Why do employees quit and why do employees quit?

There may be something, you may feel that the treatment is not good, and you can find other good places

If the treatment is not good, the colleague will quit if it is not good.

The pay is not proportional to the return, the boss has a bad temper and is not well treated.

Ma Yun said: There are many reasons for employees to leave the company, (only two points are the most true):

1. The money is not in place;

2. Heart, wronged.

It boils down to one thing: it's not a good job. Before leaving, the employee still tries his best to find a reliable reason, which is to save face for you, and he doesn't want to say how bad your management is, and he is very disappointed in you.

If you think about it, it's really human nature. As a manager, you must be willing to reflect. With a team, you have to ask yourself, why do people follow you?

Lead the team to do these 8 things:

1) Give people fish: Give employees money to support their families.

2) Teach people to fish: teach employees how to do things and ideas;

3) Teach people to desire: stimulate employees' desire to improve, so that employees can set their own goals;

4) Teach people to be entertained: bring happiness to work and let employees get happiness;

5) Teach people to be foolish: Tell the team to do things solidly, steadily, wisely, and foolishly, and not to take shortcuts and opportunistic shortcuts.

6) Teach people to meet: give the creative team the opportunity to grow, learn and develop, and achieve life.

7) Bestow reputation: Help team members to gain spiritual praise, fight to become more valuable people, and glorify their ancestors.

8) Teach people to the universe: rise to the soul level, realize the wisdom of the universe, and enjoy the life without confusion.

First-class managers: don't do it yourself, and your subordinates do it happily; Second-rate managers: don't do it yourself, and your subordinates work hard; Third-rate managers:

If you don't do it yourself, your subordinates take the initiative to do it; Fourth-rate managers: do it yourself, and your subordinates follow suit; Fifth-rate managers: do it yourself, subordinates have nothing to do; Last Stream Manager:

Do it yourself, and your subordinates do it.

Nine-stage manager cultivation] Paragraph 1: Lead by example and be an example. Second paragraph:

Help subordinates and selfless dedication. Three paragraphs: educate subordinates and set an example for others.

Four stages: Establish rules and build teams. Five paragraphs:

Efficient motivation, leadership thinking. Sixth: overall planning and scientific management.

Seven paragraphs: strategize and win a thousand miles. Eight paragraphs:

The mechanism is inspiring, and the culture is cohesive. Nine paragraphs: organization wins, forever.

How to retain talent? Employees must be given 4 opportunities: the opportunity to do things, the opportunity to make money, the opportunity to grow, and the opportunity to develop! Employees must have 4 feelings: a sense of purpose, a sense of security, a sense of belonging, and a sense of achievement!

What is Talent Development? Dare to give employees the opportunity to do things, but also give employees the opportunity to make mistakes, this is to cultivate talents!

1) What is talent? If you do something, you can suffer losses, and if you take responsibility, you are a talent!

2) What is leadership? Guiding the direction, giving the method, and gathering people's hearts is the leader!

3) What is the mission? Surviving is for the cause, and being able to use your life is the mission.

Either money. Either angry. Either something. The first two have a good chance.

1. The money is not in place; 2. Heart, wronged.

It boils down to one thing: it's not a good job.

However, in my opinion, 80% of the reasons why an employee leaves their job are related to their immediate supervisor. Because managers are the bridge between the company and employees, playing the role of transmitting company culture, formulating strategic goals and plans, and directly participating in management, if there is a problem in their relationship with employees, it actually means that there is a problem in the relationship between the company and employees, so it is reasonable for employees to leave their jobs.

Brain drain is a stubborn problem that plagues almost all enterprises, and the difference is only between closed enterprises and high and low turnover rates. Faced with this situation, I can't help but ask you a question: when faced with an employee who decides to leave, how do you keep him, or how much are you willing to pay to keep him?

Most of the time, if we are faced with a junior employee who just chooses to resign because of impulse, we are likely to simply persuade them, and they may choose to stay after psychological enlightenment. However, when we are dealing with a mature employee, this may not work. Most mature employees already have enough experience and knowledge to judge their own situation, and if they decide to leave after careful consideration, or after they have agreed on their next job, then it makes little sense for the manager to do anything.

I've even seen people who decide to leave a company and are willing to give up their year-end bonuses, which shows how determined they are.

Therefore, whether it is for a young white employee or a mature employee, after they propose to leave, the retention behavior made by the manager can be called passive talent retention, and the success rate is generally not high.

Excellent employees ignore our retention and fly away; Potential employees ignore our expectations and quietly leave; Even the employees who focus on training ignore our trust and leave behind, leaving endless chagrin and sigh for HR. Annually.

In February and March, it always makes HR worry and panic all day long, at this time, there are always a large number of outstanding employees who abandon the company, leaving many vacancies as stupid, so that HR sighs. However, what makes HR even more puzzling is that it always seems that what should have gone has not been left, and what should not have gone has gone; The ordinary ones didn't burn away, but the excellent ones left. As a result, I can always hear the helpless ballads of HR over and over again:

What do I take to keep you? My staff! It is difficult to recruit excellent employees, it is difficult to use excellent backup keys to accompany employees, it is even more difficult to cultivate excellent employees, and it is even more difficult to retain excellent employees.

We know that there must be a reason for employees to leave the company, which may not be sufficient, but it is always enough for employees to leave the company and find another job. So? Is it true that every employee is restless and self-conscious, and they all want to constantly change companies, and they all change companies in exchange for the more diligent the better, and the more they are proud?

The answer, of course, is no. HR should have such experience, employees who have worked in a company for more than one or two years, are already familiar with the company's corporate culture, and have a certain affection for the company, and are generally reluctant to leave the company, but once they decide to leave the company, it must be difficult to retain. Therefore, as an enterprise's HR, in order to prescribe the right medicine and avoid repeating the mistakes of the past, we must first find out the real reason for their resignation.

So, what is it that forces our talented employees to leave us behind?

1. External factors. 1. Induce employees to leave during the peak period of job hunting. The first two or three months after the Spring Festival every year is the peak period for employees to find jobs.

As a result, many companies are concentrating on replenishing a large number of personnel at this time, so the demand for personnel is large, and it is easier for job seekers to find suitable jobs at this time. The abundance of job opportunities will tempt employees to choose to change jobs.

2. Enterprises dig each other to instigate employees to leave. Many enterprises, in order to make themselves have better development in the new year, began to dig the walls of peers or other enterprises before the Spring Festival, and employees generally will not leave before the Spring Festival, because there are year-end dividends to take, "do not take in vain, take not in vain", after the Spring Festival, the year-end bonus in hand, once there are better companies to throw an olive branch to them, they will choose to jump ship without scruples.

3. External pressure forces employees to leave. At first, employees may not have the idea of leaving, but when they see other employees successfully change jobs, get higher salaries, have better development, or people close to employees continue to make noise and pressure in their ears, they will unconsciously compare the two, if they feel that they are more capable and have more opportunities to get better development than employees who have successfully changed jobs, employees will involuntarily choose to change jobs.

2. Internal causes. Affect employee turnover within.

Under normal circumstances, old employees have deep feelings for the workplace and will not leave their jobs easily. ......However, if a veteran employee is faced with the situation that he or she is being looked down upon, his or her filial piety is not recognized, and the working environment is deteriorating, he or she is likely to have the idea of quitting.

1. When old employees are despised and want to resign.

As a veteran employee, the most important thing I want to get is respect. ......However, sometimes, the people in the workplace do not respect the old employee, thinking that he is old and useless, at this time, the old employee will feel despised and will have the idea of resigning. ......Many long-time employees who have been working for many years have left their workplaces for this reason.

2. When the performance of the old employee is not recognized, he will want to resign.

Veteran employees can often work consciously and make achievements at work. In them, they want to be recognized and affirmed. ......However, sometimes, the work unit does not recognize the work performance of old employees, and even picks and chooses ......In this case, the old employee will feel sad and have the idea of quitting.

This is another important reason for old employees to quit.

3. When the working environment in which they are located deteriorates, the old employee may resign.

As veteran employees who have worked for many years, they want to be able to successfully complete their working life in a stable and comfortable working environment.

However, the state of the workplace environment can change dramatically at some point, making it difficult for older employees to adapt to ......At this point, they may have the idea of quitting and leave as a result.

It is for this reason that many companies lose experienced employees.

The root cause of employees quitting is that they are dissatisfied with their old jobs.

As for the specific reason, it may be dissatisfied with the development prospects, it may be dissatisfied with the salary, or it may be dissatisfied with the working environment. ......Different people have different specific situations.

1. With better development, such as the need to go to other places for development;

2. Objective reasons: such as the work unit is too far away from home, physical reasons can not work overtime, incompetent work, etc.;

3. The current work is inconsistent with your future development plan.

Note: The biggest possibility of leaving a job is a low salary, or there is no future in the company, or too much pressure, etc., but do not specify the reason for leaving, because even if you leave a job, you must leave a good impression, and the resignation application is relatively easy to pass.

What are the types of employee resignations?

1. When the labor contract expires, the employee takes the initiative not to renew it, and the two parties do not have to make any compensation to each other. 2. Employees resign voluntarily 3. Unconditional resignation if they meet the statutory conditions.

In our life, due to various reasons, it is very common for workers to resign, but the resignation of workers must comply with the provisions of the law, otherwise if it causes losses to the unit, it will bear the corresponding responsibility. So, what are the types of employee resignations in practice? Let's find out below.

1. What are the types of employee resignations?

There are three forms of resignation:

1. When the labor contract expires, the employee takes the initiative not to renew it, and the two parties do not have to make any compensation to each other. Generally, the company will ask you for your opinion on whether to renew the visa 30 days in advance, and the employee should truthfully answer whether to renew the visa.

2. If an employee voluntarily resigns, he or she shall submit it in writing 30 days in advance, and the two parties shall negotiate the compensation plan to achieve resignation.

According to the Opinions of the Ministry of Labor on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China and some cities such as Shanghai and Ningbo, as long as the employee resigns in accordance with the legal procedures, the employer has no reason to stay in the employee, unless the employee has not completed the handling of the economic losses caused to the employer or has not borne the liability for breach of contract in accordance with the labor contract. Some positions require advance notice due to confidentiality, but the maximum period is not more than 6 months. However, the employee must complete the legal procedures such as written resignation and handover of work 30 days in advance, otherwise he or she will be compensated for the economic losses caused to the employer.

3. Unconditional resignation that meets the statutory conditions. The Labor Law stipulates that under any of the following circumstances, an employee may terminate the labor contract at any time by notifying the employer.

I have left Huihui for the following reasons.

1. I don't like the atmosphere of the company, because of the relationship between colleagues, the management of leaders, and the pattern and style of the boss. Psychologically speaking, all troubles originate from interpersonal relationships, and bad interpersonal relationships affect our mood, emotions, and these bad states cause employees to want to quit.

2. The salary is not satisfied, and the salary does not meet the expected expectations.

When I joined the company, if the salary did not match my expectations, I joined the company in order to stabilize myself in the short term, and then ride a donkey to find a horse when the time was ripe, and choose to leave once there was a suitable salary and a higher salary.

There is also no room for growth in the company's salary system, resulting in some old employees staying in the company for a long time, and the salary has not changed, which leads to the intention of employees to leave, after all, people go to higher places.

3. The company's organizational structure has no room for improvement.

As the saying goes: a soldier who does not want to be a general is not a good soldier. For many capable people in the workplace, in addition to the salary itself, they also need to have a good room for promotion. It's a sign of self-worth, so it can also lead to employee turnover.