reliable talent team will be able to take the initiative and win the opportunity in the market competition. Therefore, the more loyal employees are to the enterprise, the more stable the core team will be, and the more competitive it will be. However, the reality is not optimistic. A few years ago, a survey in Shanghai showed that the average working hours of young employees under 30 were only about 1 and a half years in a work unit, while 31~40 years old staff had only 2 years and 3 months.

Employee loyalty decreases and job hopping happens frequently. The labor and capital The employment relationship between the two sides can not be extended for a long time, which is a loss for both sides, which is not only harmful to the development of the enterprise, but also affects the employee's career planning. The question is, since the decrease in employee loyalty brings about the result of "double lose", why has it become more and more intense in recent years, and even "sudden decrease"? I believe that there are some reasons for the higher personal expectations among employees, but the more important reason is that the simple way of enterprise management and the lack of corporate culture make it difficult for employees to have a sense of belonging and a sense of accomplishment.

In the workplace, it is impossible for people to leave their careers, treat people, and keep their feelings, whether they are career or treatment. If an enterprise can not adhere to the people-oriented management concept and establish a common obligation and responsibility system between enterprises and employees, its values will hardly be recognized by employees. As for the simple and crude method, it will only accelerate the loss of loyalty and make the enterprise lose its attraction. In the Spring Festival of 2011, media reports reported that the Ningbo YOUNGOR Sino Japan Textile printing and dyeing Co., Ltd., a subsidiary of YOUNGOR group, recently issued a notice that the workers will be deducted three times the salary before and after the Spring Festival. Another example of contrast is that many workers are busy in the lemon processing factory of Wang Zongshen, Weiyuan County, Neijiang. Xu Li, a worker, said, "our boss is very honest and honest." he promised to sell the house and give us more than 100 migrant workers to cash in on time. In the new year, the boss needs to rush to work. We can go home for a few more days.

There are different ways of selling salaries from YOUNGOR to "foolish boss", and the results are quite different. To be fair, do employees complain and complain about work just because of wages? The answer is definitely No. The decline in loyalty is, in essence, a reflection of the poor employment environment. As is reported in the report, salary is not the only way to retain employees. It is the real way to motivate employees, provide timely recognition and coordinate the incentive plan with the external competitive market. crux Where.

Our enterprise management is still in the extensive stage, which is also the main reason why domestic enterprises are not strong. Employee loyalty is a true feedback on business management and culture. If an enterprise can not retain its employees, there may be no public goodwill in the market. Therefore, in the long run, how to improve employee loyalty is not only a management proposition, but also an economic and cultural proposition.