What should I do if the appointment of the superior leadership department comes down, and the leader

First of all, communicate with the leader, check the problem, and if the leader is silent, give money and cards. You've done all of this, and you can't do it.

Secondly, you have to go to the department that gave you the order to call **, let the top put pressure down, and sign it as soon as possible.

Finally, speak with art, and the key person is the leader who will not let you go. You must have offended him, or he has a conflict with the person who gave you the order, you have to make the facts clear to him, and in the end you will still go, and the matter cannot be done, and no one can say what will happen in the future.

If the appointment of the higher-level leadership department is down, but the head of the subordinate department still does not sign the release, you can consider the following methods:

1.Communicate with subordinate department leaders: First, you can communicate with subordinate department leaders to understand why they didn't sign off and release people.

There may be some misunderstanding or an issue that needs to be addressed. Through open communication, seek common ground and try to find a solution to the problem.

2.Seek help from your superiors: If your department leaders are unwilling to communicate or can't solve the problem, you can ask your superiors for help. Higher-level leaders may exert pressure to demand that the leaders of subordinate departments sign off and release the person.

3.Follow the procedure to appeal: If none of the above methods solve the problem, you can appeal according to the prescribed procedure. For example, file a complaint with the human resources department or the labor inspection department and ask them to intervene.

4.Seek legal assistance: If the head of a subordinate department violates laws and regulations, you can seek legal assistance to solve the problem through legal means.

Either way, you need to stay calm and try to maintain good communication and relationships. At the same time, it is important to ensure that your actions comply with laws, regulations, and company policies.

Appointment and appointment, this is an order from the superiors, how can there be any reason.

In the exchange of interests, it is undeniable that money can move people's hearts. Sometimes it is inconvenient for the leader to sign when it is inconvenient to ask his subordinates to sign, but it is not a white veil, and the leader always comes up with the corresponding benefits in exchange. The company recruits the project, the general manager of the project looks for the leader, and the leader finds the employee A to confirm the signature in the whole process, and then gives the corresponding profit remuneration to the employee A.

This does not include violations of the law, and all actions for priority care or the care of loved ones are lawful and reasonable under the same conditions. Signature of the violation of discipline. The reason is very simple, if you violate the law, you can't sign it yourself.

At this time, I must want to find someone to sign it.

This person can be gentle or legally blind. In any case, as long as someone signs the last word, in case something happens, of course, you don't have to take the blame yourself. What if the leader must ask you to sign it, but you don't want to sign it?

If the method is not right, how to deal with things like signatures? Obviously, if you yourself know that it is illegal, the leader will definitely understand. At this time, the leader asks you to sign it, and there is absolutely no other meaning than asking you to take the blame.

People respect me, I respect people. For this kind of leadership, it is okay not to give face in person and insist on not signing. Of course, pay attention to what you say.

Leader X, oh, I don't dare to sign this, I'm afraid, if something happens, I can't afford it. Or just sign it! "Can't sign, can't sign.

I was timid, and I didn't dare to sign anything related to money! ”

What if the leader must ask you to sign it, but you don't want to sign it? The problem is not that a big signature can completely replace a signature for something that is not important, or for something that has little impact. It is also a matter for the leader to agree to sign it.

The higher-level department wants the dataset and needs to be guided to sign it. When you confirm the report, but the leader disagrees with your signature, it is okay to sign for you.

In this case, you can communicate directly with the leader, you can directly tell the leader that the signature of the subordinate on the written document does not have legal effect, and I hope that the boss can sign it himself, because only by doing so can the value of the boss and the prestige of the boss be reflected, and this can also see the boss's sense of responsibility and responsible attitude towards the company.

Sign an opinion that conforms to your identity, sign an opinion that you are sure of, or an opinion that you are uncertain or an opinion that can only be decided by a leader, consider the situation comprehensively, and then sign. Try not to sign if you can.

Of course, you can't sign it, once you sign it, it means that the responsibility in all the above clauses needs to be the responsibility of the signatory, which will cause a lot of trouble for your follow-up.

If the leader of the transfer unit does not sign, the transfer procedure may not be completed, in this case, you can try the following steps to solve the problem:

1.Communication: First, understand why the leader doesn't sign. Try to communicate with your leadership to understand their concerns and concerns. Speak politely and honestly about your wishes and reasons, and seek understanding and support from your leadership.

2.Provide supplementary materials: It may be that the materials you submitted are not sufficient or do not meet the requirements, so the leader does not sign. Please ensure that you provide all the necessary documents and proofs, such as resume, job title, proof of performance, etc. If necessary, relevant materials can be supplemented.

3.Ask your superiors for advice: If your transfer request is rejected by your direct supervisor, you can consult your supervisor or the HR department for advice. They may have a deeper understanding of this and offer some advice.

4.Find support from other departments: If you think your transfer request is in line with the policies and regulations, you can try to seek support and assistance from other departments that are more lenient. Sometimes, communication and collaboration between different departments can help solve problems.

5.Seek legal recourse: If none of the above methods solve the problem, you may consider seeking legal recourse. Consult with a lawyer to understand your rights and take legal action on a case-by-case basis.

6.Adjust your mindset: Stay calm and patient while waiting for the results. Adjust your mindset and keep working hard to seek better development opportunities in the future.

Please note that the specific situation may vary depending on the individual and organization, so please be flexible when dealing with issues according to the actual situation.

Summary. In addition, you can also ask the leader of the seconded unit to help you convince the leader, the leaders can communicate better with each other, and the leader of the original unit may not be able to refuse the request of the seconded unit leader.

What should I do if I want to transfer my job and the department leader does not sign and release the person?

Hello, in.

If you want to transfer work, the leader of the original unit will not give you a signature.

How to convince the leader.

I have been seconded to another unit for a long time, and this time I have returned to my original unit for some reason.

What is the reason why your leader disagrees, inform this side of the specific reason for your analysis.

However, the leader of the secondment unit urged me to find the leader to sign and go through the transfer procedures as soon as possible.

However, the leader of the original unit has a bad temper and scolds people at every turn, in this case, you can inform the leader of the seriousness of the problem, if you can close the hood with the fruit, you can give the leader some benefits appropriately.

In addition, you can also ask the leader of the secondment unit to help you convince the leader, the leaders can communicate better with each other, and the leader of the original unit may not be very good at refusing the request of the leader of the secondment unit.

Communicate well with your boss privately, tell him what he really thinks, and say that when the new person comes, I will spare no effort and be conscientious in the handover work.

First of all, as your direct boss, of course, he does not want to have personnel changes in the department, because it will affect the later work, and besides, the siege has heard it, maybe as you said, the leader who extends an olive branch to you.

He is just because the department is poor, and you are from the company, and you are faster than the external recruit, not how strong your ability is, normal heart, communicate with your leader in private, and tell him his true thoughts.

He also said that when the newcomer comes, I will spare no effort to hand over the work, be conscientious, and will not cause any damage to the department.

Let him see your mature side, because the words and comments of your previous leaders will make you the image of the place where you will work in the future.

You need to do a good job in the current department leaders and manpower, to take into account the interests of three aspects, such as accepting the department leader to find manpower, clearly saying that he wants to use you, manpower can take the initiative to talk to your leader, recruit a new person, you are responsible for training, and take into account the work of the two departments at the same time, after the training is completed, you will go to work in the new department.

Calmly inform the unit of the exact time of resignation, communicate comprehensively with the decision-making level, and try not to turn the other face with the unit when the other party is stubborn.

There are two ways, one is to go through the procedures in accordance with the policy regulations, and the other is to do it with the leader, I help many people in the personnel department of the unit to help me transfer my work, which you often encounter in this situation

If the work is really good, I should consider giving some gifts and having a meal, I can't think of any other way for a while.

I experienced what you said, and now I think I'm naïve. First of all, as your direct boss, of course he does not want the department to have personnel transfers, because it will affect the later work, and moreover, the siege has heard it, maybe just like you said "extend an olive branch to you" leader, he is only because the department is poor, and you are within the company, faster than the external recruitment, not how strong his ability is, normal heart, communicate with your leader in private, tell him his true thoughts, and say that when the new person comes, I will spare no effort to hand over the work, Be conscientious, will not cause any damage to the department, let him see your mature side, because the words and evaluations of your previous leaders will achieve the image of your future place of work, good luck.

I also think of giving a gift and inviting people to a meal.

I can say, people are waiting for you to give you benefits?