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

一、員工流失率高的原因

1、 Reasons for high turnover rate of employees

說要減少員工的流失率，我們就先從源頭看看，究竟流失的原因在哪兒？

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

（1） 覺得沒前途，看不到希望

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

每個人都希望自己以后能在這個公司能有光明的前途，一旦他覺得這個工作就這樣的時候，也就基本上離離職不遠了。

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） 工資給的不夠

(2) The salary is not enough

話說現(xiàn)在上班都是為了滿足生活，所以很多員工在做了很久之后也會覺得錢方面給的不夠，所以也會辭職了。

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，沒看錯，就是在這上班覺得不舒服，也有可能是上下班的時間原因，也有可能是新制定的制度讓他們覺得各種不適應，所以離職對于他們而言更是更好的選擇了。

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） 覺得自己在公司沒價值

(4) I feel worthless in the company

在公司里，如果員工一直得不到肯定和認可，如同隱形人，自然就選擇離職了。

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

（5） 更好去處

(5) Better place to go

其他老板給了他們更好的薪酬和工作環(huán)境，所以他思前想后也會選擇離職。

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

二、如何針對性的減少流失率

2、 How to reduce the wastage rate

針對上面所說的流失率高的原因，去流失率的問題，才能對癥下藥。

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） 員工覺得沒前途

(1) Employees feel no future

企業(yè)的共同愿景從短期看，一個企業(yè)要有一個工作目標;從長期看，企業(yè)要有一個使全體員工共同為之奮斗的發(fā)展規(guī)劃與藍圖。

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.

無論是短期目標，還是長期目標，企業(yè)都必須做到與員工充分溝通，要讓員工看到企業(yè)及個人的希望。

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） 工資給得不夠

(2) The salary is not enough

公司要有優(yōu)厚且公平的福利待遇。

The company should have favorable and fair welfare treatment.

一般來說，企業(yè)對員工的激勵，物質激勵一直是先位的，這也符合馬斯洛需要層次論的基本原理。這里講的“優(yōu)厚”，是指對員工要有吸引力。

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與傳統(tǒng)的管理學派相對應，與把員工比作工具或機器上的一只鏍絲釘相比，它注重對人的關愛，強調與員工互動的溝通交流，創(chuàng)造員工滿意。

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） 覺得自己沒價值

(4) I feel worthless

建立學習型組織除了較好的福利待遇之外，企業(yè)還要讓員工有培訓發(fā)展的空間。鼓勵員工學習、創(chuàng)造培訓機會等，更重要的是要讓員工在自己有興趣的崗位上進行實踐鍛煉。

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.

重要的一點是：員工有精彩表現(xiàn)的時候要多贊美，員工工作情緒低落的時候要多鼓勵。

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

（5） 其他老板給了更高酬勞

(5) The other bosses paid more

在這時候，我只想重申一下領導的人格魅力是有多么重要。近十多年來，確實出現(xiàn)了很多的“企業(yè)英雄”，他們憑借自己的人格魅力團結了一幫人馬，創(chuàng)下了驕人的業(yè)績。

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.

當然了，如果員工決意要走，也不要過度挽留，只要祝更好就好了，也會記住你這一份情的。

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