sustainable workload

员工的营业额与雇主的许多级别昂贵。更换员工的平均成本是他们年薪21%。It is no wonder then that organizational psychology has turned this into one of their main research topics. The good news is that turnover can be significantly decreased through some simple scientifically-backed strategies.
招聘和保留激励措施之间存在一定程度的叠加层。积极的工作环境和增长机遇呈现出耗材减少的核心。但是,这些因素互动,如可持续工作量和定期薪酬率。必须同时解决员工保留不同的角度以实现积极的结果。

1.积极的工作文化

Work culture is one of the cornerstones of a successful and long-lasting relationship between employer and employee. There is a large body ofresearch确认支持性工作环境与员工保留之间的关联。更深入地研究了这个问题透露,组织承诺和人组织适合作为这种关系的调解员。
This implies that shared responsibility for each other and the common good between coworkers and supervisors shelters employees from overworking and stress. If people develop a positive attitude toward their work and company, they will be more likely to stay.

2.团队建设活动

A positive work environment is to be nurtured by superiors and colleagues alike. That is why HR specialists should invest in boosting cooperation and communication between coworkers. One way to achieve this is through team-building activities.
完成后,这些不仅可以增加保留但生产力188宝金博网站。让员工在工作之外共同共度时光帮助他们发现他们的共同利益,并为真正的友谊奠定基础。虽然团队建设活动有助于建立信任,并培养属于一个团体的感觉。

3. Sustainable Workload

Ensuring a sustainable workload for employees is a leading factor in diminishing attrition.研究人员再次确认时间和时间,营业额意图与工作量和其他工作压力源有关。
To achieve a sustainable workload for employees, start by assessing their daily routine. Try to identify tasks that disrupt the workflow and keep an eye out for any employee who might be overworked. There must be an equitable distribution of work between individuals and departments alike.
Meetings can take up a lot of unnecessary time, so only keep the ones that are absolutely necessary. Encourage emailing, direct phone calls, or in-person talks for discussing urgent matters.
另一个活动最终吞噬了很多珍贵的工作时间是员工要求证明他们正在运作的工作。监督员密切监察的提交报告可能会对其生产力产生负面影响,并代表雇主传达不信任。188宝金博网站

4.专业发展的机会

Assurances of support for participation at Conferences and Networking Opportunities will attract recruits, but you must actually deliver on the promise for an employee to stay. Professional development is particularly important to physicians. They are highly driven by improving their knowledge and developing their skills.
The high number offamily practice jobs in Californiacreates a highly competitive market for employers and employees alike. That is why a solid physician retention plan is crucial in keeping star employees.

5.支付募集和可变薪酬福利

While an attractive salary might be very efficient for recruitment, it is not enough for retention. To affect turnover, the employer must go beyond the base salary. This aspect is especially important when promoting employees. A new job title can be flattering, but if it is unaccompanied by a considerable salary raise, it will not be enough.
研究人员已经确定了基本工资和员工升级的增加之间存在统计学显着的相关性。他们已经确定,10%的基本工资增加与员工在下次促销之后的员工较高的可能性增加1.5%时。
还有可变薪酬福利的选项。许多雇主希望保持固定成本,并更喜欢维持基地薪水。在这种情况下,员工可以从中受益variable payouts。Such a plan can be implemented on several considerations, like performance, holidays, and organizational achievements. The number of organizations that prefer this route keeps increasing over the years.

Final Thoughts

保持熟练员工的重要性受到组织心理学研究的敏捷程度。因此,人力资源人员有一个科学数据的宝库,可以建立员工保留计划。从不同角度攻击问题至关重要。必须随着时间的推移培养公司与雇员的关系,以防止营业额意图。

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