| With the development of China’s social economy and the rapid improvement of urbanization level,the market scale of the property management industry is constantly expanding and the market competition is becoming increasingly fierce.At the same time,the new generation of post-90 s employees have gradually become the backbone of enterprise development.Due to the continuous diversification of employment directions and career selection methods,the competition for talent among property management companies has become increasingly fierce,and the resignation problem of the new generation of employees has gradually attracted attention from all sectors of society.R Property Management Company is a private property management company.In recent years,the frequent resignation of the new generation of employees within the company has seriously reduced the company’s service quality and hindered the company’s sustainable development.The high turnover rate of the new generation of employees has become a serious challenge for R Property Management Company.This paper takes R Property Management Company,which is a representative company in the industry,as the research object.First of all,by studying and sorting out the relevant literature of the new generation of employees and employee turnover at home and abroad,it provides a solid theoretical basis for the research on the reasons and countermeasures of the high turnover rate of the new generation of employees.Secondly,through field surveys to obtain relevant information about the company,the composition of the company’s employees was analyzed from the aspects such as age,gender,marriage and educational background,and data such as the turnover rate of the new generation employees in the company in the past five years were calculated.The composition structure and turnover status of new generation employees within the company were grasped,and the impact of high turnover rate of new generation employees on R Property Management Company was discussed.Then,based on the resignation interview form,a preliminary analysis is conducted on the reasons for the resignation of the new generation of employees.Guided by the preliminary analysis results and relevant theories,the real reasons for the resignation of the new generation of employees and the actual situation within the company are understood through in-depth interviews.After that,a survey questionnaire was distributed to the new generation of employees in the company through the use of questionnaire survey and statistical analysis methods,and the questionnaire data was statistically analyzed using SPSS27.0 software to conduct in-depth research on the job satisfaction and turnover intention of the new generation of employees,and to analyze the main reasons for the frequent turnover of the new generation of employees.Finally,according to the preliminary analysis results,in-depth interview results and questionnaire survey results of the reasons for the resignation of the new generation of employees,based on the hierarchy of needs theory,equity theory and expectation theory,combined with the workplace preferences of the new generation of employees and the actual situation of the company,the reasons for the high turnover rate of the new generation of employees are summarized,and the corresponding countermeasures are proposed.Through this study,it is found that the main reasons for the high turnover rate of the new generation of employees in R Property Management Company are tedious work content,limited career development prospects,insufficient humanistic care of employees,unreasonable salary performance system and weak corporate culture construction.According to the main reasons for the high turnover rate,this paper puts forward corresponding countermeasures,such as optimizing the work content,broadening the career development channel,strengthening the humanistic care of employees,optimizing the salary performance system and strengthening the construction of enterprise culture.Through this study,on the one hand,it is hoped to help R Property Management Company reduce the turnover rate of the new generation of employees,improve the company’s service quality and enhance the company’s market competitiveness.On the other hand,it is hoped to provide some reference suggestions for solving the problem of high turnover rate of the new generation of employees in similar property enterprises,and promote the sustainable development of the entire property management industry. |
