为什么“90后”员工离职率较高？一位企业负责人说：“我也看不懂‘90后’员工，他们很随意，说不干就不干，似乎根本就不在乎这两三千元的月薪。不少人还是差那么点责任心，他们只做喜欢的事，工作积极性不强，看上司不顺眼就辞职。”“90后”自我发展意识强，加之大部分人的家庭经济条件较好，经济压力小，在择业上越来越注重个人感受和兴趣，薪水并不是首要看重的因素。

why"After 90"Employee turnover rate is higher?A business person in charge said:"I also understand‘After 90’employees,They are optional,Do not say it,Seems simply don't care about this 23000 yuan monthly salary.Many people still seemed poor sense of responsibility,They only do like,Enthusiasm is not strong,See boss not pleasing to the eye quit.""After 90"Strong sense of self development,Most of the people and the family economic conditions are good,Economic pressure small,In choosing profession pay more and more attention to the personal feelings and interests,Salary is not the primary value factors.

　　“90后”员工居高不下的离职率，让没做好准备的企业老板和人力资源部门负责人难以适应。一家企业老总说起“90后”员工直摇头，“今年我们给40名新员工发了offer，报到那一天就来了17个，当时我就急了，有项目等着干呀，我们只好硬着头皮‘现抓’人，可是现招的人又不合适，我们还要再招。”另一家企业负责人深有感触地说：“现在招新人起码要增加一倍的量，比如计划招30人，通知报到的要达到60人，以防新员工因各种原因离职。”一家软件企业负责人给记者拿出了一份报表，今年招了42名“90后”员工，试用期离职的竟有22人，“离职率高得离谱，这是我们以往都没碰到过的。”

"After 90"High staff turnover rate,Let not prepared enterprise boss and the human resources department person in charge is difficult to adapt to.A enterprise manager about"After 90"Employees to keep shake head,"This year we to 40 new employees hair offer,To report for duty that day will come 17,At that time I just nasty,Has project the waiting to do,We can only be hard-headed about this‘We catch’people,But now recruit people and don't fit,We have to hire."Another said that the responsible person of the enterprise:"Now recruit at least a couple to increase the amount of times,Such as plan recruit 30 people,Notice the report to 60 people,In case of new employees leaving because of all sorts of reasons."A software enterprise controller to reporters took out a statement,This recruit the 42"After 90"employees,The probation period of leave that 22 people,"Impossibly high turnover rate,This is we haven't met before the."

钱不是问题 开心最重要 Money is not the most important problem happy

　　目前就职于某化工企业的“90后”职场新人小范就有了跳槽的想法。7月初小范正式与单位签署了用工合同，然而转眼小范就对当下工作产生了厌倦。小范妈妈告诉记者，原本小范本科所读专业就是材料与化学工业，工作刚开始热情的确很高，但逐渐地似乎也是因为工作累，常常在家听到小范抱怨。采访中，小范妈妈向记者坦言，如今工作了两个月，小范的状态早不如开始时了。“他从事的工作类似泥土中的成分分析，我们现在和他谈工作，他就是不开心，经常喊很辛苦。”而对于小范提及的日后可能跳槽，小范妈妈给予了极大的宽容与支持。“工作重在开心，我们也不愁他养家，他工作好了，我们自然也放心。”

Currently working in a chemical enterprise"After 90"New workplace XiaoFan had job-hopping ideas.In early July XiaoFan formally signed labor contract with unit,However XiaoFan away to the work produced tired of.XiaoFan mother told reporters,Originally XiaoFan undergraduate read professional is material and chemical industry,Work has just started to enthusiasm really high,But gradually seems to also because of hard work,Often hear XiaoFan complain at home.interview,XiaoFan mother said to reporters,Now work for two months,XiaoFan state as the early start."He is engaged in the work of the similar soil composition analysis,We now and he talk about work,He is not happy,Often shouted very hard."For XiaoFan mentioned in the future could jump ship,XiaoFan mother gave great tolerance and support."Work focuses on happy,We don't worry about his family,He works well,Naturally we also rest assured."

　　“我告诉自己一定要找到一份自己感兴趣的工作。”1990年出生的小陈，在大四开学那天起就一头扎入求职的茫茫人海。在求职过程中，小陈得到机会在一家事业单位实习了一个月，但发现自己并不适合节奏缓慢的工作，最终选择了一家意大利企业的销售岗位。“比起安稳的工作环境和待遇，我更看重在工作中能否实现自我价值。我喜欢现在这份具有挑战性的工作。”小陈的想法非常有代表性。

"I told myself must find a personally interested in the job."Born in 1990 Chen,In the senior school that day will plunge into the job of the vast sea of humanity.In the job search process,Chen get the chance to practice in a business unit for a month,But found himself is not suitable for rhythm slow work,Finally chose an Italian enterprise sales position."Compared with safe working environment and treatment,I think more of in the work can realize self value.I like now this challenging work."Chen idea very representative.

　　科锐国际人力资源有限公司校园招聘业务负责人田如蜜介绍，在给毕业生做面试指导的时候，令她印象最为深刻的就是绝大部分学生对自己的目标都比较清楚。“比如说，某体育用品公司2012年招收的管理培训生，要去郊区工作，而薪水也并不是特别有竞争力。但是有些品牌的痴迷者、又热爱运动的学生，仍然选择这家公司，因为其办公场所内体育场、健身房、游泳馆一应俱全，这正是他们所看中的。这说明，‘90后’的自我意识非常强，自我认知也很明确。”

Families sharp international human resources co., LTD., campus recruitment business controller field such as honey is introduced,The graduates guidance when interview,To her the most profound impression is that most students to their goals are clear."For example,A sports goods company 2012 recruits management trainee,Want to go to work suburbs,But salary is not special competitive.But some brand addict/And love sports students,Still choose the company,Because of its office in the stadium/gym/Swimming pool from soup to nuts,This is what they see in.This shows,‘After 90’Consciousness is very strong,Self cognition is also very clear."

支招：不能“说教”而要“感化” move:Can't"sermon"but"detention"

　　“90后”追求工作的弹性和灵活；比较自我、希望得到尊重，这也是“90后”毕业生总体的处事态度。这种不稳定的工作心态体现在“90后”缺乏长远的职业规划，希望随时可以改变工作。

"After 90"The pursuit of work of the elastic and flexible;Comparative self/Hope to get respect,This is"After 90"Graduates of the general attitude.This unstable work attitude reflected in"After 90"The lack of long-term career planning,Hope can always change work.

　　这对企业的人力资源管理也提出了挑战，企业的管理模式在坚持原则性的同时需要做出部分改变，更人性化的管理有利于提高员工的工作效率，要让员工觉得自己是在做感兴趣的事情。而受访人士普遍认为，对于自己喜爱的工作，“90后”表现得“非常投入，一点儿也不害怕吃苦”。

The enterprise human resources management also puts forward the challenge,Enterprise management model in adhere to the principle and need to make part of the change,More humanized management to improve the staff's working efficiency,Want to let employees feel that they are interested in doing things.And interviewed generally think,For their favorite work,"After 90"behave"Very into,Don't be afraid to bear hardships".

　　智联招聘网高级经理孟广建议，在管理“90后”员工时，一定要注意方式，不能“说教”而要“感化”，要充分调动年轻人的积极性，多听听他们的想法和思路，好的想法要鼓励，错误的地方要引导，要让他们从“被动接受”到“主动融入”。这样才能引导他们发现企业文化中可贵的一面，并找到与他们价值追求一致的理念并随着企业一起成功。（记者李琼）

Zhaopin net senior manager MengGuang Suggestions,In the management"After 90"When employees,Must pay attention to way,Can't"sermon"but"detention",To fully mobilize the enthusiasm of young people,Listen to their thoughts and ideas,Good idea to encourage,The wrong places will guide,To make them from"Passive to accept"to"Active integrate".In order to guide they found that enterprise culture valuable side,And find and they value pursuit consistent concept and with the enterprise successful together.(Reporter with you)