Why do leaders have to symbolically retain employees when they resign?

If it is only a symbolic retention, then it is only a virtue that the leader takes care of the face of the resignee, so that the resignee can leave with dignity, and realize his own importance, and establish confidence in his job search and career retention.

If there is no symbolic retention, it means that the resignee has no meaning of existence in this unit and there is no need to stay, and the leader wants you to leave quickly, so as to make room for the virtuous to live in, which is a sad ending.

If there is a sincere and strong retention, it means that the resignation is very important and sometimes indispensable to this unit or to this position.

When employees resign, many leaders will symbolically retain, generally out of etiquette, in respect for employees, but also to set an example, so that subordinates think that the leader is more caring for subordinate employees, so they will symbolically retain.

Well, this is a human psychology, I think well, let's get together and disperse, because once he submits his resignation, everyone understands that since he says it, no matter how much others keep him, he will not stay anymore? Well, the retention of the leader is only symbolic, and it is also for the sake of everyone's own face, it should be said to consider the overall situation!

This is the art of being a leader, being a leader is all about art, ability, and courage, so he will symbolically keep it, so it is also to leave a friend, in case there is a place to get him in the future?

The Art of Leadership.

1. You have strong work ability, you are a rare talent, and you have a good degree of cooperation with the leader.

A person with strong work ability and initiative, if his personality is okay, then he is a subordinate who can satisfy his superiors wherever he goes. As a leader, when you meet such an employee, you can do it independently at work, and you don't have to spend too much effort on your own, and you can help yourself share a lot of work. Just ask, who doesn't like such subordinates?

Who would be willing to resign?

Therefore, if you have these qualities, then when you resign, the leader will of course try to keep you, dispel your idea of resigning, solve the reasons that led you to resign, so that you can stay and continue to work.

2. The leader cannot find a suitable person to take over the work in a short time.

As a full-fledged employee, the Labor Law stipulates that if you want to unilaterally terminate an employment contract, you need to give 30 days' notice to the employer.

In the resignation of employees, we will often see a drama: employees are leaving, and leaders are trying their best to retain. Among them, there are sincere retention, and there are also going through the motions. The key to the retention of the leader depends on the role played by the departing employee in the team.

1. You are a soy sauce player, or even a troublemaker.

If you belong to the role of playing soy sauce or even stirring up trouble in the unit, and you resign, the leader must be happy, and even secretly refreshed. Of course, for the sake of face engineering, or for the sake of gathering and dispersing, the leader may do a full set of dramas and perform to you as much as he can, please don't take it seriously at this time. In fact, perhaps the leader has already reported the recruitment plan to the personnel on the day of your resignation.

2. If you are just an existence with mediocre qualifications and average performance.

Generally speaking, employees in this role are like chicken ribs - it is a pity to discard the tasteless food. Therefore, your resignation, based on the needs of team balance and personnel handover, the leader may retain you, but we should not be too serious, and even what we can do should grasp the heart, and do a good job with the leader, which can be regarded as leaving a good thought and goodwill for each other.

Of course, after you resign, the leader will still find personnel to fill the vacancy as soon as possible.

3. If you are the leader's right and left hand.

Generally speaking, if you play an extremely important role in the team, then your resignation will have a significant impact on the leader, find it difficult to accept, have a negative impact on his work, and even shake the morale of the army. For this reason, the leader will try his best to retain you, and his sincerity is much higher than the above two. Leaders also communicate with you in various ways and even hope to retain you through salary increases.

When you're in such a role, think carefully about what to do next.

When an employee resigns, the leader should symbolically retain it, maybe out of politeness, or maybe you resign unilaterally, which means that he does not agree with your resignation, so he does not have to compensate you.

Look at the company's operation and personal performance, now the capital winter, the company layoffs a lot, the general leaders will symbolically retain, give employees a good impression, but also will set the words of employees. Even if the company really can't do without you at that time and gives you a salary increase, when you find the right person, the company will still consider kicking you out or forcing you away with poor performance (unless the company really can't do without you, and your leader is open-minded and tolerant enough).

Out of basic etiquette, symbolically hold back.

When an employee resigns, no matter how the employee has performed before, the leader will symbolically retain it, which is also a kind of formalism, after all, they have worked together for a period of time. Basic workplace etiquette is still to be had, even if there is a holiday, but the superficial work that should be done still needs to be done, leaving a way for each other to meet again in the future.

There is also the retention of leaders can still reflect the importance of employees, even if they want to part ways, they must gather and disperse. Moreover, the retention of the leader may have a certain effect on the employees who are about to resign, and if they can really be retained, maybe the use value will be greater in the future. After all, the retention of employees by leaders can still make employees feel that they have a sense of trust.

And if you stay because of some promises from the leader, and you are retained at the moment, you will definitely be more attentive to your work in the future, waiting for the promise to be fulfilled. But even if these promises will be fulfilled later, they will not be given to you completely, and the delay period will be very long. After all, you just said that you resigned and stayed for a long time, and if you want to say your resignation to the leader again, you may be embarrassed.

Because this is a manifestation of love, it is usually expressed when the employee is about to leave or decides to go, generally speaking, not everyone can enjoy this treatment, so beautiful that the snot comes out, but it should go or go, after all, it can not affect the future;

In fact, the leaders and employees are equal, and they have come together for the sake of work, become affectionate friends, and have contributed to the unit to a greater or lesser extent. It is the employee's choice to resign, and the leader is reluctant to retain, but the final choice belongs to the employee.

When an employee resigns, the leadership effectiveness of the retention, which also means that the leader has a certain quality, he feels that let him be nostalgic, and some leaders are really sincere to retain, because it is not easy for him to recruit an employee and train an employee, so the leader has his own ideas, and it is also a way of doing things for the leader uh.

This is the Chinese's way of doing things, even if he leaves quickly, but he will also keep you on the day you go, foreigners call this thing, called Chinese-style hypocrisy, in fact, he is a kind of Fuji guidance for the Chinese, do not want to tear the skin, do things so ugly, is also the so-called surface work, so his words to retain, on your subjective decision, subjective destination has no effect, and does not play a role, just to avoid the last day when you go so embarrassing and take this language. Be a person and leave a line, so that you can meet in the future.

This is not a symbolic retention, it is not easy for a unit to cultivate a down-to-earth and hard-working person, and the leader will also think that the new recruit has a learning period, and it is not guaranteed that the new recruit can do it for a long time, so the general down-to-earth and motivated employees will retain as much as possible when they resign, and persuade you not to resign.

Because no one can guarantee what will happen to his company, what problems will arise when employing people. Wait until it is resolved, because it is the same every day, and there is a lot of strength in people, so he must keep it. After all, there will be no waste people so far, and if it costs people, his company will not recruit people.

When an employee resigns, the leader symbolically retains it, which is actually to give the employee face, which means that the unit is reluctant to let you go, and you are still a useful talent in the unit, so it will make you have a lot of face and go very decently.

The employee resigned, after all, they have also worked together for a long time, and it is possible to meet again in the future, so be polite and have face for each other.

Because these resigned employees may be looking for a better position, the leader regrets that he can't work for his company, but also wants to wish her a better and better working life in the future.

The reason why the leader has to symbolically retain it is out of respect and minimum politeness for this employee. In this way, this employee still has a certain value in the eyes of the leader. It's also about building an image for yourself.

The main thing is to put aside the relationship with the leader. The resignation of employees is caused by individuals, not leaders. He needs to make that impression.

The symbolic retention of the leader, the resignation of the employee is mainly a gesture, one is to encourage employees to have self-confidence, to believe in their own ability and strength, can find a better job, the other aspect is that the leader wants to push the responsibility to the employee, which means that the employee himself takes the initiative to resign, his company is reluctant to resign, the third is the art of leadership, the leader to make a gesture of retention.

When an employee resigns, the leader will symbolically retain him because you have worked for his company for many years and know a part of his company quite well. If he offends you, you risk becoming his enemy.

So in order to avoid this kind of thing, it's better to send you politely!

On the one hand, it is a matter of politeness, but at the same time, it also shows a kind of respect and recognition for others, which is the embodiment of one's own quality.

When resigning, the leader symbolically retains it, mainly due to the influence of traditional culture, in order to take care of the self-esteem of employees, but also to avoid establishing antagonism and hurting their reputation among the public.

I think there are a few reasons for this:

Out of basic etiquette, symbolically hold back.

There are turnover costs, and you want to use your value as much as possible in the end.

It is irreplaceable and must be retained.

Because when employees resign, leaders should symbolically retain them, in order to show a kind of retention and cherishment of employees, and also to show the company's recognition of employees, so some leaders may symbolically retain employees.

After all, it is a joint effort, and there is no need to make the relationship so stiff after a while, and a symbolic retention can also leave a good impression on the employee.

If you can be promoted and reused, prove your ability to work, treat people and attitudes, better than others, popular, be able to take charge of yourself, be competent for the tasks assigned by superiors, leaders are happy and convinced of you, you can rest assured that you can deal with more complex and difficult things in the future, get greater challenges and test opportunities, and obtain greater achievements, so you are not afraid of hardship, dare to temper, guard against arrogance and rashness, insist on learning, improve and enhance competitive strength, it is very important, Opportunities are left to those who are prepared, and life must be upright and honest in order to gather like-minded partners, help each other, and achieve greater goals with half the effort.

Generally speaking, these are some face problems that are easy to show, and they all think that it is good to do this, so they are accustomed to thinking that it is good. In fact, the work is on both sides, and it is best to recognize and accept each other, so there is no need to keep too much at all.

When an employee leaves the company and the leader tries his best to retain it, it may be that the employee is the backbone of the business in the unit. The leader was reluctant to leave. There is also a situation where there is a special shortage of people in the unit.

If an employee leaves, he may not be able to recruit the right person in a short period of time, which will affect the work of the unit.

Leaders don't want such employees to resign: strong work ability, excellent work performance, satisfactory to the leader, and even appreciated and valued by the leader.

If the core backbone of the enterprise is generally retained, the leader does not want to lose talent and give other companies opportunities.

Because many employees are still very valuable to the company, these employees create value for the company and are worth retaining.

Many people have asked to leave, how can they tell if the leader is real or fake and wants to keep them?

A few years ago, I met a girl who one day, unable to stand her job, offered to leave her job, and the leadership kept her deeply, showing that she was very important. So she hesitated, and the original firm thought was shaken. After some time, a man told her:

The leader kept you and gave you a raise? If you have an ascent, you will tell you sincerely; If you haven't risen yet, you can only prove that he's just a hard worker! The girl finally left because the leader did not give her a salary increase!

At work, each of us will have many thoughts that want to leave work, and just like marriage, they can't die. Most of the cases of this thought are killed in the cradle, but always leave sometimes. So, when you bring it up, do you stay?

How do you tell if a leader really wants to keep you?

In this regard, I think every leader is different, and the way of retention is naturally different, and it also needs to be determined on a case-by-case basis. But there's no doubt that raising wages is the most effective way to retain people. For a mature company, there is a certain evaluation mechanism, not a position rise, so a salary increase is the most common and effective way.

While it is said that there are many restrictions on the company, the leader of the supervisor often has the privilege of applying. If the leader really wants to keep you, this authority will be used to help you. As for the result, although unknown, at least the leader showed sincerity.

Will you still leave? Although we gave the company a proof reason, the most real reasons are nothing more than: first, I feel that it is aggrieved and unworthy of the current company (in all aspects); Secondly.

I have better options.

For some people, it is difficult to retain unless the salary increase is promoted compared to the new company. For the sake of your final decision, I must stress again that you must be sure that the leader is the real heart. Otherwise, for the leader, although you were retained this time, he was still worried that you would stay later, so he would train the right person to gradually replace you.