In the face of a large number of employee resignations, how should HR retain and what should be done

You should go and find out why they quit and then report the problem to the boss, if it can be resolved, the employee will not leave.

You need to prescribe the right medicine, after all, this thing is not normal.

You can do a survey of the people who quit their jobs.

Prescribe the right medicine, and the medicine will eliminate the disease.

If an employee proposes to resign, but he is retained after a little retention by the leader, such an employee will not be taken seriously in the future, and it is very likely that he will leave again after a while. Because the leader knows that he has already had the idea of leaving, he will not give him some important work in the future, and it is even possible to find someone to replace him. <>

In fact, it is very ruthless in the workplace, and it seems that the leader's retention may not be that he really values you very much, or it may be that he can't find someone to replace you for the time being, and he is worried that the work will not be carried out smoothly, so he keeps you. At this time, you often become passive when you stay, because the leader already knows that you have had the idea of leaving, then he will feel that you will not stay wholeheartedly in the future, and at some point you will eventually leave again, so he will not trust you wholeheartedly in the future. <>

Those experienced leaders will often notify personnel to recruit you for this position to replace you, because he is worried that your departure will affect the company's business, so he will first train a person as a reserve, once the recruit is likely to arrange for you to take him, so that the new person will slowly take over your business. Once that person is able to take over your business completely, then you are in a dangerous situation at this time, and it is very likely that you will be slowly marginalized by the leader, and finally force you to resign voluntarily. Even if this is not the case, the leader will not entrust you with important responsibilities in the future, because there is uncertainty in you.

Therefore, I advise you to think carefully when you propose to resign, if you are really sure to leave, don't stay because of the leader's words, if you are not very firm and want to leave, do not propose to resign, it is difficult to have room for withdrawal. Once you choose to leave and stay, you will put yourself in an awkward situation, which is also extremely detrimental to your career development, so I hope everyone can take responsibility for their own decisions.

Yes. Because the company will feel that such employees are loyal, they will be valued.

Such an employee will not be taken seriously, because the resignation unit has been submitted at that time, and the employee will definitely feel that the employee has a certain integrity problem, and even if the employee continues to stay in the unit, the leader will have a certain prejudice against him.

It will not be taken seriously, because the company already knows what he thinks and thinks that he may leave at any time, so important work will not be assigned to him in the future.

If I were the HR manager of the company, I wouldn't pay attention to him, because his heart is extremely unresolute and will waver because of other people's rhetoric, and such a person is not good for the company.

You should provide the other party with benefits and salary, talk to him about the later planning and work plan, and make the other party willing to stay here.

First of all, you should understand the reason for the employee's resignation, and then solve the problem, and at the same time, you should communicate sincerely with the employee, and give the promise of promotion and salary increase.

You should improve your benefits and be very sincere in order to retain them.

The employee mentioned to resign, and the company retained him a little, and he stayed again, in his opinion, such an employee will definitely not be taken seriously. Because the impact of resignation is still very serious, and the boss will not trust him as much as before, so the future work will definitely not be easy. <>

In fact, resignation is a very common phenomenon in life, this is because the company's treatment is not good enough, or they have not been shown in the company, or the salary has not reached an expectation in their hearts, so they want to resign, but the company will retain it a little, which is the courtesy of renting and burying in a company, and it is also the basic respect for an old employee. Don't think that the company can't live without itself, you must know that such a large company is very fast, and layoffs are also a very common phenomenon, so you must examine your attitude. In addition, the company is likely to be unable to find a replacement for a while, so it will propose to retain such a word, although if you stay, the salary may rise, but the boss will not have any trust in a person who wants to leave.

At this time, it all depends on the boss's own personality, if the boss is very atmospheric, he may also hand over some important tasks to himself, but at this time he will leave some things to guard himself. If you are a stingy boss, you may stumble yourself at work, and at the same time, you will slowly transfer the power in your hands, and if you make any mistakes, you will face the situation of leaving at any time. <>

Therefore, it is recommended that you do not easily ask your boss to resign, if it is because of your own reasons, you really do not want to develop in this company, or you encounter something that makes you unhappy, then you should propose to stay in time. You must pay attention to your attitude, be resolute, no matter how the company retains, continue to firm your choice, don't be confused by the company's polite words, and once you propose to resign, then the relationship between the boss and the employees will definitely change.

Such employees will not be taken seriously, because the company feels that the employee of the office is pretending to leave for a salary increase, and the company will use a simple excuse to send such an employee out after finding a suitable person.

Of course it will, because Gongxian and Zen Si will coincidentally retain him, so it can prove that the ability of this person to destroy the dust is there, not to mention that few people will be retained by the company when they resign.

No. Because the company will feel that the employee is not stable enough and may leave at any time, such an employee will not be valued.

Immediately face this situation and immediately determine the procedure with the team leader: apply to the company for a salary increase, pick out the backbone of the business, and carry out a salary increase, rather than an immediate salary or a temporary inability to increase the promotion, so that the inclination and amplitude guarantee can be given in the next regular charge. Realign the organizational structure based on current business conditions and key positions and provide more important people or potential people more important and promoted.

Identify core positions and core team members. Manage management system management and key personnel talks, with a focus on acknowledgment and the next training program to strengthen confidence.

The existing team leader has added two core personnel as their deputies to help them share responsibilities and has also been groomed as a talent choice as a leader. Simultaneous recruitment of vacancies. When an employee makes an application, when the truth remains, it's basically an employee who is completely disappointed in the company, which is unlikely to save the company.

The company can't avoid its own problems, overtime, pay is indeed the root cause of employees wanting to leave. For overtime levels that cannot be mitigated, we must consider the workload, increase it appropriately, and try to provide a good working environment. At that time, the negative cultural impact of the company's overtime aspect was very large, and overtime hours as a necessity for S and A were very ridiculous and the direction was very problematic.

It is a pity that this guideline at this time has been implemented according to the will of the boss and manages the level at all levels that has not yet been reversed. The team must pay attention to the construction of the organization, the rational division of labor and organizational construction in the process of rapid growth, the promotion of excellent employees in the value chain more important, or more important positions in fact everyone will see hope and very beneficial to the core team building. The team inherited the soul with the core team members.

The leader of a qualified team is very important in team growth. Human resources could not replace its function, resulting in a team of 20 people and a team of 200 teams in the same day's leader's requirements. Throughout the process, the company and the management of the company, including human resources, not to mention the development of the leadership of the team.

The most immediate responsibility for the salary throughout the process is actually the team leader. There is no way to secure reasonable resources in the payment process, and there is a lack of awareness of the team to fight for reasonable benefits.

HR should also recruit those who are more stable, and try to understand some of the psychology of employees as much as possible and make certain adjustments.

As a responsible HR, you should ask the employees who are leaving, collect why they are leaving, what are the reasons for leaving, and if there is a problem, you should reflect on the company and correct it.

At the same time, you should also consider the issue of salary, and you can consider hiring more people. Post the company's job postings on various platforms.

It is necessary to report the situation to the boss and ask the boss to take countermeasures to reassure these employees, so that the increase in this value can be reduced.

As an HR, you should have a good talk with these employees, ask them if they have encountered any problems recently, and if there are any uncomfortable things, they must talk about it, so as to stabilize the hearts of good people, so that the turnover rate will decrease.

As an HR, you should first find out the reason why employees are leaving, you can ask them why they are leaving, and then solve the problem at the source.

As an HR, you should first reflect your own problems to see if it is because the job you said is not the same as they expected, and secondly, you have to go to your boss to ** see if there is a problem with the salary of this job.

HR should reflect on whether there are problems with the company's system and how to improve the welfare of employees.