attrition rate

简明释义

磨耗率

英英释义

例句

1.Our attrition rate 员工流失率 last year was significantly lower than the industry average.

我们去年的员工流失率显著低于行业平均水平。

2.A high attrition rate 员工流失率 can indicate problems within the workplace culture.

高员工流失率可能表明工作场所文化存在问题。

3.Management is concerned about the rising attrition rate 员工流失率 and is seeking feedback from employees.

管理层对上升的员工流失率感到担忧，并寻求员工反馈。

4.The HR department is implementing new strategies to reduce the attrition rate 员工流失率 among top performers.

人力资源部门正在实施新策略，以降低顶尖员工的员工流失率。

5.The company has been tracking its attrition rate 员工流失率 to understand employee satisfaction.

公司一直在跟踪其员工流失率以了解员工满意度。

作文

In today's competitive business environment, understanding various metrics that influence an organization's performance is crucial. One such important metric is the attrition rate, which refers to the percentage of employees who leave a company over a specific period. A high attrition rate can indicate underlying issues within the organization, such as poor management, lack of career advancement opportunities, or an unhealthy work culture. Conversely, a low attrition rate often signifies employee satisfaction and a positive workplace atmosphere.To effectively manage the attrition rate, companies must first analyze the reasons behind employee turnover. Conducting exit interviews can provide valuable insights into why employees decide to leave. Common reasons may include inadequate compensation, limited growth prospects, or interpersonal conflicts with colleagues. By addressing these issues, organizations can create a more supportive environment, ultimately reducing their attrition rate.Moreover, retaining talent is not just about addressing problems; it also involves implementing proactive strategies to engage employees. Companies can invest in professional development programs, mentorship opportunities, and regular feedback sessions. These initiatives can foster a sense of belonging and commitment among employees, making them less likely to seek employment elsewhere. When employees feel valued and see a clear career path, the attrition rate tends to decrease.Another factor influencing the attrition rate is the onboarding process. A well-structured onboarding program ensures that new hires feel welcomed and equipped to succeed in their roles. When employees receive proper training and support from the beginning, they are more likely to remain with the company long-term. In contrast, a disorganized onboarding experience can lead to frustration and higher turnover rates.Furthermore, organizations should regularly assess their attrition rate and benchmark it against industry standards. This practice allows companies to gauge their performance relative to competitors and identify areas for improvement. If a company notices that its attrition rate is significantly higher than the industry average, it may need to reevaluate its employee engagement strategies and make necessary changes.In conclusion, the attrition rate is a critical metric that reflects the health of an organization. By understanding the factors contributing to employee turnover and actively working to enhance job satisfaction, companies can maintain a lower attrition rate. Ultimately, investing in employees not only benefits the workforce but also drives organizational success, creating a win-win scenario for both parties. As businesses continue to evolve, prioritizing employee retention will be essential in building a resilient and thriving workplace.

在当今竞争激烈的商业环境中，理解影响组织绩效的各种指标至关重要。其中一个重要指标是attrition rate，它指的是在特定时间段内离开公司的员工所占的百分比。高attrition rate可能表明组织内部存在潜在问题，例如管理不善、缺乏职业发展机会或不健康的工作文化。相反，低attrition rate通常表明员工满意度高以及积极的工作氛围。为了有效管理attrition rate，公司必须首先分析员工流失背后的原因。进行离职面谈可以提供有关员工为何决定离开的宝贵见解。常见原因可能包括薪酬不足、成长前景有限或与同事之间的冲突。通过解决这些问题，组织可以创造一个更具支持性的环境，从而最终降低attrition rate。此外，留住人才不仅仅是解决问题；还涉及实施主动策略来吸引员工。公司可以投资于职业发展计划、导师机会和定期反馈会议。这些举措可以培养员工的归属感和承诺，使他们不太可能寻求其他工作。当员工感到被重视并看到清晰的职业发展路径时，attrition rate往往会下降。影响attrition rate的另一个因素是入职培训过程。结构合理的入职培训程序确保新员工感到受欢迎并具备成功的能力。当员工从一开始就获得适当的培训和支持时，他们更有可能长期留在公司。相反，组织混乱的入职体验可能导致挫败感和更高的离职率。此外，组织应定期评估其attrition rate并与行业标准进行对比。这种做法使公司能够衡量其相对于竞争对手的表现，并识别需要改进的领域。如果一家公司注意到其attrition rate显著高于行业平均水平，则可能需要重新评估其员工参与策略并进行必要的调整。总之，attrition rate是反映组织健康状况的关键指标。通过理解导致员工流失的因素并积极努力提高工作满意度，公司可以保持较低的attrition rate。最终，投资员工不仅有利于员工本身，还推动了组织的成功，为双方创造双赢的局面。随着企业的不断发展，优先考虑员工留任将是建立一个具有韧性和繁荣的工作场所的关键。