每年春节过后的离职潮,几乎是诸多行业、各个企业都要面对的一个大难题,医药零售行业也不例外。特别是一线员工,离职已成司空见惯的事情。虽然面对一线员工的离职企业可以招聘新人,从新培训,但这无疑会增加工作量,而且如果经常性招入新人,对企业的长期发展、品牌建设肯定是不利的。所以,认清员工的离职原因,同时从管理方面降低离职率,增加人员储备是每个企业必须认真考虑的。调整年度目标与计划,做好与员工的沟通交流,出台有吸引力的 The resignation wave after the Spring Festival each year is almost a big problem that many industries and enterprises face. The pharmaceutical retail industry is no exception. In particular, front-line employees, leaving the job has become commonplace. Although the resigning enterprises facing first-line employees can recruit new recruits and rebuild them, this will undoubtedly increase the workload. And if recurrent new recruits, the long-term development of enterprises, brand building is definitely unfavorable. Therefore, a clear understanding of the reasons for the departure of employees, while reducing the turnover from the management, increase staff reserve is every business must seriously consider. Adjust annual goals and plans, communicate well with employees, and introduce attractive