For employees who leave the company at the beginning of their employment, what is the reason for suc

There are many reasons for employees who leave the company when they first join.

Like what. First, it is too hard to work overtime.

When recruiting for some positions, it may be written that there are weekly breaks, less overtime in the evening, or not too long overtime in the evening.

As a result, when you join the company, you will find that you often work overtime, work long overtime, and have little rest, and many people will feel cheated and will be unnaturally uninterested in the job.

Compared with ordinary workers, especially on the assembly line, there are many people who don't want to do it after just doing it for an hour or two or half a day, and they want to work too hard.

Second, salary.

Some jobs may have a relatively high salary, but when it comes to paying salaries, they find that there are not so many at all, and some companies treat you as a few people, and you are tired of work and naturally don't want to do it when the salary is low.

Some of them are because the company has no benefits, poor accommodation, poor food, etc.

Third, the atmosphere is not good.

Its own case, the company's internal chaos, the small company, staged palace scheming, the boss changed several times, each time the promise was not followed, the benefit of the boss to, there is no soup at the bottom, the boss is still happy to see it, the employees are not valued, and naturally there is no desire to stay.

For employees who leave the company at the beginning of the job, there are many reasons, as well as the boss, the boss has a bad temper, stinginess, etc.

It is necessary to find the reason from top to bottom, create a good atmosphere, good company culture, good competitive treatment, etc., so that employees can work comfortably and naturally retain employees.

Too much work pressure, complicated interpersonal relationships, etc. Too much work pressure, leading to emotional anxiety and resignation; Complex interpersonal relationships, unable to get along with colleagues or leaders and resigning.

This situation is mostly caused by the employees of the company who came into contact with him, so that he feels that the scope of work of the unit is not good, or he has heard negative news from them.

For employees who leave the company just after joining the company, it may be that the employee has been admitted to the civil service examination, or has participated in the examination of a public institution, and he has passed, or other reasons.

For employees who leave the company just after joining, what is the reason for such a problem? First of all, for employees who leave their jobs as soon as they join, there should be many reasons, the lock screen he feels that the environment should not be suitable for it, and there is also the feeling of the team atmosphere, the company's corporate culture, and the company's working environment, which has affected him, and he feels that he is not suitable for this working environment. There is also the fact that he may find a better job, which is caused by two reasons, the reason why he left the company as soon as he joined the company.

It may be that the company's environment and treatment, their expectations are far worse. It could also be that there are people in the company that they really don't like, so they will do it. Well, it's possible that they feel that the company has no growth potential.

For employees who have just joined the company and left the company, the most basic reason is a working environment. Because he will feel that the working environment is not good, and the working atmosphere is not good, so there is no need to stay.

Employees who leave the company just after they joined the company. The reason is that I think he just doesn't like the working atmosphere and working environment here. It's a job that's a far cry from his expectations. It's also possible that he got a better job and left his job.

Maybe you find that you are not suitable for this kind of work, you should do a better job, or you can't adapt to this job for a while, and then you want to give up.

There will be a lot of conflicts after I first joined, and I need to work overtime every day, and there is no way to complete the work tasks, so I decided to leave.

It may be because the employee feels that the job is not suitable for him, so he will leave.

The resignations are as follows:

If the employee is an ordinary employee and leaves on his own during the probationary period, the employer may require the employee to compensate for the recruitment and training expenses. If it is a regular employee.

If the self-departure causes economic losses to the company, the employer can require you to compensate for the economic losses.

If a non-disclosure agreement is signed.

After leaving, the worker cannot work in a unit that competes with the original employer, nor can he disseminate information known to the original employer, otherwise it constitutes unfair competition.

to be liable for compensation.

And there is no resignation certificate since leaving.

It will also affect the transfer of social security procedures and affect the entry into the new unit, because some units require the employee to provide a resignation certificate issued by the original employer.

Introduction:

Resignation refers to the labor law system in which an employee leaves his or her former position and employer. There are two situations, one is to leave the job to recuperate, leave the job to study in school, and leave the job without pay.

Such resignation does not terminate the labor law relationship; The other is that the employee himself requests to resign and is approved by the unit, and is dismissed and resigned by the unit, or voluntarily resigns.

etc., such resignation terminates the labor legal relationship. Employees who leave the company are entitled to different benefits according to different circumstances.

However, if the employer has evidence to prove that the employee's resignation has caused certain losses, the employer may require the employee to make certain compensation, and the specific compensation losses need to be treated differently. 1. 100% full compensation is required for the losses intentionally caused by the laborer; For example, because of falling out of love and being in a bad mood, deliberately destroying the employer's products and equipment; 2. If the worker is grossly negligent, about 50%; Obvious avoidable mistakes, such as economic losses caused to the employer due to illegal operations, or losses caused by work after drinking, can require the employee to bear about half of the loss; 3. If the worker is generally negligent or there is no subjective intention or gross negligence in normal work, the economic losses caused by the worker, no matter how big or small, should not be borne by the worker. For example, a salesperson who has no obligation to keep it will be liable for the loss of goods after inventory. The employer cannot pass on the business risk to the employee.

If you leave your job as soon as you join the company, it will not be easy to write on your resume, and it will not look good to write, and you will be worried about the background check if you don't write it, so you need to seriously consider and confirm that it is really suitable for you before accepting the offer to handle the entry.

If you choose to leave a company after joining a company, it will have an impact on your re-entry to the next company. Because the company will take into account the stability of your job. However, if you join the company, you will be hired.

Hello friends, under normal circumstances, leaving the job just after joining the company will not have much impact, but it is not recommended that you do this, because you are not suitable for the job when you have just joined the company, and you can't judge whether you should really leave the job, you should do it for a period of time to see if you are really suitable to consider leaving again.

The impact is not so big, but it wastes the time you spend looking for a job, and it also wastes the time you spend recruiting for the job.

If you don't settle your salary, or your boss doesn't pay you at all, you will lose money for violating the labor contract.

Leaving the company as soon as you join the company has no impact on yourself and the company, so there will be no problems and you can leave the company.

To solve the problem of new employees leaving after entering the company, we must start from the corporate culture. Before the new employee joins the company, whether the recruiting HR informs the new employee of the company's rules and regulations and corporate culture, and whether the new employee has an understanding of the company.

Is it a problem for new employees to leave their jobs? This plagues business managers. Obviously, the conflict between the imagination and reality of the new employees is too great, and it is not ideal at all.

Whether the company honors the content of the recruitment brochure when recruiting, arrears of wages, frequent overtime, and many fines. These bad corporate cultures will directly drive new employees away.

The relationship between new employees and the company is just like the relationship between husband and wife, the company should have more love and accommodation, more care, gentleness and understanding, so that new employees feel warm in their hearts.

Enterprises must do everything possible to fulfill their promises and abide by their recruitment oath. The overtime culture of the enterprise must be moderately restrained, and the new employees must do a good job of helping and leading, so that the new employees feel the warmth of home.

New employees are the fresh blood of the enterprise and the source of maintaining the vitality of the enterprise. The addition of new employees can not only solve the problem of lack of personnel in the enterprise, but also bring new vitality to the enterprise. However, the high turnover rate of new employees puts enterprises in a recruit-turn-re-recruitment cycle, which affects business operations.

Enterprises need to do the following to retain new employees and leave their jobs after entering the house?

1. The recruitment of new employees is expensive, and the enterprise should effectively control the new.

Employees, first of all, should start from the recruitment stage of new employees, strict checks, to ensure that the recruits are qualified.

2. In the recruitment work, pay attention to the actual situation of the enterprise, whether the enterprise can create a good working platform for employees, and publicize it in place. Control the loss of new employees during the recruitment process.

3. Do a good job in human resource planning and job analysis, scientifically arrange recruitment procedures, and strictly implement the process. Objective, true and comprehensive information communication for the company and the positions provided. For key positions, set up barriers to resignation.

4. New employee training, enhance understanding, stabilize the team, corporate culture and related management system training. New employee knowledge and skills training, form training, correct new employees' understanding of the company, etc.

It's important to create an atmosphere when onboarding.

On the first day of employment, HR should let the employing department cooperate and welcome them. It is not only necessary to take newcomers to go around major departments, but also to let the leaders of the employing department bring them to know the team's partners.

Once such a harmonious atmosphere is formed, it is easier for new members to accept new groups of people and generate productivity more quickly. This is a good thing for yourself and for others.

3.Onboarding is a must.

Newcomers should be trained to understand the company's development prospects, his development in the company and the direction of his efforts;

Let the newcomer understand the company's management system and process, let him know what can be done and what cannot be done in the company;

Guide the newcomer to various departments to familiarize himself, so that he knows which departments will communicate and coordinate with in the later work.

When a newcomer joins the company, if he is surrounded by enthusiastic colleagues and all the office supplies are ready for the newcomer, he will be able to get to work right away - this good first impression can increase his good impression of the company.

These simple but meaningful steps can make the first few weeks of launching their new career go more smoothly.

4.Deal with the time period of "13721".

Day 1: The most confusing day may be the first day for newcomers, because they have to face new people, new things, and new jobs in a new environment. So, on the first day of onboarding, we can do this:

The head of the department can hold a welcome ceremony and introduce each of them, so that the newcomer knows the social and working environment he is facing; At the end of the day, it is necessary to talk to the newcomer about the problems at work.

Day 3: At this time, the newcomer already has a certain understanding of the work, so it is necessary to find a suitable time to communicate with him face-to-face about the problems of work and life.

Day 7 : On the seventh day, you can find out what problems the newcomer faces at work and whether he has reasonable advice for the company.

Day 21 :

On the twenty-first day, summarize the work of the newcomers, praise the outstanding points of the newcomers in the work, and point out the shortcomings.

5.Keep interacting with the newcomer.

Some people think that when a newcomer completes the induction training and starts working, the onboarding process is not over, but in fact, it is not.

How to get the new person to interact with the supervisor every day, you still have a lot of work to do in the next 30, 60 or even 90 days to ensure that he fits in perfectly and continues to contribute value to the company.

Staying with the right person is only the first step, it is important that he succeeds in the company. In the first few weeks and months, give the newcomer plenty of opportunities to learn and grow.

Beyond regular interviews and feedback, you have a longer-term view of what to expect from the company and your team. The farther you think for the newcomer, the longer he may accompany the company.

Legal consequences of leaving the company at the beginning of employment: There are generally no legal consequences of leaving the company at the beginning of employment, but if the employer has illegal acts, there may be a risk of litigation. The employee may terminate the labor contract by notifying the employer in writing three days in advance and 30 days after the probationary period.

Legal basis: Article 36 of the Labor Contract Law of the People's Republic of China stipulates that the employer and the employee may terminate the labor contract if they reach a consensus through consultation.

Article 37 of the Labor Contract Law of the People's Republic of China stipulates that an employee may terminate a 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 38 of the Labor Contract Law of the People's Republic of China stipulates that an employee may terminate a labor contract if the employer falls 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 specified 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.