-------The explanation about a job turnover of our company-------
In 2001, 300 people worked for our company and the rate of job turnover was 10%. The rate remained steady in 2002 and it dropped in 2003. However, the rate increased again from 2004, and the rising continued in 2006. Then, they reached a peak and it remained steady in 2007. Actually, about one out of five leave this job now. What is worse, according to the number of outgoing employees, it has been gradually rising every year despite the change of the number of staffs. This is a real pain in the neck for our company.
In 2001, 300 people worked for our company and the rate of job turnover was 10%. The rate remained steady in 2002 and it dropped in 2003. However, the rate increased again from 2004, and the rising continued in 2006. Then, they reached a peak and it remained steady in 2007. Actually, about one out of five leave this job now. What is worse, according to the number of outgoing employees, it has been gradually rising every year despite the change of the number of staffs. This is a real pain in the neck for our company.
Then, we took some questions to many staffs what kind of complaints they really have.
The major answers are these; ‘Businesses are busy and tight.’, ‘many services-overworks we must do.’ ’There are less Holidays.’ According to these answers, we found that many staffs have complaints to our work environment and holidays. Therefore, the employee’s motivations decrease and they leave the job.
First, we should make an award for the best staff on each branch. There is the award in every December to celebrate the best staff in the Head Quarter now, but I suppose to hold more variety of awards on each Prefecture, for example, the most active staff in volunteer works, the No.1 of the entertainments of a company, and a prize for perfect attendance. These awards will provide them more motivation to their job, I think.
Second, we consider that we need to give staffs a big holiday pack which provides them at least 10 days of vacation in every summer and winter. It depends on the staff’s result and diligence to decide how long they get their holidays. 10 days of vacation is about twice as long as than before, so I’m sure that they would feel happy. However, it may cause the shortage of staffs if they offer the plan at once, so I will make some fixed number of places for avoiding the problem.
The major answers are these; ‘Businesses are busy and tight.’, ‘many services-overworks we must do.’ ’There are less Holidays.’ According to these answers, we found that many staffs have complaints to our work environment and holidays. Therefore, the employee’s motivations decrease and they leave the job.
First, we should make an award for the best staff on each branch. There is the award in every December to celebrate the best staff in the Head Quarter now, but I suppose to hold more variety of awards on each Prefecture, for example, the most active staff in volunteer works, the No.1 of the entertainments of a company, and a prize for perfect attendance. These awards will provide them more motivation to their job, I think.
Second, we consider that we need to give staffs a big holiday pack which provides them at least 10 days of vacation in every summer and winter. It depends on the staff’s result and diligence to decide how long they get their holidays. 10 days of vacation is about twice as long as than before, so I’m sure that they would feel happy. However, it may cause the shortage of staffs if they offer the plan at once, so I will make some fixed number of places for avoiding the problem.
Finally, we make a facility for a break, for example, a sports center, massage rooms and sauna bathes. If we make them, we don’t have to go out of our company when we want to do sport, sauna, and massage. The advantage of this facility is that we can use it all you like for 5,000 yen every month. Additionally, it provides staffs many opportunities to contact with team members and others more, and the chance will work well together as a staff.（４５０）
