The new position is adjusted, you need to travel frequently, feedback with the leader, and if you do

Do you think you have to have your own ideas about this, and you have to see if you can accept it? If the heart rate is going to be a lot of travel, then you have to give feedback and see what he has to say. If you can accept this type of standard, I think it's okay, but if you can't accept it, then you have to think about how to talk to the leader about this problem?

And then um, try to regulate it.

The company's actions are suspected of violating the Labor Contract Law.

The business adjustment needs to be re-concluded after negotiation between the two parties, otherwise it will be invalid.

According to the Labor Contract Law of the People's Republic of China (2012 Amendment):

Article 17 The content of the labor contract.

The labor contract shall contain the following clauses: (1) the name, domicile and legal representative or principal responsible person of the employer; (2) The worker's name, address, and resident ID card or other valid identification number; (3) The term of the labor contract; (4) The content of the work and the place of work; (5) Working hours, rest and vacation; (6) Labor remuneration; (7) Social insurance; (8) Labor protection, working conditions and protection against occupational hazards; (9) Other matters that shall be included in the labor contract as provided by laws and regulations. In addition to the necessary clauses stipulated in the preceding paragraph, the employer and the employee may agree on other matters such as probationary period, training, confidentiality, supplementary insurance and welfare benefits.

Article 35 Modification of Labor Contract.

The employer and the employee may change the content of the labor contract if they reach a consensus through consultation. Modification of the labor contract shall be in written form. The amended labor contract shall be held by the employer and the employee.

There was no way, at first I accepted it, but after I arrived in a new environment, I felt excluded. If the problem is serious, I'll ask for help.

I have personally experienced the transfer from department A to department B: the salary and benefits of the post remain the same, and the work content I am responsible for remains the same, only the organizational and personnel relations have changed. It turned out that I was in charge of the new ** in a group, and the marketing department also had a complete new ** team, their division of labor was relatively clear, and there could be more communication and linkage between the responsible ones.

Although I was skeptical of the leader's rhetoric at first: I was worried that my work performance was not good enough, and the boss thought that I Duan Heng was no longer suitable for his team, and wanted to kick me out of the hole under the pretext of wanting to kick me out.

But reason tells me that the starting point of the boss is actually correct, and the new ** who fights alone cannot achieve excellent results, and the energy of one person is definitely not as great as the team.

The next day, I also communicated with my boss sincerely, consulted him about my previous work performance, and after receiving a positive answer, I went to the new department with peace of mind. Also, it's very comfortable to work in the new department. A transfer like mine can be regarded as a successful transfer experience.

Let's talk about the transfer carefully.

Although in my personal experience of job transfers, job transfers are not necessarily a bad thing, for many people, job transfers are indeed a precursor to salary cuts and layoffs.

Moreover, the transfer brings you to a new organizational and personnel structure, which means that you need to be familiar with the new team environment, and you need to deal with new colleagues and new leaders, which requires time and energy to do the running-in, including the division of labor and work habits.

All of the above are the reasons why everyone rejects job transfer. But for us personally, no matter what the reason behind the transfer, the first thing we have to do is: confirm the work content and salary after the transfer.

If you change the content of your job after being transferred, you need to confirm whether you are still suitable for this company and this position according to your career plan.

If there is a change in salary after the transfer, if it is a salary reduction, it involves legal issues, it needs to be carefully considered and discussed, and if necessary, legal help can be sought.

After the salary increase is reported, the leader makes a transfer:

Leaders are reluctant to raise salaries and go to other positions to adapt, so that the person who proposes a salary increase will automatically dispel the idea.

If the person who proposes a salary increase has a strong bearing ability, he can borrow the leader to transfer to learn and improve, become a generalist in the work, and finally have a strong ability, must retain talents, and will also be promoted and raised.

You can communicate with the leader, indicating that you are more familiar with your current position, can better play your strengths, and contribute to the unit, and hope that the leader can consider it.

In this case, you can have two ...... to deal with it

1. Since you can only get a salary increase by transferring a post, then obey the distribution.

2. If you feel that the new position is not suitable for you, then refuse it......However, in such a situation, the desire for a salary increase may not be realized......

How to deal with it, think for yourself......

The leader is assigned to a position by the leader, and he thinks that you are suitable for which position, it may be that you are better at this position and can also get the salary you want.

It's okay to transfer posts, unless it's deliberately difficult, and you can only add it there, but you won't.