turn over rate

简明释义

周转率

英英释义

例句

1.To maintain a low turn over rate, companies should focus on employee engagement.

为了保持低员工流动率，公司应关注员工参与感。

2.The restaurant's turn over rate increased after they improved their training program.

餐厅的员工流动率在改善培训项目后有所增加。

3.We need to analyze the reasons behind our turn over rate this quarter.

我们需要分析本季度员工流动率背后的原因。

4.A high turn over rate can indicate poor employee satisfaction.

高员工流动率可能表明员工满意度低。

5.The company is trying to improve its turn over rate to reduce hiring costs.

公司正在努力提高其员工流动率以减少招聘成本。

作文

In today's competitive business environment, understanding various metrics is crucial for success. One such important metric is the turn over rate, which refers to the rate at which employees leave a company and are replaced by new hires. A high turn over rate can indicate issues within the organization, such as poor management, lack of employee engagement, or inadequate compensation. Conversely, a low turn over rate often reflects a healthy workplace where employees feel valued and motivated to stay. To effectively manage the turn over rate, companies must first analyze the reasons behind employee departures. Conducting exit interviews can provide valuable insights into the factors that contribute to turnover. For instance, if multiple employees cite a lack of career advancement opportunities as a reason for leaving, it may be time for the organization to evaluate its promotion policies and invest in employee development programs.Another important aspect to consider is the onboarding process for new employees. A well-structured onboarding program can significantly influence an employee's initial experience with the company. If new hires feel welcomed, supported, and adequately trained, they are more likely to stay long-term, thereby reducing the turn over rate. Organizations should strive to create a positive onboarding experience that helps new employees integrate into the company culture.Moreover, fostering a positive work environment is essential for maintaining a low turn over rate. Companies can achieve this by promoting open communication, recognizing employee achievements, and encouraging teamwork. When employees feel appreciated and part of a cohesive team, they are less likely to seek employment elsewhere. Additionally, offering competitive salaries and benefits can also help retain talent and lower the turn over rate.Furthermore, regular employee feedback and engagement surveys can help organizations gauge employee satisfaction levels. By actively seeking input and making necessary adjustments based on feedback, companies can demonstrate their commitment to employee well-being, which can, in turn, positively impact the turn over rate. In conclusion, the turn over rate is a critical metric that every organization should monitor closely. By understanding its implications and taking proactive measures to address the underlying causes of turnover, companies can create a more stable and productive workforce. Ultimately, investing in employee satisfaction and retention not only benefits the employees but also contributes to the overall success of the business. A low turn over rate can lead to reduced hiring costs, increased productivity, and a stronger company culture, all of which are essential for thriving in today's fast-paced market.

在当今竞争激烈的商业环境中，理解各种指标对成功至关重要。其中一个重要指标是员工流失率，指的是员工离开公司并被新雇员替代的速度。高员工流失率可能表明组织内部存在问题，例如管理不善、员工参与度低或薪酬不足。相反，低员工流失率通常反映出一个健康的工作场所，员工感到受到重视并有动力留下来。为了有效管理员工流失率，公司首先必须分析员工离职背后的原因。进行离职面谈可以提供有关导致流失因素的宝贵见解。例如，如果多名员工将缺乏职业晋升机会作为离职原因，那么组织可能需要评估其晋升政策，并投资于员工发展项目。另一个重要方面是新员工的入职过程。结构良好的入职程序可以显著影响员工对公司的初始体验。如果新雇员感到受欢迎、得到支持并接受了充分的培训，他们更有可能长期留任，从而降低员工流失率。组织应努力创造积极的入职体验，帮助新员工融入公司文化。此外，营造积极的工作环境对于维持低员工流失率至关重要。公司可以通过促进开放沟通、认可员工成就和鼓励团队合作来实现这一目标。当员工感到被重视并成为一个团结的团队的一部分时，他们就不太可能寻求其他工作。此外，提供具有竞争力的薪水和福利也可以帮助留住人才，降低员工流失率。此外，定期的员工反馈和参与调查可以帮助组织评估员工满意度水平。通过积极寻求意见并根据反馈进行必要的调整，公司可以展示对员工福祉的承诺，这反过来又会对员工流失率产生积极影响。总之，员工流失率是每个组织都应该密切关注的关键指标。通过理解其含义并采取主动措施解决流失的根本原因，公司可以创建一个更稳定、更高效的员工队伍。最终，投资于员工满意度和留任不仅有利于员工，也有助于企业的整体成功。低员工流失率可以减少招聘成本、提高生产力和增强公司文化，这些都是在当今快节奏市场中蓬勃发展的关键。