Employees leave the company without warning, what should you do HR?

1 According to what you said, I think Xiao Li should have been dug up. It shows that you still don't know your employees very thoroughly, and you don't imagine what they want, what they want, and what you should do to your employees. If Xiao Li is really as you described, I think he should be very sought-after in the industry, this is very likely, the reason why there is no warning is because he does not want to leave any negative impact on the company before leaving, and feels that he should do everything well in one day on the job, which may also be his principle.

2. Concern and condolences to employees, understand their feelings outside of work, their attitude towards the company, clear rewards and punishments, and humanized system, so that they know the prospects in the company, and give more encouragement instead of criticism and education. At the same time, we believe that the value created by employees to the company is far beyond your imagination. Because people nowadays are very realistic, to put it bluntly, it is how much money is given to do how much work, which is a secret that employees do not say.

Nowadays, many people do things for the sake of money, so what you have to do is to not only satisfy him with his salary, but also make him feel that you are giving him more than he imagined. Such as rights, respect, and so on.

1. Xiao Li has been in the company for four years, and he is very familiar with the company's system and work style, and all companies have not immediately arranged salary increases, and he will not wait any longer.

2. There is a problem with the salary balance of the department manager, which indicates that the company's salary system is not perfect enough, and there is no reward mechanism for outstanding contributors and reflects more work and more rewards.

3. Other companies frequently meet with Xiao Li, but Xiao Li does not make a clear statement, which is a sign that the company found the crisis but did not solve it in time.

There are many such things, but there are few signs after all.

To avoid this kind of thing, one is to make a career development plan and use the future to attract. The second is to do satisfaction surveys to improve employee satisfaction. The third is to do a good job in external salary surveys and raise salaries for core employees in a timely manner.

1. Pay attention to employee satisfaction, do corresponding surveys, and pay more attention to employees' emotions;

2. Consider employees more, humanize, wage confidentiality system, reward excellent employees, communicate more, and give career development direction;

3. Care for employees, interview career development, ask their needs to meet the achievable needs, different people have different needs;

4. Resignation without warning, indicating that employees have greater complaints about the company;

5. Pay more attention to the dynamics of online employee resumes;

For many bosses, they usually want to keep their employees when they work in their own business. Because such employees are also very helpful to their enterprises, but if the boss is very harsh, or has a series of bad behaviors for employees, they will also think of letting such employees change jobs, because after all, for employees, they also want to find a better place. Then we can also see that some employees will also have some signs when they leave, and we also need to pay attention to this time.

You may not have the heart to work.

After all, for such employees, once they leave, they may go to competitors. This is also a relatively big threat to our own company, and employees usually do not want to work when they leave, and they will also confront their bosses at this time. If such a thing happens, it means that such an employee basically does not want to stay in the company, and if his boss dismisses him, he will also be able to get some compensation.

Want to spy on important files.

This is also a very good behavior for yourself, so when you have to face such employees, you need to take some measures to make such employees change their minds. In this way, it can be a very big guarantee for your own company. Because after all, for some employees like this, once they leave, it will take away the resources in their hands.

For some of these employees, if they work for other companies, they will also expose their companies to a series of threats. <>

We should also pay special attention to such problems, some employees will also do some snooping on some very important documents of their company before they want to change jobs. At this time, they usually want to leave their jobs, because they are no longer doing their own things, but want to do some other things, which means that they already have some half-heartedness.

As HR, I have to admit that I don't pay so much attention to the state of employee resignation, but there are indeed some signs when employees leave the company, such as being absent-minded at work, frequently playing mobile phone answering at work, and being more active than anyone else after work.

I noticed. If you are not particularly concerned about your work before you leave your job, and you often fish in troubled waters when you go to work, you will be particularly perfunctory in the face of the leader's conversation.

They are often lazy in the face of work in the final stage, and they will not complete the tasks assigned by the leader in time, they are messing around every day, and when they wait until the end of the month, they will put forward the idea of leaving, and they have noticed that in general, they are definitely not as attentive as before in the face of work, and they have become particularly casual, and they no longer communicate with others.

I noticed. There are indeed signs of employee leaving, and the first few days of leaving may be particularly loose and productive. There is something wrong with doing things, and I often make small talk with other people, and I don't care about my performance for the month.

will also often complain about the boss. These are all signs of employee turnover.

Before leaving the company, employees are not motivated at work, do not take their work seriously, and will often ask for leave. If you are not satisfied with the current situation, it is very easy to complain, and you are not satisfied with the current salary. When it comes to tasks, they often delay their completion.

Often absent-minded at work. Former colleagues will be contacted. Clean up your job and become mysterious.

Salaries and wages are clear.

1. Please be sure.

Bai recognized the resignation of the employee.

Reason, DU and why he did not leave the DAO after leaving the position2, generally speaking, the version of HR needs to confirm the employee's contribution and help to the enterprise, if the company feels that the value of the employee is quite good, then the second entry is not a problem, after all, it takes more time and cost to find a person to make up for the missing position, and then go through training and training.

3. If the value of the employee is not strong, dispensable, or even the company itself has the idea of retiring the employee, then it can be suggested that he look for better opportunities.

4. Of course, the most important thing is which step the employee resignation procedures have been completed, if the resignation application has been filled in, the employee has signed, and only the surrender is left, then the operability is relatively strong. If the employee is only verbal, or has not gone through the resignation process, then HR needs to be careful to prevent uncontrollable labor disputes.

Maybe the employee has something unspeakable, so give the employee another chance to see his performance.

If there is a written resignation report, you can ask the employee to go through the resignation procedures.

A: There are a number of circumstances that may lead to an immediate and decisive departure, as follows:

1.Unreasonable work requirements: If the company's working environment is bad, and the boss or supervisor puts forward unreasonable requirements for employees, which brings serious threats to employees' physical and mental health, or even involves work safety issues, you can consider leaving your job decisively.

2.If there is a serious conflict between the company's work content and your personal philosophy, and this conflict cannot be effectively resolved, or if the work content makes you bored and not satisfied with your own growth, you can consider leaving your job decisively.

3.Extreme company, department, or colleague culture: The company or department culture is too committed and rigid, which restricts good getting along and exchange of ideas between employees, which may lead to problems such as unsmooth work, lack of innovative thinking, and low efficiency.

And there are extreme colleagues or supervisors who insist on making things difficult or treating you with corporal punishment or words, in this case, you can consider leaving decisively and looking for a better working atmosphere.

4.Salary and benefits are lower than the market level: If the company's salary and benefits are far below the standard level of the industry and the company has repeatedly asked for improvement but the company has not responded significantly, and there is a better opportunity waiting for you, you can consider leaving decisively.

In short, leaving a job is a complex personal choice, which needs to be judged according to the individual's situation, feelings and career planning, if it is an emergency, you should carefully consider and avoid overly impulsive and sudden decisions, try to communicate calmly with the company or boss, listen to the opinions of both parties, and negotiate a solution.

Feedback should be given to the company's leaders in a timely manner, and a party or a wave of benefits should be planned, so that employees can be comforted under work pressure.

As an HR, you should quickly understand why employees are constantly quitting recently, so as to make corresponding countermeasures, and use this way to reduce the company's recruitment costs.

First of all, you will politely keep it, and if you really can't keep it at that time, then you can only agree, after all, the twisted melon is still not sweet.