A Company’s New Generation Employee Turnover Problems And Countermeasures

With the rapid development of technology,communication networks have evolved from 1G that can only be used for calls,to 2G that can be used for digital communication,3G that can be used for images,4G that can be used for videos,and now to the booming 5G new base stations and 5G Internet of Things.Communication networks have changed the world’s communication efficiency and raised people’s living standards.These are all attributed to countless communication practitioners,and naturally cannot do without the development of communication enterprises.Among them,Company A is a national team player among communication equipment manufacturers,dedicated to providing customer application services for communication public and private networks,and providing comprehensive solutions for customers.In 2021,multiple new generation employee resignations occurred at Company A’s Hubei Representative Office,bringing incalculable losses and risks to on-site projects.This article mainly analyzes the resignation problem of the "new generation of employees" discovered by Company A’s Hubei Representative Office from the perspective of human resource management.It analyzes the reasons for the resignation and individual needs of the new generation of employees from a point-to-point perspective,and proposes countermeasures based on existing management theories and phenomena.It is hoped that the company’s resignation rate can be improved to achieve a win-win situation between employees and the enterprise.The new generation of employees is a generation who grew up with the internet,with distinct personality traits,strong sense of autonomy,and high self actualization needs.With the passage of time,it has gradually become the main force in the workplace this year,and managers should pay attention to it.The paper refers to the definition of intergenerational employees in China,which refers to those born after 1990;Analyze the values and individual needs of the new generation employees based on their existing personality traits.I hope this can effectively motivate the new generation,provide on-demand incentives,and stimulate the autonomy and initiative of the new generation of employees.From the definition of resignation,it can be divided into active resignation and passive resignation.In reality,whether it is active or passive resignation,the resignation behavior of the new generation is a waste of resources for both employees and the company.Although enterprises need running water,the high turnover rate is not conducive to long-term development and urgently needs improvement.To better improve the issue of new generation turnover,managers need to deeply understand the new generation of employees,understand their values,identify their needs,and find different solutions based on the current situation of the enterprise and their different needs.For example,there is a need to improve the company’s management mechanism,to be recognized by leaders,to have a fair environment,to have harmonious interpersonal relationships,and so on.Managers should attach importance to these needs and analyze them in conjunction with problems.They should not simply and roughly categorize many enterprise management issues as employee issues or external environmental issues.For example,poor team performance is due to insufficient employee excellence.The poor performance of the department is due to poor external opportunities.I feel that when it comes to employee motivation,it’s even more unnecessary.It only requires strict management systems,as these ideas are outdated and conservative.As managers of the new generation of employees,we need to keep up with the times in our thinking,and understand that the new generation of employees are more democratic in their behavior and diverse in their values.The new generation of labor unions are increasingly seeking to protect their own rights and interests,demanding incentives.Enterprises that completely ignore employees’ feelings will face more and more human resource management problems in the future,as well as higher turnover rates,bringing incalculable cost losses.This article draws on the existing theoretical knowledge and models of human resource management at home and abroad,and combines the existing problem phenomena of Company A to conduct research on the problems and countermeasures of the new generation of resignation.In the overall context of the text,describe and summarize the ideas of "discovering problems","analyzing problems",and "solving problems".It consists of six parts.The first part is an introduction.This paper mainly introduces the background and purpose of the paper.The background of this paper is the phenomenon of high turnover rates among new generation employees in the workplace,with the aim of improving the turnover rate of new generation employees in enterprises and strengthening the attention of enterprises to new generation employees;The second part is the definition of concepts and theoretical basis.Mainly introduce the concepts related to the turnover of the new generation,including the definition and characteristics of the new generation,as well as the definition of turnover behavior and turnover analysis model;The third part is about the current situation and impact of the resignation of the new generation employees of Company A.Mainly introduce the human resources management situation of Company A,the current situation of resignation,and the impact of resignation.In this chapter,we found that the impact of the resignation of the new generation of employees is enormous,increasing various labor costs of the enterprise,affecting the transmission of corporate culture,employee feelings,and increasing the risk of new employees handing over business;The fourth part is the investigation and analysis of the reasons for the resignation of the new generation in Company A.The main use of survey questionnaire interview tools for survey statistics is to list the top 5 reasons for the resignation of the new generation,namely salary management,performance management,corporate culture,career,and interpersonal relationships.By using the resignation analysis model to explore deeper reasons for classification,it can be divided into personal factors,corporate factors,and external environmental factors,which is convenient for conducting policy research on this issue;The fifth part is a study on the countermeasures for the resignation of the new generation of employees.This chapter serves as the core and proposes solutions to the resignation problem of the new generation of employees.Starting from three aspects,personal factors influence A Company’s incentive strategy for the new generation of employees.Influenced by enterprise factors,Company A’s management system optimization strategy.External environmental impact,A company’s external environmental response strategy.The overall plan is implemented from the perspective of enterprise management system and employee motivation.The sixth part is summary and outlook.Summarize the viewpoints of the entire article,explain the conclusions,point out the shortcomings of the research paper,and provide prospects for the future resignation of the new generation.I hope to gain more valuable suggestions,opinions,and experiences through this paper,so that managers can pay more attention to the new generation of employees,have a better understanding of their needs,and have more thoughts on future management models,in order to introduce more solutions to the problem of new generation resignation.I also hope that this article can provide some reference and assistance to communication companies with similar problems.