薪酬内卷引燃离职危机：初创企业KY公司如何破解“留人难？

作者：魏峰，孙菁，刘阳，卢寿峰

案例名称：薪酬内卷引燃离职危机：初创企业KY公司如何破解“留人难？

案  例  库：中国管理案例共享中心

入库时间：2022.09

备        注：2022第十三届“全国百篇优秀管理案例（微案例）”

摘要：曾在国内某龙头汽车厂担任高级经理的徐毅，敏锐察觉到汽车自动转向和自动制动技术的商机，于20年9月辞职，创办了专门研发智能制动技术产品的KY公司。在后疫情时代，自动驾驶成为了汽车行业的发展新变量，行业薪酬水涨船高，初创企业KY公司不得不漠视薪资倒挂的现象来高薪招聘新员工。面临员工招聘难题的同时，算法中心的一名核心员工小王提出了离职。在用人部门和人事经理的激烈讨论下，最终决定全员涨薪20%，但这也未能满足小王提出的加薪50%需求，小王还是选择了离职。未曾想，员工们得知跳槽即可获得高额涨薪的消息，与之前薪酬倒挂产生的不满情绪累加，相继有4位核心员工提出了离职，如何解决员工离职的危机已经迫在眉睫。对此，公司业务负责人和人事经理召开了紧急会议，试图寻找薪酬以外提高员工稳定性的办法……

Abstract:   Yi Xu, who had worked as a senior manager in a leading domestic auto industry, keenly perceived the business opportunities of auto steering and auto braking technology, resigned in September 2020 and founded KY, a company specializing in the development of intelligent braking technology products. In the post-epidemic era, autonomous driving has become a hot spot in the development of the automotive industry, and industry salaries is keeping mounting. KY, a startup, had to ignore the phenomenon of salary inversion to recruit new employees with high salaries. While facing staff recruitment difficulties, a core employee of the algorithm center, Wang, had proposed to leave. Through the heated discussion between the business department and the HR manager, it was finally decided that the entire staff would receive a 20% salary increase, but this also failed to meet the 50% salary increase demanded by Wang, who still chose to leave. Unexpectedly, the employees found that they could get a high salary increase by jumping to another enterprise, accumulating with the dissatisfaction caused by the previous pay inversion, four core employees proposed to leave one after another. How to solve the crisis of staff departures is imminent. In this regard, the company’s business leaders and personnel managers held an emergency meeting to try to find other ways to improve the stability of employees beyond the salary ……