What do you think of TapTap s semi annual resignation payment policy?

Taptap's half-year "resignation greeting" is actually a layoff in disguise. For those employees who want to leave but have not yet made up their minds, this "resignation greeting money" may be the weight that leads to their final decision.

There is a leak of a taptap about the release of "resignation greetings.""The notice of the policy, but what is shocking is not the news of the notice of layoffs, but the compensation given by the company is n+6, such a layoff compensation standard is basically the highest standard of domestic enterprises that the author has seen in recent years.

According to this notice, TapTap has launched a policy of severance payment, which has been in trial operation since 2020 09 23. The scope of application is for employees who voluntarily leave and complete the work normally, and the company also emphasizes that the 6-month resignation greeting is to show respect and gratitude to employees.

The issuance rules are:Resignation Greeting Amount = Monthly salary before tax x 6 Employees who adopt the annual salary system, monthly salary before tax = Annual salary before tax for the current year 12

After reading this notice, the only thing I want to say is, atmosphere!

In the past few years, layoffs have become unaccustomed to us in the workplace, and it is already difficult for domestic layoffs to adhere to the statutory N+1 compensation standard. In the case of a public compensation standard like taptap, the author suggests that major Internet companies learn from it.

Layoffs, fair layoffs, justified layoffs, and layoffs with clear accounts, can also show respect and gratitude to employees, so that employees can be laid off with dignity. On the other hand, in order not to compensate or to give less compensation, major factories do not hesitate to frame and frame, conspire in the office, and play small tricks to force employees to express their positions and force employees to resign. What's more, he went to court with employees.

They are all business leaders, how can their consciousness be so far from others?

This compensation, compared with other Internet companies in China, is really too much conscience. For the employees of this company, it is really a very happy thing.

I think taptap's half-year resignation payment policy will first make the people who leave the company full of gratitude and have better opportunities for cooperation in the future. At the same time, it also allows employees to feel the security and culture of the enterprise, and work with more peace of mind.

TapTap left the company in half a year"Resignation greetings"The policy is also a kind of layoff in disguise, just feeling that you will voluntarily resign, rather than firing you and squid. Overall, the economic situation is not very good.

First of all, the company has its own considerations, and the company has the right to choose excellent employees, and employees also have the right to choose the ideal company, just like doing business, both people think it is suitable to make a deal, and the same is true for work, and they are optimistic about this severance pay policy.

Layoffs are a relatively small thing for companies, and in the workplace, we have become accustomed to this matter, and many companies in China can lay off employees, and it is very rare to achieve N+1 compensation standards. The company made public his compensation scale in order to attract more employees to join his company, which would also make it easier for the company to bring in more talent. You may be able to cultivate such a realm in the industry to attract older employees, from other companies to learn from the technology for their future development.

Taptap's half-year resignation policy is completely corporate culture, and it is a strong agent to unite employees, and it is a blessing for employees to be able to work in such a company, and no employee wants to leave in such a good company. Domestic companies should really learn from tap tap and attract the hearts of employees, which is the soul of a real enterprise.

This is a very heartwarming thing. This shows that the company attaches great importance to love and righteousness, and also values the old employees who have contributed to the company. In fact, working hard in the workplace, survival of the fittest, and those who are capable work hard.

If you can be promoted and reused, it proves that your work ability, treatment and personality attitude are better than others. It is precisely because you are very popular, able to take charge of yourself, and competent for the tasks assigned by your superiors, that the leaders trust you very much, and you can rest assured that you can deal with more complex and difficult things in the future, get greater opportunities for challenges and tests, and achieve greater achievements. Therefore, it is very important not to be afraid of hardships, dare to temper, guard against arrogance and rashness, insist on learning, and improve and enhance competitiveness.

Opportunities are left to those who are prepared, and life must be upright and honest in order to gather like-minded partners, help each other, and achieve greater goals with half the effort.

Taptap's half-year resignation greeting policy is the company's humanized care, so that the departing employees have the most basic living security.

In fact, this kind of policy suppression is just a temporary demand of the company, if you can't adapt to it should be eliminated by the company at this time, but I suggest you stick to it a little longer, because this policy is not for a certain person, but a correction to the unreasonable, so the current social companies are constantly correcting their profit costs. If they don't fix the rules, then their company will be close to going out of business.

Maybe after this policy comes out, there will be no employees leaving the job, because, after Ji Aneng resigned, he was given half a year of resignation, which is so handsome, and the treatment will be better if he is on the job.

If you can be promoted and reused, prove your ability to work, treat people and attitudes, better than others, popular, be able to take charge of yourself, be competent for the tasks assigned by superiors, leaders are happy and convinced of you, you can rest assured that you can deal with more complex and difficult things in the future, get greater challenges and test opportunities, and obtain greater achievements, so you are not afraid of hardship, dare to temper, guard against arrogance and rashness, insist on learning, improve and enhance competitive strength, it is very important, Opportunities are left to those who are prepared, and life must be upright and honest in order to gather like-minded partners, help each other, and achieve greater goals with half the effort.

I think this policy is still very good, full of human touch. But it is not suitable for the vast majority of companies, because it belongs to a kind of company that is done very well, has a good job, and it is easy to not leave, and if you leave, it is a party to the employer and the employee who feel that it is not suitable. In such a major issue of right and wrong, a little compensation in front of it is useless.

I think it's good to pay money for resignation, I think it's very difficult to pay for resignation now, and it will be a big part of it, improve the difficult life of the business, and on the other hand, it will also have a certain good impact on the development of the company, and it will have a kind of warmth for the company.

This is determined by a good cultural atmosphere and social tendency, and I think this is a very good policy, which should be taken care of by this, so that the lives of the unemployed can be well protected.

In fact, there is not necessarily a need to ask HR, the general regular company, for the entry and exit of employees are clearly regulated, since the questioner is not clear, there may be two reasons:

1. I didn't pay attention.

2. The company itself did not say.

If it is the former, I hope that working people can pay attention to it, even if they are on the job, they also need to understand how to go through the resignation process, especially those who are in management positions, if they are not even clear about this, how to manage it? ——A mature manager often needs to fire employees, so it is necessary to understand the relevant processes - even ordinary employees should be aware of it, because this is a necessary knowledge in the workplace.

Therefore, whether it is clear about entry, promotion channels, resignation, etc., is actually a measure of an employee's workplace maturity. Some employees develop well, not for no reason, because everything is paid attention to, in the same way, some employees do not develop well, there is also a reason.

As the saying goes: ask the right person, do the right thing.

Sometimes, the answers given on the Internet are actually not as appropriate as the real ones given to the right people. Because each company has its own rules, the answers given by others may be universal, but they may not be suitable for the company.

The above is the answer from another perspective.

Let's get straight to the question:

The questioner should first ask his or her immediate supervisor about it, explain his own situation, and ask how it is most appropriate to leave the company, and can send a copy to HR at the same time, and at the same time state that it is a personal reason, so as to avoid the direct leader being misunderstood.

If the leader replies that he can resign and use the resignation letter, then he can write a resignation letter and ask the direct leader to look at it first, and then formally submit it if there is no problem. Doing so fully reflects the respect for the direct leadership, and even if you leave the job, you will leave a good impression.

If the leader's reply is in other ways, if both parties agree, take other ways, and at the same time, go through other processes as required, such as handing over the company's mailbox, leaving the company group, saying hello to customers, etc. (the questioner has already said that the work has been handed over).

First of all, according to Huang Yimeng, CEO of XD, their salary should be the highest in the industry. During Chinajoy, Huang Yimeng also told me: Wang Xinwen (CEO of Lilith) and Big Viagra (Liu Wei, president of miHoYo) have complained to me, saying that Xinding's salary is too high.

Secondly, they have introduced a lot of deviant management systems: canceling non-compete agreements for all employees, implementing unlimited vacations, and discouraging 996 ......Now, coupled with this resignation greeting money, Xindong has become the most radical game company. We hope that everyone will work in XD not because they don't have a choice, but because they have taken the initiative to choose XD among many favorable options.

There must be people who think that Xinding is hype. But if a company can really implement all these systems, does it matter if it is hype?

The main purpose is to facilitate external independent financing.

1. Luo Yonghao was restricted by the investor, and after hiring Wu Dezhou, the former Huawei Glory executive, and his team with a high standard, he instructed Luo Zixiong to set up another portal, so that after Dying Technology was acquired by Huawei or other companies in the future, Luo Yonghao and Dying Technology-related technology and wealth would be hidden.

2. Hammer officially said that Hammer VR has been spun off before the press conference, and the main purpose is to facilitate independent external financing. Luo Zixiong, the leader of the VR team of Hammer Technology, and the employees of Hammer Technology, Guan Yanjie and Min Ningkang, newly registered and established Beijing Suosi Information Technology Co., Ltd. The company has completed an angel round of financing, and Hammer Technology is also a major shareholder.

With Luo Zixiong and Luo Yonghao's "sympathy for each other" in public over the years, it is hard to imagine that a "gorgeous" "designer" like Luo Zixiong would leave a "great idealist" like Luo Yonghao at such a critical moment.

The outbreak before 2020 was terrifying, and it took not only our lives, but also the normal lives of many people.

Many people's lives and normal survival have been greatly challenged, and the same is true for some companies, because even everyone in a foreign company cannot move normally and freely. Work can only rely on on-site collaborative work and online office. This has had a huge impact on some real industries.

Gree's financial report for the second half of the year shows that sales fell by 50% year-on-year compared with previous years, compared with previous years. The financial report shows that Gree's business situation in the first half of the year was not good, and it can even be said to be very poor. Although the impact of the epidemic is equal to the obvious impact of this type of industry.

However, compared with Midea, Gree's performance has declined very significantly.

This proves that the epidemic is not only the only element, but also the more important element is to isolate itself. Technology has been developing new businesses, but the new business is not currently boosting revenue, but is dragging down the old business. Now the epidemic situation is gradually advancing, and after the resumption of work and production in April, the impact has begun to gradually decrease.

Because Gree is mainly engaged in air conditioning, but the demand for installation and terminal consumption will be weakened. The most important thing now is to carry out **, if you don't try to improve the situation, Gree will only get worse and worse.

Recently, Dong Mingzhu also watched the live broadcast to bring goods, which is tantamount to good news. The decline in performance in the second half of the year is a very good proof that the sales model and business model need to be changed, and the business needs to be expanded. Treasure Xiaohua is just a result, but we should think carefully about the reasons behind it.

Why is the decline in the turnover of Midea Electric Appliances much less than that of Gree Electric Appliances, Gree is also promoting the new retail model, and the company is also steadily innovating, as well as expanding sales channels and changing internal management.

I believe that after the isolation after governance, it will still be an excellent company, and its financial report will slowly rise until it surpasses before.

Normal. The impact of the epidemic this year is too great, the performance of various industries has declined, and it is normal to buy less refrigeration appliances.

In fact, as an enterprise, it is normal for him to have a stage of performance decline, and it cannot be said that a company has been in revenue from its inception to its end, and this is not realistic. A short-term decline in turnover is a normal phenomenon.