Research On The Loss Of Young Employees In C Branch Of F Bank From The Perspective Of Employee Satisfaction

Due to the continuous deepening of national financial reform and the continuous expansion of financial market openness,the situation of “dominance”of commercial banks has gone.With the increasingly fierce competition in the financial industry,foreign banks,Internet financial companies and village banks are constantly dividing market cakes and seizing talents.At present,the loss of employees in Branch C of F Commercial Bank is very serious,especially the young employees of the new generation who are lack of job stickiness,and the loss of these employees brings great challenges to the sustainable and stable development of banks.Based on Maslow ’s hierarchy of needs theory,Lewin field theory and Mach-Simon model,this paper uses literature research method,questionnaire survey method,interview method and statistical analysis method,from the perspective of employee satisfaction,conducts a comprehensive and systematic research on the loss of young employees in C branch of F bank,analyzes the characteristics of the loss of young employees and the impact.At the same time,through the questionnaire,the satisfaction survey of the young employees in the bank is carried out,and the in-depth interview of the departed employees is carried out to comprehensively evaluate the deep causes of the loss of young employees in C branch of F bank.Through the analysis,it is found that the loss of young employees is mainly affected by the bank itself,individual employees and the external environment.The bank itself is due to the unreasonable performance evaluation of enterprises,the imperfect incentive mechanism,the lack of scientific internal training,the lack of corporate culture and the unsmooth path of employees ’career development.Personal reasons are due to young employees generally poor resilience,immature career concept,ability and position mismatch.The external reasons are mainly the decline in the attractiveness of banks caused by the rapid development of Internet finance,the downward pressure of domestic economy and the change of employment environment.Finally,in order to prevent the loss of young employees and increase the stability of the young staff team,the author also puts forward some feasible countermeasures,including establishing a scientific salary performance appraisal system,perfecting the incentive mechanism,establishing the early warning mechanism of staff turnover,strengthening the career planning,broadening the promotion channels,optimizing the staff training system,strengthening the construction of enterprise culture,alleviating the pressure of employees,paying attention to the selection of entry and improving the matching degree between people and enterprises.