What if the boss pesters the employee and doesn t want the employee to go

Hello, there are two suggestions for this matter:

1. From the perspective of laws and regulations, the labor law has made detailed provisions on the labor relationship between employers and employees, if employees need to resign, they should submit their resignation reports in writing one month in advance (including paper writing, e-mail, text messages, and office system submission processes), and after one month, regardless of whether the employer agrees, the employee can leave the company, and if the employer does not pay wages or has other retaliation, he can go to the labor bureau to apply for arbitration or go to the court to sue;

2. From a practical point of view, it is still recommended to give priority to face-to-face communication, working together is also fate, can not continue the previous edge and will not be an enemy, you can be honest with the boss about the practical problems you encounter and your own ideas, to see if the company or the boss can meet or help solve, if you can, then you don't have to leave, if you can't talk, you should list the things I am responsible for clearly, ask the boss to arrange the handover of personnel in a timely manner, to ensure the sustainable operation of related work, in short, it is useless to avoid this problem, It will not only affect the current state, but also have a bad impact on surrounding colleagues or customers, so strive to get together and disperse.

Of course, many times it depends on whether the boss will be a person, some employers really have a good grasp of the employee's heart, and will avoid you through various means, and finally make you helpless, after all, the average person has neither the professional knowledge to arbitrate or sue, nor the time and energy to consume, so you may wish to be tough in communication, let the boss know how firm his determination to leave is, if you drag it out and do not deal with it, the loss may be greater, the boss will sit down and talk to you, Or see if you have a friend or intermediary you can trust, and let him mediate and mediate, which is also a good way.

What you mean is that the employee wants to leave the company, and the boss is reluctant to let him go, so you can take this opportunity to say, it's okay not to go, sign a labor contract, pay hardware, increase salary, then you will consider not leaving.

For good employees, of course, the boss doesn't want the employees to leave easily. However, if you feel that there is no need to stay, then you should leave decisively after settling your salary.

If an employee wants to quit the company, he or she can resign, which is the employee's freedom. It's a pity that the boss doesn't want the employee to leave, and the employee's ability wants him to stay and continue to work.

Maybe the boss thinks that the employee is doing a good job, so he hopes that the employee will think about it again, and if he really doesn't want to do it, he can still talk about it a few more times, and he should agree.

If you want to resign, the boss won't let you go, you can put forward conditions, raise wages, or other conditions, and the boss agrees, then don't leave.

Boss, Stanland Road doesn't want you to work, what to do, don't let you do the same, the office building doesn't want the staff to be the staff who are doing a very good job, the staff is doing a good job.

One month's notice. If she doesn't let you go, you don't have to go to work, keep the evidence of work, and report it directly. This is because the law now requires the signing of a labor contract.

Since you didn't sign a contract when you came, then you don't want to do it, you just quit and leave, and it's over, there is nothing he won't let you go, and you can't leave.

Then you can only communicate and negotiate with the boss lady and say that you really have something you can't do.

The labor law stipulates that if you can leave your job after submitting a letter of resignation within one month, you can consult the labor department.

If the boss doesn't let the employee quit, then you can get the salary you deserve and leave on your own later.

Why do you want to pestering your employees to keep him working? I think you can choose some of your own way of living.

This can't be regarded as pestering employees.

If an employee wants to resign, you can apply one month in advance and leave one month later.

If he doesn't let you go, you just write a letter of resignation and leave, if he doesn't let you go, this restricts your freedom in life, and you can sue him.

There are many specific ways to use this trick, and there are three more practical ones, and I will explain them to you one by one.

The first method of marginalization is the marginalization of work.

Placing the target employee in a marginalized job position makes him have little interaction with other employees, and over time he will slowly be forgotten and isolated.

After a long time, he couldn't hold it anymore, so he either asked you to apply for a job transfer, or he took the initiative to resign.

It is naturally good for him to soften, in order to no longer be isolated and marginalized, he must change his first refusal to disobey the yang and the yin, and the voluntary resignation is just in line with the manager.

expectations. And then there is.

The second method of marginalization is to elevate marginalization.

What is called elevating marginalization, it is more insidious to say, that is, to advocate his work ability, which is obviously the result of the team's work together, and give him all the credit, and other employees will definitely not be convinced.

will definitely squeeze him out together, and gradually no one will communicate with him, and colleagues will not call him at gatherings, so he naturally can't bear it, so he has to leave his job and change to a new job.

The last method of marginalization is the marginalization of the blame.

The team works together, and if something goes wrong with the work, you can blame him, but the team is punished together, which is something that other members will definitely blame him, thinking that he is dragging the team back.

Naturally, no one paid attention to him.

If the probationary period has passed, then the unit can also take the initiative to request the termination of the labor contract to compensate the employee to directly terminate the labor contract, which is applicable to employees within a few years of answering the prompt job.

Vicious competition law - vicious competition law is to formulate some rules of competition, in this rule, there is a mechanism for elimination, and this mechanism is used to make employees take the initiative to leave through vicious competition. Rules are specific to the law - is to formulate some special rules, special systems, for individual people to implement, in fact, everyone knows in their hearts, no matter how you abide by the system, there is no way to achieve the results that the leader wantsThrough this rule-specific way, employees can be obediently and automatically proposed to leave.

<> the method of expanding the chaos of shortcomings - everyone has shortcomings and shortcomings, that is, your weaknesses, for example, you are not good at technology, and then the leader will find you trouble in this regard, and expand your shortcomings for you, so that you have no way to be singleIn this case, many people will take the initiative to resign. Problem persecution method - this method is also very simple, that is, to ask you a lot of questions, in fact, there is no answer to these questions, no matter how hard you try, it is impossible to achieve the satisfaction of the leader, when you can't achieve the satisfaction of the leader, the result is that you can think about it yourself. Emotional persuasion method - that is, the leader uses the relationship with you, and then takes the initiative to talk to you, talk about the actual situation of the company, very implicitly mobilize you to take the initiative to leave the company, and even give you some small benefits, this method is also effective for a long time.

The key point of snubbing and marginalization is that the leader does not let you work, so that you are idle on the side, but also complains that you are not working, and this method allows you to automatically propose to resign, which is trouble-free and simple. Goal Rising Method - The so-called goal peaking is to know that you can complete the performance of 500,000 yuan, and set a goal of 800,000 or higher for you, exceeding your ability limit, and the result will be very clear. Performance appraisal method - many people understand that performance appraisal is for the operation and management of the enterprise, but also for personal growth and development, in fact, the leadership is mainly through the performance appraisal method to eliminate people, or to force everyone to complete the performance when they find their own way, when the need to carry out personnel replacement, performance appraisal is useful.

The first means: to arrange the staff to work in a large way, so that the staff can not be busy; The second method: alienate indifferent employees, so that employees do not feel cared for by leaders.

For employees who don't like it, the boss will use these means to force them to resign voluntarily, he will give you a forced transfer, let you go to a position you are not familiar with, and then arrange a job for you, so that you lose the motivation to work and then take the initiative to resign.

Don't assign him tasks, find fault with him, and criticize him in public.

You can choose to take the following actions:

1.Give the company a written notice requesting that you be reinstated and paid your full salary.

2.Send a written resignation to the company and ask the employer to pay you severance on the grounds that the employer has not provided "working conditions".

Legal basis

Labor Contract Law of the People's Republic of China

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances provided for in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Article 46 Under any of the following circumstances, the employer shall pay economic compensation to the worker:

1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;

2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee;

3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

5) Except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law;

6) Terminating a labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law;

Summary. Hello dear, glad to answer for you. The following answer is given to you: what should I do if the employee resigns and wants to resign and the company refuses to let me go, but the employer has no right to refuse. The employee only fulfills the obligation of 1 notice and can leave when it expires.

Hello, dear, I am happy to answer for you. The following answer is given for you: what should I do if the employee resigns and wants to resign and the company does not let him go, and the employer has no right to refuse. The employee only fulfills the obligation of 1 notice and can leave when it expires.

The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period. In other words, the employee shall notify the employer in writing 30 days in advance and 3 days in advance during the probationary period in accordance with the provisions of the Labor Contract Law, and shall perform the obligation of advance notification in accordance with the regulations, and the labor contract may be terminated after the expiration of the advance notice period, and the employer shall go through the procedures for dissolving or terminating the labor contract in accordance with the law, and shall not forcibly leave the employee to continue working for any reason. Of course, if the employer falls under any of the following circumstances, the employee may terminate the employment contract immediately without prior notice to the employer.

The employer fails to provide labor protection or working conditions in accordance with the labor contract; The employer fails to pay labor remuneration in full and in a timely manner; The employer fails to pay social insurance premiums for the employee in accordance with the law; The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of employees; The employer uses fraud, coercion or taking advantage of the danger of others to cause the other party to conclude or modify the labor contract contrary to its true intentions; The employer compels the worker to work by means of violence, threats or illegal restriction of personal freedom; The employer's violation of rules and regulations refers to trembling and waving, forcing risky operations and endangering the personal safety of employees; Other circumstances under which the employee may terminate the labor contract as provided by laws and administrative regulations. Article 9 of the Interim Provisions on the Payment of Workers' Sedan Wages stipulates that when the employer dissolves or terminates the labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination. Article 50 of the Labor Law stipulates that 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.

If the employer deliberately fails to pay wages in arrears, or fails to issue a written certificate of dissolution or termination of the labor contract to the employee in violation of regulations, the employee can file a complaint and report to the labor and social security supervision department of the place where the employee is employed to protect his legitimate rights and interests.

Still have questions? Can you talk about kissing in detail? Or is there anything you'd like to talk about? <>

For example, if I go to submit my resignation report today, and I want to leave in 10 days, what should I do?

Hello dear, glad to answer for you. <>

If the company does not agree, it can file a complaint with the labor department.