I often have employees in my company resigning, whether it s a company problem or a personal problem

It's a serious problem! You can learn about it in a few ways:

1.Salary and entitlement.

2.Employee promotion and future.

3.Problems in the working environment and personnel relations: The office culture of old and new people, bosses and subordinates, relations between men and women, right and wrong, etc., leads to a bad working environment.

4.Do employees have a strong sense of belonging and identity?

5.Internal management is not in place: the upper beam is not right, the lower beam is crooked? Corporate culture? Say one thing, do another? Blank checks are often written, not cashed.

6.Lack of humanized management system: I want the horses to be good, but I want the horses not to eat grass; Frequent overtime; Employees are rarely involved in management and there is no transparency.

7.Employees are very capable, the company can't tolerate them, people run to high places, and water flows low.

8.The company has no prospects, and the performance is **.

Talent is an asset of the company, but it is also a liability of the company. I hope you can understand the intention of my words**, so many people are leaving, the problem is within the company.

I hope the above views can help you, if it's good, add some points! My people are very realistic and real, you know! Ha ha!

Although it is said that the flow of talent is normal now, if the situation of 6 people leaving in two months happens in the same department, it seems that it is not normal. Good luck

Our company's workshop is almost completely changed every year.

There must be some problem in the company.

1.It's a matter of relationship between the employees of the company.

2.It's a matter of wages.

3.It's possible that someone is poaching your employees.

3.There is a problem with the way the boss manages.

That must be the company's problem, what company?

The flow of talent is normal.

Legal analysis: According to the law, the employer will issue a certificate of dissolution or termination of the labor contract after resignation, and the employee shall also handle the work handover in accordance with the agreement between the two parties.

Legal basis: Article 50 of the Labor Contract Law of the People's Republic of China The employer shall issue a certificate of dissolution or termination of the labor contract when dissolving or terminating the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days. The worker shall handle the handover of work in accordance with the agreement between the two parties.

Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover. The employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.

Each of us wants to be able to have a stable and developing state of work. But in practice, we may not be able to continue working at work for various reasons, and we can only choose to leave. ......Specifically, we left our jobs because we were treated unfairly, our career development was restricted, and we were disappointed with the work environment.

1. I chose to leave my job because I was treated unfairly.

In the workplace, each of us hopes that our efforts can be rewarded and fully recognized. ......But in practice, we sometimes get treated unfairly, our performance is not recognized, and even we are targeted. ......Such a situation will make you feel dissatisfied with the work of the company, and then choose to leave.

This is the specific reason why a lot of people leave their jobs.

2. When your career development is restricted, you will choose to leave your job.

Career development, and ultimately career success, is the pursuit of each of us. ......However, in the real workplace, our work unit may not be able to provide us with a suitable development platform, which limits our development. As a result, you will be dissatisfied with the job and choose to leave.

For those who have higher career aspirations, they will leave their jobs for this reason.

3. If you are disappointed with the working environment, you will also choose to leave.

A comfortable working environment and good colleague relations are what everyone in the workplace looks forward to. But the actual situation is often not as good as they want. ......In many cases, we are disappointed with the environment of our current work because of a poor working environment, poor communication with our colleagues, and even choose to leave because we feel that we cannot bear it.

This is a realistic reason why many people choose to leave their jobs.

Leaving is not the beginning of an employee's dissatisfaction with the company, but rather an intensification. That is to say, employees have been dissatisfied with the company for a long time before leaving, they are first bored, then unhappy, then dissatisfied, then complaining, and finally complaining is unbearable.

This is a rational judgment made after a long psychological struggle, not a momentary hot-headedness, and they have to weigh the pros and cons, consider the gains and losses, and consider the needs of life. Because of this, it is almost impossible to succeed in doing pre-departure talks and expecting to retain employees.

Why do employees leave? What are they dissatisfied with? Let's take a look today.

Don't expect employees to tell you the real reason for leaving in the exit interview, more than 80% of employees who leave the company only to take into account the feelings and affordability of both parties.

Ma Yun once said that there are only two main reasons for employees to leave: not enough money and grievances. The main reasons are summarized but not comprehensive, and at the same time too general, what grievances have been suffered, specifically it has to be divided into many aspects.

From the analysis of the reasons for the resignation of employees at different levels, most of the reasons for the resignation of grass-roots employees, middle-level employees and high-level employees are different.

1. I will have some scruples and don't want to offend people.

1. The real reason may be the shortcomings of the company In most cases, the resignation is because they can no longer tolerate the status quo. Therefore, if it is the company's reasons that cause their resignation, such as: the company's salary is lower than the industry level, the company's management is not standardized, and the company's scale is relatively small.

For these reasons, if there is real feedback, superiors and company leaders will also have ideas after listening to them.

2. The real reason is related to the leader and colleagues, and the reason for the resignation may be related to the leader and colleagues, such as: the leader is not a qualified manager, the leader has a bad temper, the leader will not train his subordinates, the relationship with his colleagues is relatively poor, and he is ......excluded by his colleaguesIf it's related to a colleague, maybe it's fine. But if it is the reason of the leader, go to the leader to ask for resignation, who can say that the leader is not good to the face, isn't this obviously offending people?

2. I want to complete the resignation procedures as soon as possible.

1. Do not want to be delayed, although the labor law stipulates that the worker at any time, as long as he submits his resignation in writing 30 days in advance, he can leave after completing the work handover after 30 days, regardless of whether the leader agrees or not. In real life, many times, when we propose to resign, the leader may not let go for various reasons. It may happen to be a busy stage of work, and you want employees to wait for the end of the busy work stage to talk about it; You may also want to ask employees to wait for the right people to be recruited and complete the handover before leaving; Or the leader will force people who don't want to release ......And ourselves, on the one hand, don't want to stiffen the relationship with the leader; On the other hand, after a stalemate, it will be more troublesome to handle the resignation.

Therefore, in order to avoid this, there must be a reason for resignation that the leader cannot refuse, and a reason for releasing the person immediately.

2. Don't want to be retained In most cases, after the employee proposes to resign, whether it is out of respect for his subordinates or trying to find a way to retain his subordinates, the superior will find the subordinates who have left to make a ditch. As those of us who proposed to resign, we finally made up our minds, and we didn't want to let ourselves waver because of the scumbags left by our superiors, nor did we want to offend our superiors when we rejected them. Therefore, it is better to use a reason that the superior cannot refuse when proposing to resign.

3. Leave yourself a "back road". Leaving an employer was the most correct choice we made under the circumstances. But after all, things are not static, and maybe in the future, we will regret it and think back to working in the original company.

In this case, if the reason for leaving at that time is: feeling that the salary is relatively low, feeling that the superior is not getting along with him, and feeling that the company's management is not standardized......Isn't choosing to go back to slap yourself in the face? And the original company is very likely to disagree with the second entry, I think you didn't think it was acceptable before, how can you accept it now?

Fourth, I don't think it's necessary. When we decide to grow in a place for the long haul, we will definitely try to change some of our status quo. But if they all decide to leave, in most cases, they will feel that there is no need to dwell on it.

For example, if the real reason for leaving is that the company feels that the salary is low, then the real reason for leaving is just feedback.

When we resign, we will clearly write down the reason for resignation, and the leader is also very concerned about this matter, so why the company can never ask the real reason for the employee's resignation.

First, because the emotional intelligence of employees is very high, they are reluctant to directly say any shortcomings of the company.

Many people have had the experience of resignation, most of the reason why we resign is because the company gives a bad treatment, or colleagues do not get along very well, and there is also a reason that the company has no prospects for development, in short, we rarely resign for their own reasons, and such reasons, if you tell the company after the company will have an opinion on themselves. Many employees have worked, and they know how to say it for many years so as not to offend others and not offend the company, that is, everyone's emotional intelligence is very high, even if they leave their jobs, they will say that they left because of their own private affairs, so that they can get out of the way.

Second, employees are afraid that after telling the real reason, the company will embarrass themselves, so the employees will not say it.

If we feel that there is something wrong with the company, and choose to resign, if we tell the truth, the company's leaders will definitely keep it in mind, and may be embarrassed in a certain link to make themselves unable to leave happily, or let themselves lose something, in order to avoid such a situation, most of the employees will not say the reason for their resignation, in order to save and benefit, employees will also deal with it in various ways.

Third, employees know how to leave a way back for themselves.

If we leave our job and go to work for another company, it is likely that in the process of the company, we will find that this job is not as suitable as the previous job. Or the interpersonal relationship here is very complicated, you can't deal with it well, maybe you will return to the previous department, if we leave by some privately, not because of the company, then the company is willing to accept themselves.

There is no need to ask the reasons for the resignation of the real and chaotic, just two. One is money, and the wages given are too low. One is respect, which does not give employees the respect they deserve.

All companies should know that the reason for employees to leave is to save face to the company and not hurt the peace. I remember that in my first job, a colleague left and wrote a page full of A4, all of which were complaints and suggestions for the company, and I persuaded them after reading them. Criticizing the company's personnel will get angry when they see it, no one knows their own problems, but it is not so simple to solve them.

provoked the other party, and his resignation did not go well, and the company still had to compensate you, and the money was gone? After that, my colleague changed a set of polite words, thanking the company for cultivation and the like, and everyone was very happy and happy after leaving. Only a few people really have something to do at home, and it is inconvenient for them to leave their jobs.

As an employee, you have to tell the leader, I don't want to do it, I work overtime every day, I am too busy every day, I don't have time to spend time with the children, I want to go home and take the children. Most of the leaders want to think about you, you also need money to take care of children, you work in the company to earn an extra salary, not to give the children a better material life, and working in the company is not overtime every day, children usually have to go to school, you can't accompany the children, weekends do not affect the children, in the end, you weigh in your heart, or continue to work overtime. So there are better reasons why we should say real reasons.

I think there are thousands of employees who leave the company, and there are actually two reasons for the bottom line, dissatisfaction with income or feeling that there is no future, or both. The lack of strategy in the company's business direction, the unreliability of the company's future planning, the slow promotion or basically no room for promotion, the unfairness of leadership, the confusion of management, the mutual tilting of colleagues, the long commuting time and many other deficiencies are the manifestations that lead to the resignation of employees.

For a departing employee, telling the real reason for leaving the job is basically harmful to himself. Yu Gong, to contribute to the management and development of the original company, everyone has left Jiantong, it is really unnecessary. In private, behind the above problems, most of them involve specific people in the original company, and there is no need to do it.

Even if you want to say it, it's just a personal vent.

Finally, I would like to advise many HRs not to waste time and do this kind of thankless work. Unless, you have a personal relationship with most of your employees.