If you were asked to dissuade an employee, what would you do?

Of course, it is to maintain the atmosphere of pleasure between the guests and the hosts. If it is a matter of personality or integrity, there is nothing to consider, just tell it directly and seriously. If it is a matter of ability, if it is my subordinate, I should have been taught and inspired before I was persuaded to quit, and I have already let the other party know why I was persuaded to quit and whether I will be persuaded to quit.

The dismissal interview is only the final step, and other more important work has already been carried out.

If it is the reason for his ability, you should do early reminders, evaluation, training, and other measures, employees will know clearly why, if it is the company's reason, whether you have discussed in detail in the leadership, carefully screened the team personnel, and fought for the compensation due to the employees. I want to be ready and I should know how to do it.

I think first of all to appease. For those who work hard but can't get performance or success at work, maybe I'd like to have a meal with him and talk about his future and show the way. Others can only say sorry, let's talk slowly, it's too faceless to say directly.

In any case, if I want to dissuade this employee, it is very difficult to speak from my own heart, because I have to tear off other people's skin, bloody, others will feel pain, my heart will also be very painful, of course, because I am hypocritical, there is always pity or feel unbearable, this kind of thing try to be done by others, I try not to mix.

First of all, I will try to avoid doing such things, after all, why bother to work part-time.

Secondly, it depends on whether it is a simple ability or integrity problem, the ability problem will induce the other party to persuade him to leave after expressing his dissatisfaction with the company, and the integrity problem will directly state the reasons given by the superior.

Finally, adequate compensation is the most important, and the other party will be reluctant to leave the job if a reasonable amount is not given. However, many companies now have no business ethics, and will force middle-level leaders to lay off grassroots employees, and also desperately suppress the cost of layoffs. In case of such a situation, it will imply that the other party will directly bypass his own wrongful debts and debts.

Tell him clearly that the company wants him to leave. Tell him what I think and rate of him. Tell him what his colleagues think and say about him.

Tell him what made him leave. Be mentally prepared for any reaction from him. If possible, help him analyze his gains and losses during his time at the company.

At the end of last year, the colleague performed poorly, and the management discussed and planned to dismiss the colleague. So I asked my colleague to dinner, and during the meal, I didn't express the company's intention to dismiss me for the time being. However, I began to cite examples from my work to explain to him the reasons for his poor performance rating last year.

He gave me an example of how he had been treated unfairly by the head of the department and the relevant management. At the end of the chat, I agreed with him: it seems that it is a better choice for you to leave this company.

Dig a pit and let him jump on his own. When he jumped down, you told him with a handful of snot and tears that you really wanted to keep you, but the plane was too big to say, and the company couldn't explain it, and then: drive away.

I don't think it's hard to compensate your employees enough. The difficulty is never to drive people out without giving money. That's how difficult it is.

Tell me directly that you are not needed here, ask the other party what they want, and reply. Notice of what time to leave before. The simpler the better, the easier it is, and the benefits that can be given will be given, and there is no need to be virtual.

Pick a fault, then make it bigger, and finally give him a choice: 1. Expulsion and nothing. Second, if you resign, the company will give you what you deserve.

Hey, a lot of people are part-time workers, why do they all come up with these bad ideas? In fact, as long as you explain the situation and then give enough money, it is very easy. You don't want to give people money, and you want people to go well, which is a bit too difficult.

Let's find out the reason first, what went wrong and caused this employee to do this. If he doesn't want to do it himself. You can talk to him. You resign. You deserve nothing less than you.

Dissuasion, that is, compensation according to laws and regulations, this is simple, legal things are never afraid of showdowns, easy to talk about. If the boss is reluctant to lose money, then start from the aspect of labor discipline rules and regulations.

I arranged it my way. First of all, I want to consider him. It's not that if you ask me to persuade someone to quit, I'll decide according to your ideas. It's not an easy job.

Anyway, there is no use value, kick people away, I used to be in the insurance company, the company taught you a lot of routines to deceive customers, and finally I felt that this was really uneasy to have a conscience, and I didn't cheat, the result must be no performance, the company will send you a few hundred a month, let you go by yourself.

Depending on the situation, give appropriate compensation and speak bluntly. We will never resort to evading responsibility.

It's not easy, reduce the salary, only give him the minimum wage level every month, and it won't be long before he leaves.

Will transfer her to another place to work.

Learn more about the reasons for persuasion, analyze the personality characteristics of the employee, stand in the perspective of the company's development, make a consistent decision after the review, and compensate accordingly.

It's all this day, try to get together and disperse as much as possible! - Of course, if the boss doesn't want to give money, HR thinks about it, and you have a time to leave.

What does it mean to give money and persuade people to quit, do you want to be a good person and let people go?

Arrange a position that he doesn't want to go to.

First understand why the employee should be persuaded to quit, and understand whether our company or enterprise will compensate him if he leaves the company or enterprise.

It is necessary to express to the dismissed employees themselves that the company intends to do so.

That's it.

Suppressed at work, isolated from interpersonal relationships, and deducted from salary.

If you do it, you can't do it, if you do a good job, I will naturally raise your salary and keep people, if you don't do it, you can't do it, you are lazy and don't study, is it necessary for me to dissuade you from quitting? Compare a colleague's stats with you and ask, what other reasons do you have to work for me?

I also want to persuade one to quit, it's too lazy to do, arrange work to show you a face, go to work lazy and run to the office to turn on the air conditioner and play games.

Give him (her) small shoes to wear, let him (her) resign himself, and lose his tricks!

The temple can't accommodate you, the great god, please find another high place, and don't dare to delay your future and future.

But I will not deceive with a clear conscience!

Employees are dissuaded from the company, and the employee's response is as follows:

1. Inquire about the reason for the company's persuasion, if it violates the company's rules and regulations, thus causing significant economic losses to the company, that is, accept the persuasion and legally terminate the labor contract;

2. If the company dissuades the employee without reason, the company will terminate the labor relationship illegally, and the employee can negotiate with the employer or ask the labor union or a third party to negotiate with the employer to reach a settlement agreement. If the negotiation fails, it may apply to the labor dispute arbitration commission for arbitration, and if it is dissatisfied with the arbitration award, it may file a lawsuit with the people's court.

The limitation period for applying for arbitration of labor disputes is one year. The limitation period for arbitration shall be calculated from the date on which the parties knew or should have known that their rights had been infringed. The claimant applying for arbitration shall submit a written application for arbitration and submit copies according to the number of respondents.

The statement of claim for arbitration shall contain the following particulars:

1. The name, gender, age, occupation, work unit and domicile of the worker, the name and domicile of the employer, and the name and position of the legal representative or the main person in charge;

2. The arbitration claim and the facts and reasons on which it is based;

3. Evidence and evidence**, names and addresses of witnesses.

Within five days from the date of receipt of the arbitration application, if the labor dispute arbitration commission finds that it meets the conditions for acceptance, it shall accept it and notify the applicant. After receiving a copy of the arbitration application, the respondent shall submit a statement of defence to the labor dispute arbitration commission within 10 days.

Legal basis] Law of the People's Republic of China on Mediation and Arbitration of Labor Disputes

Article 2 This Law shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China:

1) Disputes arising from the confirmation of labor relations;

2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts;

3) Disputes arising from removal, dismissal, resignation, or resignation;

4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection;

5) Disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.;

6) Other labor disputes as stipulated by laws and regulations.

Legal analysis: If there is no legal reason to dissuade the employee, the company will be illegally terminated and need to bear the liability for compensation, and the employee can protect his rights and interests through negotiation, mediation, arbitration, litigation and other channels. If the employee violates the company's rules and regulations, thereby causing significant economic losses to the company, the persuasion to retire at this time is to legally terminate the labor contract.

Legal basis: Article 87 of the Labor Contract Law of the People's Republic of China? If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall do so in accordance with Article 47 of this Law. Compensation is paid to the worker at twice the prescribed rate of economic compensation.

Article 47? Severance shall be paid to the worker according to the number of years of service in the employer and one month's salary for each full year. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.

If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years. The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

Legal analysis: if the employee is persuaded by the unit to resign, it depends on the reason given by the company to dissuade the employee, if the employee violates the company's rules and regulations, thereby causing significant economic losses to the company, the persuasion at this time is the legal termination of the labor contract; If there is no legitimate reason to dissuade the employee, then the company will terminate the labor relationship illegally and will be liable for compensation.

Legal basis: Labor Contract Law of the People's Republic of China Article 87 If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the employee in accordance with twice the standard of economic compensation stipulated in Article 47 of this Law.

According to the expression form of "persuasion", consider the whole level of his, self-promotion, and the company's current situation for his own reasons, and clarify whether he is indeed an outstanding talent who does not conform to the company's development trend, and finally take out the best equipment of laws and regulations to ensure that his own interests are not harmed. I think this is also the best way, not only to undertake the company's work, but also to persuade the company to dismiss its own character, but it is just a proposal, and the final decision-making power is still with the employee. It is not easy to dissuade old employees in the process of normal progress of the enterprise, unless the enterprise encounters difficulties or employees have problems.

If an enterprise adopts the method of persuasion to leave, it is to prevent objections and to enjoy sincerity. When employees encounter such a thing, they should consider what the reason is, if the company is really difficult, or if it really has its own problems, it is not as good as withdrawing amicably. When the operation of the enterprise encounters serious difficulties to dissuade employees, a certain amount of compensation will generally be considered, so don't expect full compensation, just grasp the proportion.

Biochemistry is also to reduce some unnecessary inconveniences for yourself. The dismissal of employees by enterprises means that enterprises are extremely dissatisfied with the performance of employees in some areas.

This means that employees have no role in doing it again in this enterprise, and the future of job development is very, very small. Therefore, I suggest that employees accept the company's proposal to quit, give up this job, and then find a suitable company for themselves. If you feel that the company has improved the indoor space, you will stay in the company again, on the contrary, you can leave, after all, there is no place to stay here, there is a place to stay, that is, the company wants to dissuade employees, indicating that the company's operation has problems, can no longer raise a large number of employees, through the youth to see a lot of scenes.

There may be unexpected surprises, so don't hang yourself from a branch. Since once the company dissuades an employee, it must understand the direct evidence that the employee is not suitable for the company's work, and according to the face, it is generally discouraged. That way, the company can shell out less.

There is a cost to dismissing an employee. One is the notice payment, and the other is the compensation fee for one month of one year, but it cannot exceed 12 months' compensation fee. One is his own unpaid salary.

If the income is high, it is possible to receive hundreds of thousands of dollars at a time. Therefore, most of the businesses of private enterprises use persuasion to prevent losses.

If you are persuaded by the unit, you can disagree, but you must not make your own claim not to go to work, and the unit does not agree verbally, and there must be clear evidence to prove (preferably written evidence, or recordings, mobile phone text messages, etc.) that not going to work is the consent of the unit before you can consider choosing not to go to work. According to the rules and regulations of many employers, an employee who is absent from work for more than three consecutive days is regarded as a serious violation of the rules and regulations, and the employer has the right to terminate the labor contract without giving any economic compensation.