In the first quarter of 2024, the difficult situation that the banking industry will face may not be caused by performance pressuresInstead, there is a serious turnover of employees, and there are mistakes in the normal operation of business outlets.
After the bank's year-end bonus is received, every employee is accustomed to making statistics on his salary for a year to see if his income has increased.
However, looking at the overall performance of the banking industry last year, almost all of them are facing a decline in revenue, and the salary payable is worse than in previous years, and there are many people with an average year-end bonus of 10,000 yuan.
According to this situation, the annual income of bank grassroots employees is generally less than 100,000 yuan, and they work from 8 to 8 for a whole year, which really disappoints more peopleIt has also lost the confidence to continue to fight for a "good start".
Veteran bank employees know that the new year itself is the peak period for resignation, and after the only disillusionment is shattered, the thoughts of employees will start to stir againMore colleagues are expected to take action this year.
The direction of bank employees to change jobs is also very clear, either relying on their own resources and capabilities, changing to a bank with relatively better treatment, or "saving the country with a curve" and going to a non-bank financial institution with less pressure and higher wages.
Of course, there are also some bank employees who are completely dead set on the financial industry and choose to leave the financial circle altogether to take the civil service or teacher examNo longer begging dad to sue grandma for business.
Some banks look calm on the surface, but in fact there are huge hidden dangers inside, if a large number of young and middle-aged employees really leave their jobs, it will inevitably affect the normal operation of bank outlets, and there will be a "talent gap".
However, banks may have already prepared risk plansSuch an extreme situation is generally not allowed to occur.
I have experienced first-hand that even if the green light is given all the way, it will take about a month to get the resignation letter at the earliest.
Before every employee leaves the bank, they must go through such a process, which is the bank's human resources departmentOpportunity to have reasonable control over the employee offboarding process.
In the unlikely event that a large number of young and middle-aged employees resign, the branch will first screen this part to find some employees with strong ability, and discourage employees from resigning by increasing their salary or providing promotion channels.
If the employee's desire is very strong, HR will appropriately control the rhythm, allocate manpower in advance, ensure the normal operation of each branch, and then gradually end the resignation process.
With the popularization of smart banking, the customer flow of outlets is getting less and less, and many banks don't actually need too many employees, but with young and middle-aged employees, old employees are more suitable for some "easy" positions.
Now that many young people are going to change jobs, the old employees may have to return to the front line or go to the business department, and friends probably have seen it in the bankSome tellers have gray hair, also to ensure that the branch can be opened.
There are also some experienced old employees, who originally wanted to take a back seat, but now there is no one available in the bank, so they can only go on top again, and wait for the second half of the year to recruit fresh graduates, and then bring a group of new people, before they can go back to the office to drink tea and read the newspaper.
In fact, banks also have some careful thoughts, that is, the departure of some employees is a good thing for them, and domestic banks have no way to lay off employeesEmployees leave voluntarily, which is the perfect solution to reduce costs and increase efficiency.
You must know that the cost of a regular job in the bank is at least 300,000 yuan a year, and after the employee leaves, the bank can not only reduce a lot of labor costs, but also appropriately increase the income of some left-behind employees to avoid the phenomenon of unsaturated workIt can be described as "killing three birds with one stone".
Of course, there are some excellent employees, and the bank must hope to retain them, but everyone feels that "the bank is the good of other people", and after the establishment of vacancies, maybe they can find better talents from other banks, and there is also an opportunity for mutual selection.
No matter which enterprise, human resources must be the most critical part, no matter how grand the strategic goal, it needs grassroots employees to implement it, and the current external situation is not very clear, and bank employees will also think twice.
Therefore,Even if a large number of bank employees leave the bank after the year, it is unlikely that there will be a "talent gap".In each department and line, there is no problem in retaining some key employees, but when it really comes to that point, colleagues in the human resources department may have to complain.
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