An Incentive-theory-based Study On Grassroots Staff Loss In Property Management Companies

In recent years,with the continuous advancement of urbanization in China,the property management industry has maintained rapid growth.Property management creates and maintains a clean,civilized,sage,and comfortable living and working environment for property owners and users,and ultimately realizes the unified and synchronized growth of the three benefits of society,economy,and environment,and improves the modern civilization of the city.However,in the property management industry,many enterprises are facing the problem of serious staff turnover,which has also become a problem restricting the stability and development of property companies.Therefore,how to reduce the turnover rate of grass-roots personnel in property management enterprises,especially the loss of outstanding grassroots employees,has become a problem that managers of property management enterprises must face.Based on the theory of incentives in management science,this thesis takes G property management company as a case study,researches and analyzes the situation of the turnover of the company's grassroots employees,and put forward corresponding countermeasures.The main conclusion of this thesis is that the high turnover rate of G property management company at the grass-roots employees is caused by a variety of factors,involving social and industry factors,the factors of G property management company and the individual employees.At the social and industry level,it is manifested in the discrimination against the jobs of property management in the society and the low income of employees in the industry.At the G property management level,the factors that have caused the turnover of grass-roots employees are insufficient satisfaction of relationship needs,low income,unfair income distribution,and lack of personal growth opportunities.At the individual employee level,it is mainly employees who have unclear career plans.Based on these,this article puts forward corresponding recommendations: for the social and industry levels,it is recommended to seek government support for the property management industry and increase social recognition;for the G property management company level,it is recommended to meet the needs of employees and increase the grassroots level Employee income,making income distribution more fair and creating an environment for personal growth;for employees' individual level,it is recommended that practitioners set personal career goals and enhance students' understanding of the industry through school-enterprise cooperation.