Do you think employees should be retained when they leave the company?

When an employee leaves, I, as a company personnel, will definitely be retained for whatever reason. The first thing to consider is whether there is someone to take over the job after the employee leaves. If there is no one to take over his job, can he immediately hire someone to replace him?

If you can't recruit people right away, how long will it take? After the personnel are in place, will they suffer losses due to unskilled work. Is the loss acceptable.

What is there to save, in this society now, don't add so many moral norms to people. For entrepreneurs, it is good to recognize what job and company they are suitable for, not to be blindly arrogant, and not to be arrogant; For the company, not delaying the future of the employees, and thinking more about their own reasons when they leave the company, is also a means to improve their competitiveness in disguise.

Look at the reasons for leaving, as well as the value of the employee's use of the company. If it is a personal reason, you can start from personal reasons, such as low salary, change to a place with a high salary, you can raise the salary appropriately and retain it, which is basically in the case of a small difference in salary, and the average person still likes to stay in a familiar environment.

First of all, of course, it depends on whether the employees are core employees or key employees, such as middle and senior management, mastered the development of core technologies, sales with important channels, and special technical personnel. The resignation of these individuals will have immediate or potential medium- to long-term repercussions for the business and is worth a significant effort to retain.

You should first ask him about the real reason for leaving the company and what he wants. If you can meet his demands, then try to keep them. If you can't give it, don't delay people.

You have to consider two parts to discuss: whether the employee is worth retaining, and whether the employee can be retained, which is the most important thing.

Some middle managers are reluctant to report the resignation of department employees to the company's top management. On the one hand, these managers often start from their own position and always feel that the resignation of employees is not glorious to the department or themselves; On the other hand, they have too much confidence in their ability to handle the resignation of employees or their ability to retain them. To this end, the top management of the enterprise must make it clear that employees at those levels should notify them in the shortest possible time after submitting their resignations, no matter where they are or what they are doing at this time, so that they can discuss and make a recovery plan in time.

Resignation is nothing more than two reasons: the money is not enough, the job is not happy, ask what the specific reason is, ask clearly if you can meet the requirements can be retained, if you blindly draw a pie and pour chicken soup, it will not be retained, and people are not stupid.

For objective reasons, if you have to leave your job, then release them happily, leave a good impression on both sides, and maybe the two people will intersect in the later stage, and a good impression is very important at this time. If it is the company's reason, you need to carefully ask whether there are any loopholes in the company's system management, what are the dissatisfaction of employees, and gradually improve it, so that the company can make progress.

If the employee is more powerful, you can keep it, but you should also respect the choice of others.

Talk to employees to see the specific reasons and do turnover management. Employees should not be retained based on their performance. Whether he can stay depends on the reason for his resignation.

In the end, "the company needs such a person to be more general", the company needs his position to complete the responsibilities efficiently, he is suitable to stay and continue to do, he can't stay to recruit a more suitable.

I think it depends on the individual, if the employee works very hard, or is a technical employee, if he is a talent, I don't think it is too much to save him with a salary increase.

If you are really dissatisfied with the work, you are not satisfied with the company, and it is not interesting to stay, if it is the main force of the team, if the team is short of people, you can communicate and ask the reason, if you can be moved with feelings, or impress with a meal and a drink, why not try it.

If an employee proposes to resign, but he is retained after a little retention by the leader, such an employee will not be taken seriously in the future, and it is very likely that he will leave again after a while. Because the leader knows that he has already had the idea of leaving, he will not give him some important work in the future, and it is even possible to find someone to replace him. <>

In fact, it is very ruthless in the workplace, and it seems that the leader's retention may not be that he really values you very much, or it may be that he can't find someone to replace you for the time being, and he is worried that the work will not be carried out smoothly, so he keeps you. At this time, you often become passive when you stay, because the leader already knows that you have had the idea of leaving, then he will feel that you will not stay wholeheartedly in the future, and at some point you will eventually leave again, so he will not trust you wholeheartedly in the future. <>

Those experienced leaders will often notify personnel to recruit you for this position to replace you, because he is worried that your departure will affect the company's business, so he will first train a person as a reserve, once the recruit is likely to arrange for you to take him, so that the new person will slowly take over your business. Once that person is able to take over your business completely, then you are in a dangerous situation at this time, and it is very likely that you will be slowly marginalized by the leader, and finally force you to resign voluntarily. Even if this is not the case, the leader will not entrust you with important responsibilities in the future, because there is uncertainty in you.

Therefore, I advise you to think carefully when you propose to resign, if you are really sure to leave, don't stay because of the leader's words, if you are not very firm and want to leave, do not propose to resign, it is difficult to have room for withdrawal. Once you choose to leave and stay, you will put yourself in an awkward situation, which is also extremely detrimental to your career development, so I hope everyone can take responsibility for their own decisions.

Yes. Because the company will feel that such employees are loyal, they will be valued.

Such an employee will not be taken seriously, because the resignation unit has been submitted at that time, and the employee will definitely feel that the employee has a certain integrity problem, and even if the employee continues to stay in the unit, the leader will have a certain prejudice against him.

It will not be taken seriously, because the company already knows what he thinks and thinks that he may leave at any time, so important work will not be assigned to him in the future.

If I were the HR manager of the company, I wouldn't pay attention to him, because his heart is extremely unresolute and will waver because of other people's rhetoric, and such a person is not good for the company.

The employee mentioned to resign, and the company retained him a little, and he stayed again, in his opinion, such an employee will definitely not be taken seriously. Because the impact of resignation is still very serious, and the boss will not trust him as much as before, so the future work will definitely not be easy. <>

In fact, resignation is a very common phenomenon in life, this is because the company's treatment is not good enough, or they have not been shown in the company, or the salary has not reached an expectation in their hearts, so they want to resign, but the company will retain it a little, which is the courtesy of renting and burying in a company, and it is also the basic respect for an old employee. Don't think that the company can't live without itself, you must know that such a large company is very fast, and layoffs are also a very common phenomenon, so you must examine your attitude. In addition, the company is likely to be unable to find a replacement for a while, so it will propose to retain such a word, although if you stay, the salary may rise, but the boss will not have any trust in a person who wants to leave.

At this time, it all depends on the boss's own personality, if the boss is very atmospheric, he may also hand over some important tasks to himself, but at this time he will leave some things to guard himself. If you are a stingy boss, you may stumble yourself at work, and at the same time, you will slowly transfer the power in your hands, and if you make any mistakes, you will face the situation of leaving at any time. <>

Therefore, it is recommended that you do not easily ask your boss to resign, if it is because of your own reasons, you really do not want to develop in this company, or you encounter something that makes you unhappy, then you should propose to stay in time. You must pay attention to your attitude, be resolute, no matter how the company retains, continue to firm your choice, don't be confused by the company's polite words, and once you propose to resign, then the relationship between the boss and the employees will definitely change.

Such employees will not be taken seriously, because the company feels that the employee of the office is pretending to leave for a salary increase, and the company will use a simple excuse to send such an employee out after finding a suitable person.

Of course it will, because Gongxian and Zen Si will coincidentally retain him, so it can prove that the ability of this person to destroy the dust is there, not to mention that few people will be retained by the company when they resign.

No. Because the company will feel that the employee is not stable enough and may leave at any time, such an employee will not be valued.