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It is precisely because of this series of favorable treatment that the voluntary turnover rate of our company's employees has been maintained at a very low level. In recent years, the total turnover rate of our company's employees has been maintained at about 3%.

Hearing Wu Hao's words, everyone couldn't help but be taken aback. A company with tens of thousands of people was able to maintain the level of 3%, which is amazing.

Whether it was Su Qidong or Tan Yongzhen, they shook their heads when they heard the words. On the one hand, of course, they were surprised by Wu Hao and the others' low employee turnover rate. On the other hand, they sighed at Wu Hao and the others for their work in this area. This is what they do. not reach.

However, some people still raised their doubts. This was Li Weiguo, who was sitting on the side. He asked Wu Hao: "With such a low turnover rate, you are not worried that it will affect the normal metabolism of the company and cause the company to lose money. Vitality?"

Indeed, for many large companies, especially some unit departments, the longest problem they encounter is that the metabolism of old and new is relatively slow, which leads to the loss of vitality within their departments or unit companies.

This is just like running water does not rot, and if the water does not flow, no new water comes in, and the water flows out, then the water will soon lose its vitality and eventually become a pool of despairing stagnant water with a foul smell. .

Wu Hao smiled and shook his head: "No, this three percent or so is our normal old and new metabolic mechanism. As we said, we cherish every employee, as long as it is a talent, we will try our best to make it happen. He stayed.

The reason why these talents have to leave is that, in addition to having to leave for a few reasons, there are many problems in the company's treatment and welfare, and development.

At this time, we need to solve it in a targeted manner.

On the other hand, we have such a relaxed working environment and have adapted to such a relaxed and pleasant working environment here. Even if these people go to other companies with high salaries, they will not be able to adapt to it. Many people finally choose return.

In this regard, we also have this mechanism, and we will also open up green channels for these returning employees.

Of course, this does not mean that we will not eliminate people. In fact, we have followed a philosophy from top to bottom in the internal management of our company, that is, to eat according to our ability.

For those who are capable, those who are incapable will naturally make room for those who are capable.

If there is an employee who can't adapt to their own work, and the assessment is unsatisfactory for several months, then there will be HR, that is, the personnel specialist, who will go to talk with the employee.

However, this is not to actively persuade them to quit, but to encourage them on the one hand, and to recommend them to participate in the relevant job training courses provided by the company, so as to improve their business work ability.

After incentives, if the employee's assessment has not changed, then our personnel specialist will talk to the employee and suggest that he undergo job transfer training.

If the employee undergoes transfer training, he needs to go to the training and re-sign the relevant employment contract. If you do not accept transfer training, then you can only regret and persuade them to quit.

In this regard, we have always given generous termination compensation in accordance with relevant regulations. The law stipulates N+1, and we generally use +2, which is a thank you for the contributions made by the renamed employees in their previous positions. "

In fact, there is one thing Wu Hao did not say, that is, this kind of resignation compensation has a limit of years, and generally employees under two years will take the normal N+1 resignation allowance. If employees who leave the company for more than two years and less than five years leave, they will be given N+2 related compensation. As for employees over five years and less than 12 years, they are given N+6 termination compensation, which is a thank you for their contributions to the company over the years. As for the old employees of more than 12 years, they will not leave under normal circumstances. If they leave, it will be 2N+12. This is also thanks to these old employees for their youthful time spent for the company.

Speaking of this, Wu Hao said with a smile: "In fact, there is another reason, that is, our company is currently in a stage of rapid development, there is a large demand for talents, and the development prospects are bright. It is precisely because of this, So this can bring everyone together and work hard towards a common goal.

Of course, in addition to these material rewards, there is also a spiritual level, we have to set a goal or ideal for everyone. Such as manned spaceflight, such as lunar exploration, artificial intelligence, medical technology and so on.

It is also under the inspiration of these goals and ideals that everyone can concentrate on their struggles without distractions. "

Hearing Wu Hao's words, everyone shook their heads while nodding. This kind of mechanism, this kind of system, I am afraid that it can only be carried out in technology companies like Wu Hao and others. They can't learn from it at all.

Have you ever thought that if there is a problem with your company one day, these things cannot be fulfilled, then the employees you maintain with these things will fall apart and leave you. Tan Yongzhen asked Wu Hao about ~www.readwn.com~ This question seems to be a bit rude and unfriendly, but in fact it is also a concern or a reminder.

Hearing this question, Wu Hao shook his head with a smile: "First of all, for us, as long as we don't act as demons, take risks, and don't violate relevant laws and regulations, the external environment will not be significantly affected, and I'm talking about the destruction of the world. If so, then our business will not go bankrupt.

Because we have a huge advantage compared to other companies, that is, we have many core technologies and scientific research results, which will bring us huge benefits for a long time in the future. "

Hearing Wu Hao's words, everyone nodded. This is indeed the case. Haoyu Technology is currently looking at a large number of technical patents. These things bring very rich benefits to Haoyu Technology every year. This is why they are still developing rapidly even though they are in a difficult situation overseas. cause too much impact.

Unless, as Wu Hao said, they made a mistake, or the world was destroyed. At that time, the human world order collapsed, and the entire human race would be greatly affected, not to mention a technology company like Wu Hao and the others. .

On the other hand, we follow the model of HV and allocate relevant share incentives to the outstanding employees of the company. These generous share gains bind them to the company.

Therefore, unless absolutely necessary, they will not abandon the company and leave. For us, these talents are the main body of the company and the cornerstone of the company. As long as they are there, the company will not collapse.

Chapter 1972 The shockingly low turnover rate