The Research On The Problem Of Technical Employee Turnover And Countermeasures In T Enterprises

In recent years,the global COVID outbreak has been frequent,causing a certain degree of impact on the economy.Small and medium-sized enterprises(SMEs),which are inherently less resilient to risk,have faced prolonged epidemics that have affected both upstream and downstream businesses.In addition to the complications of stagnant business,companies have to face the dilemma of rising turnover rates.Many new employees,especially those with small family burdens,are leaving to prepare for jobs within the system,such as civil service examinations.Older employees with a wealth of experience are likely to jump ship to greater companies and better platforms.It is also easy for employees to follow suit,leading to a tidal wave of staff departures,causing incalculable damage to the company as it loses both fresh blood and vital organs.How to solve the problem of staff turnover in a company becomes even more problematic.This paper studies the problem of technical staff turnover in T enterprises.By reviewing major academic journals,human resources-related books and collating relevant literature on staff turnover and human resource management,a comprehensive analysis of the situation of technical staff turnover in T enterprises is conducted.Through telephone interviews with employees who had left the company,interviews with management and questionnaires,the study was able to understand the causes of turnover from different perspectives.The main reasons for the loss of technical staff are as follows: 1.Lack of stress relief and technical support.The lack of technical support and the slow progress of work increase the pressure of work.2.Lack of training and poor promotion channels.Very little unified training is provided,technical training is not targeted,and employees cannot understand the content of the training well.At the same time,the upward mobility of grassroots technical staff is restricted and there is no promotion channel.3.Enterprise development and salary increase are not synchronised.The enterprise is developing rapidly,but the research and development(R&D)team does not receive corresponding rewards or salary increases,and performance bonuses are often not issued.4、Insufficient construction of corporate culture.The construction of corporate culture is neglected,and the overtime culture of other enterprises is rigidly applied,which reduces the happiness of employees.5.The communication and collaboration mode between the upper and lower levels is unreasonable.There is the phenomenon of leadership monopoly,and staff communication is blocked or not given due attention after transmission.According to the above-mentioned main causes of technical staff turnover problems in T enterprises,the following strategies are proposed: 1.Pay attention to staff stress relief and technical support.2.Establish multiple promotion channels and training programmes.3.Establish a salary increase mechanism and incentive mechanism.4.Establish a corporate culture with a people-oriented philosophy.5.Optimise the enterprise management model.It is expected that this paper can help T enterprises to solve the problem of technical staff turnover,help technical staff to realise their personal value,help relevant enterprises to achieve longterm development,and provide guidance and reference for relevant industries to solve the problem of technical staff turnover.