Research On The Brain Drain Of A Banks

In recent years,L city real economy operation is difficult and lack of stamina,coupled with the impact of the new crown pneumonia epidemic,the city’s GDP growth rate slowed down,non-performing loans concentrated exposure,as one of the important participants in the economic body of commercial banks,the living environment is becoming more and more difficult,how to maintain the stability of the talent team in the harsh environment,to achieve the benign development of banks has become an important issue facing the overall banking industry in L city.Bank A is the first joint-stock commercial bank in L City,and it is also a second-level branch under the jurisdiction of a state-owned commercial bank.In a complex business environment with various difficulties superimposed and various contradictions intertwined,the overall business development pressure is unprecedented,the salary level of employees is not as good as before,coupled with the poor internal management of the bank,resulting in a large number of talents leaving the bank,which seriously affects the bank’s business development.Attracting and retaining talents,enhancing corporate cohesion and reducing the brain drain rate have become urgent problems for the bank to solve.In this paper,we conduct in-depth interviews with three representative departing talents of Bank A,and based on the Price-Mueller(2000)model,we design a job satisfaction questionnaire for active employees to explore the brain drain problem of Bank A.Combining the results of the exit interview and questionnaire,the main reasons for the bank’s talent loss were summarized as "four not enough" : insufficient sense of security,insufficient sense of purpose,insufficient sense of achievement and insufficient sense of belonging.In view of the above reasons,drawing on the theory of hierarchy,two-factor theory and fairness theory,in order to give talents the opportunity to make money-treatment retention,give talents the opportunity to do things-career retention,give talent development opportunities-career retention,give talent exchange opportunities-corporate culture retention and other "four gives" as the starting point,to achieve the purpose of better attracting talents and retaining talents,and to provide a steady stream of endogenous power for the healthy and sustainable development of enterprises.