How to tell the manager if I can stay after the probationary period?

If your probationary period has not expired, you can tell the manager that if the manager feels that you have talent, he may want to keep you, which is all based on talent and strength, and if the manager thinks you are a talent, it is possible to keep you.

The probationary period has not expired, and it is not certain whether it will be able to stay. Mainly depends on your own performance, you can communicate with the manager in advance, show your determination, through your own efforts to stay, if you are really capable, the manager will definitely agree to your request.

Why is that reason so similar to mine, I won't tell you when I leave, you have to mention it to him, otherwise he will forget about you, and if you don't want to do it, what can you do if it's a fake reason, as long as the goal is achieved, even if what you say is true, no one may believe it.

If you don't pass this, there's basically no way.

You can talk to your manager about your strengths and shortcomings. Ask the manager if he can stay?

You talk to the manager, manager, how long is it going to be a trial like mine? Can our company accept me like this?

Generally speaking, the work is divided into multiple periods, some jobs have a probationary period, and the probationary period sometimes ranges from 3 to 6 months, generally speaking, when joining, many HR will explain to some job seekers the length of the probationary period after the probationary period, if you can get the favor of the boss, then you can turn regular, if not, then before the probationary period, the employee will be notified to let him find another job, but there are some tricky phenomena, There are some people on the Internet who say that the time of the last term has ended, but the leader still has not given the employee a regular for a long time, what should I do at this time? Do you want to leave your job? Let's find out together.

It is believed that if the probationary period has ended, and the leader still has not been regularized at this time, it can be dealt with from the following aspects. The first aspect is to discuss with the leader, tell the leader that HR has explained the time of the probation period when joining the company, and has asked some other people, who think that they are doing a very good job, so they need to tell the leader whether they need to be positive at this time, if the leader is vague, you can choose to leave at this time, if the leader explains the situation and promises that it will be regularized, you can wait.

Not only to communicate with the leader, but also to communicate with some old colleagues, because many people have actually experienced this probationary period when they enter the company, so you can ask other employees whether they have encountered the same situation at this time, and if they have encountered the same situation, then what is the solution? If you haven't encountered this situation, it may be that the boss doesn't want to regularize the employee, and you can leave at this time.

In general, if the probationary period has ended, but the leader still does not give a regular, at this time, you need to explain to the leader in time, and at the same time ask other colleagues what the previous results were? If you feel that you are very inappropriate, quit your job.

I think that when you encounter this situation, the first thing is to have a good talk with your own leader to understand the real thoughts of the other party; I think that at this time, you should not choose to leave your job first, because if you leave your job, it may have a certain impact on your future work.

Personally, I think you should go to the leader to communicate, tell the leader, your internship period has been completed, understand his next step for you, if he says not to give you a regular, but he does not dismiss you, then he is violating your rights and interests, you can report to the relevant departments; Personally, I don't think there is a need to resign, and if you do, it will be exactly what the leader wants.

When you encounter this situation, you should raise this issue with the leader, and then let the leader pay attention to it, and there is no need to resign.

You can communicate well with the leader, tell the leader that your probation period is over, and ask the other party to become a regular; Is it to leave the job?

After the end of the probationary period, generally if you meet the requirements of the employer, you will give yourself a regular, if you do not meet the requirements of the employer, then you will also notify yourself that it is not suitable, and then let yourself find a new job, if the probation period has been completed, the leader has not given a regular job, it is likely that the leader has forgotten about this matter, or the leader will continue to assess himself for a period of time, as a party can take the initiative to communicate with the leader. <>

As a party, you can take the initiative to communicate with the leader, ask the leader whether he can work to the company's requirements, and remind the leader that the probation period has ended, whether it can be turned into a regular and other problems can be explained to the leader in person. <>

There is also a possibility that after the probationary period, I didn't say that I was turned into a regular because my business level had not yet reached the level of a regular employee.

At this time, the leader feels that he can continue to improve, so that the probationary period will be appropriately extended, but he should also communicate with the leader and ask himself if there is a gap? Then focus on improving this ability and try to turn positive as soon as possible. <>

In fact, many things are guessed here by yourself, and you may not be able to guess accurately. Taking the initiative is the right way, and it is a good choice to take the initiative to ask the personnel staff or ask the leader directly. In addition, the ability of the personnel position is to be in charge of the personnel work, so it is natural to ask yourself.

I am thinking about it in private, and I may not agree with the leader's intention in the end, so it is better to ask directly to understand, so as to arrange my work plan later.

This means that the leader does not want to give you a regular, and it also means that you are not qualified, and it also means that the leader does not want you, so when we encounter this situation, we should resign from the company.

It may be that the other party thinks that your work ability is not particularly strong, it may be that the other party does not trust you, it may be that the other party wants to consume your energy in this way, and it may be that they want to force you to resign in this way.

The leader's behavior obviously means that he doesn't want to use you, so there will be such a situation, I think you should talk to the leader about this matter, and the company's behavior is already a violation of the labor law, so you can choose to pick up the law to protect your rights and interests.

It may be that you are not particularly satisfied with yourself, or it may be that you are giving yourself some opportunities to prove it in your own way. It may also be that the other party wants to do this, because for the time being, you can pay the employee a small salary. I want to take advantage of this small advantage.

Legal analysis: compensation can be made, remember that during the probationary period, the employer has evidence to prove that the employee does not meet the employment conditions, but the attendance salary must be settled, and the so-called enterprise charging training fees is illegal.

Legal basis: Labor Contract Law of the People's Republic of China

Article 19 Where the term of a labor contract is more than three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

The same employer and the same employee can only agree on a probationary period once.

Where a labor contract is for the completion of a certain work task or where the term of the labor contract is less than three months, a probationary period must not be stipulated.

The probationary period is included in the term of the employment contract. If the labor contract only stipulates a probationary period, the probationary period shall not be established, and the period shall be the term of the labor contract.

Article 20 The wages of a worker during the probationary period shall not be lower than 80 percent of the minimum wage for the same position in the employer or the wage agreed in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located.

Article 21 During the probationary period, the employer shall not terminate the labor contract except for the circumstances provided for in Article 39 and Paragraphs 1 and 2 of Article 40 of this Law. If the employer terminates the labor contract during the probationary period, it shall explain the reasons to the employee.

You can go to HR to mention the matter of regularization and see how they are. It may be that HR forgot, but it may also be that they don't want you to become a regular.

Be sure to hint or directly pick it out, the leader may forget, remember that what he wants is earned by himself. Be sure to have a better result firmly in your hands.

First of all, don't be anxious, and treat this matter calmly, it may be that the leader is still testing whether you can become a qualified employee.

First, understand the relevant person in charge of the company.

You can take the initiative to inquire and communicate with the direct leaders of the unit or the personnel of the human resources management department to understand what causes the company to fail to become a regular company in a timely manner in accordance with the labor contract signed by both parties. You should understand what requirements the company has for employees to become permanent employees, in addition to the length of the probationary period, whether there are performance indicators and work ability requirements. Then check whether it is true and whether it can be improved, so that the regularization procedures can be completed as soon as possible.

In addition, by the way, ask how many people other than you have not become full-time employees, and then talk to colleagues who joined at the same time. You come out to work to make money. Don't be embarrassed to go to HR.

Don't be afraid to ask questions.

Second, the employment confirmation shall be handled in accordance with the labor contract and the company's employment management procedures.

Regardless of whether you become a regular employee or not, the contract you apply for is subject to you. The contract is proof of performance. According to the provisions of the Labor Contract Law, the probationary period is up to six months.

If the probationary period is exceeded, it shall be regarded as formal. If there is negligence on the part of the employer, it is necessary to require the employer to go through the relevant procedures in a timely manner and pay the difference in wages. If there is a fixed contract, and you have not committed any irregularities during the probationary period and have met the fixed employment conditions and requirements set out in the contract, it will be a breach of contract if the company fails to fulfill the contract and become a permanent employee.

Third, if the company refuses to perform the contract, the worker should protect his rights in accordance with the law.

If the company does not fulfill the contract and is dishonest, it is okay for the company not to go! If negotiations with the company fail, you can report the unfair treatment you have received to the local labor inspection team and seek help from the inspection team. In addition, some local towns and sub-districts have also set up labor dispute mediation rooms.

You can also apply for mediation. If multiple parties cannot solve the problem, you can also prepare evidence to apply for labor arbitration, ask the employer to pay your salary difference, and ask the company to pay compensation. It is advisable to initiate arbitration after leaving the company.

First of all, I think you should talk to your boss. After all, the probationary period has passed, and the treatment of the probationary period can no longer be used, but the contract must be formally signed, which is fair to both parties.

I want to take the initiative to express my thoughts to personnel or my own leaders, so I ask why I don't give myself a regular job, don't keep procrastinating.

You can ask when the leader will become a regular and what you need to prepare in advance, and the leader will tell you at this time.

Summary. Kiss <>

We'll be happy to answer for you. <>

If the employee resigns during the probationary period and is not approved, the employee may notify the employer three days in advance, and after three days, he or she may terminate the labor contract in accordance with the law without the approval of the employer, and request the employer to issue a certificate of termination of the labor contract.

I didn't tell the boss what to do when the probationary period was gone.

Kiss <>

We'll be happy to answer for you. <>

If the employee resigns during the probationary period and does not approve the resignation of the employee, the labor model can notify the employer three days in advance, and after three days, the labor contract can be terminated in accordance with the law without the approval of the employer, and the employer is required to issue a certificate of termination of the labor contract.

Legal basis: Article 37 of the Labor Contract Law of the People's Republic of China stipulates that a worker may terminate the labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 9 of the Regulations on the Supervision of Labor and Social Security stipulates that any organization or individual has the right to report to the administrative department for labor security any violation of laws, regulations or rules on labor security. If a worker believes that the employer has infringed upon his or her legitimate rights and interests in labor security, he or she has the right to file a complaint with the labor security administrative department.

Can you describe <> situation?

I just resigned and didn't tell the boss, the boss was very angry, but I still want to go back.

In this case, does the boss terminate the employment contract with you?

We don't have a contract.

In this case, you will need to talk to your boss before you can go back to work.

In this way, the boss wants to communicate with you before deciding not to let you go back.