What should I do if an employee is leaving? What to do if an employee is leaving

1.In general, employees should not be treated much worse than their peers.

2.The system needs to be enforced. Perfect management system.

3.The family affection of the system.

4.Communicate and communicate with employees attentively.

5.Retaining talent is more important.

There is no one-size-fits-all solution, only the most suitable one.

First of all, you need to be sincere + communication (there is no problem that cannot be solved, only people who solve bad problems) People's hearts are flesh and blood, and the usual sincere treatment, plus the "bitter heart" at this time, should be no problem.

Time, which requires you to commit to a time, such as 1 week, it also takes time to find people, and the salary issue can be negotiated.

Interim solution

1.When you leave your job, you must be formal and serious, and stop all the work at hand and concentrate on talking to him to show that you take this matter seriously.

2.Ask about the reasons and ideas of the period, and find out whether it is because of the development of each individual or the company. Some employees say that the reason for leaving is not embarrassed to talk about the company's problems at first.

At this time, it is necessary to talk sincerely, saying that the company attaches great importance to the feelings and development of employees, and if there is something wrong with the company that makes employees feel bad, please let us know. The management will not have a problem with him, but will thank him for pointing out areas where the company can improve. If the enterprise has a problem, it must accept criticism with an open mind, which is the best mirror to look at the enterprise.

3.Through the analysis of the pros and cons of his choice of You Liang, analyze whether this choice is the most suitable for his development from his point of view, including whether there are better resources, better room for display, whether the new position is more suitable for his personality, etc. If it is a veteran employee who leaves, he can talk more about the battle moments he has experienced before, which arouses the resonance in his heart; If it is a new employee, it is better to use the company's future development and ideals to convince him to stay in the existing company.

4.He insisted on going to Monah, and his choice was indeed beneficial to him. If it's really beneficial, bless him and see if you can help him.

Even if an employee wants to start his own business, if you approve of the employee, you can contribute money and resources to take a stake in his startup.

If it's a job you've done before, and now you want to go back to work again, if it's your own resignation, then you can tell your boss now, boss, are you short of people in your company now? If there is a shortage of people, I want to go back to work. If the boss still uses you, he will give you a positive reply.

Early resignation. Regarding early resignation, the employee still tries his best to find a reliable reason before leaving, which is to save face for you, and he doesn't want to say how bad your management is, and he is very disappointed in you. If you think about it, it's really human nature. As a manager, you must be willing to reflect.

Indeed, instead of complaining that departing employees are disloyal and unable to advance and retreat with the company, managers should look for the reasons themselves. See if there is anything sorry for the employees, whether there are any frequent heartbreaks for the employees, whether the salary distribution and payment are reasonable, etc. After analyzing your own causes, find ways to improve and avoid making the same mistakes in the future.

Some managers are not, after the employee resigns, he will all kinds of obstruction and complaints, sometimes even obstruct the normal resignation process of the employee, for the usual problems we encounter, I would like to share my advice to all friends in the workplace.

To leave a job is to leave an existing position. Employees of public or private institutions are discharged from their positions due to retirement, resignation, suspension, dismissal, death, etc. With regard to the resignation of an employee, the employer shall go through the resignation procedures, and if the resignation is initiated by the employee himself, the employer shall issue a resignation certificate to the employee.

The resignation certificate is used to prove the termination of the employment relationship between the employee and the original employer, and is used for the second employment of the employee for review by the new employer. If an employee resigns and needs to issue a resignation certificate from the original employer, the employer has the obligation to issue a resignation certificate for him/her. However, if the employee does not say goodbye, the employer shall treat it as absenteeism; If the time limit for absenteeism is exceeded, the employer may terminate the labor contract.

Therefore, for employees who leave the company, the employer should strengthen the management of the resignation procedure, i.e., stipulate the resignation procedure. If an employee resigns in accordance with the resignation procedure, the employer shall issue a resignation certificate to the employee; If an employee fails to resign in accordance with the resignation procedures, the employer may deal with it in accordance with the disciplinary violation. The most taboo for the employer of the departing employee is not to deal with it, that is, the employee does not look for me, and I do not look for the employee, and this management method has legal risks.

Article 36 of the Labor Contract Law of the People's Republic of China The employer may terminate the labor contract if it is consistent with the labor union and the land businessman. Article 37 of the Labor Contract Law of the People's Republic of China 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 50 of the Labor Law of the People's Republic of China Wages shall be paid to the workers themselves in the form of money on a monthly basis. Wages shall not be deducted or unjustifiably delayed.

1. Self-resignation:

According to the relevant provisions of Articles 36 and 37 of the Labor Contract Law, the employer and the employee may terminate the labor contract if they reach a consensus through consultation, but the employee shall notify the employer in writing 30 days in advance, and if the employee is within the probationary period, it is required:

Notify the employer three days in advance. Therefore, for those who resign on their own, attention should be paid to checking whether they submit the resignation within the time prescribed by law, and at the same time, they should be required to fill in the "Resignation Application Form", and the resignation procedures can be completed with the consent of the employer. Here, it should.

Special attention should be paid to the fact that if the employee needs to compensate for the losses caused by the employer during his or her employment, the compensation should be settled together with the employee's resignation.

2. Dismissal and resignation:

If an employee violates the relevant provisions of Article 39 of the Labor Contract Law, the employer may unilaterally terminate the labor contract. Article 43 stipulates that an employer shall notify the labor union of the reasons for unilateral termination of a labor contract in advance.

Therefore, we suggest that if the employer gives a dismissal sanction under the six circumstances stipulated in Article 39 of the Labor Contract Law, the employer should first notify the trade union, and if the Wang Min trade union agrees to the dismissal sanction, the personnel department shall prepare a "Reward and Punishment for Employees".

notice", which is an effective announcement within the scope of the unit. On the effective date of the announcement, the personnel department shall prepare the "Employee Reward and Punishment Notice" and deliver it to the employee himself, and the employee will directly handle the resignation and handover procedures with the notice.

Here, special attention should be paid to the situation of the employee mentioned in the above-mentioned case who did not leave without any resignation application, and similarly the employee who should be dismissed for serious violations of discipline and rules and regulations did not say goodbye, or the employee did not submit the resignation application within the prescribed time.

If these employees leave without saying goodbye for a certain period of time and meet the dismissal circumstances stipulated in the rules and regulations of the employer, they may be deemed to have "seriously violated the rules and regulations", and the personnel department shall notify the labor union with the consent of the labor union.

The "Employee Reward and Punishment Announcement" was issued, and the labor relationship between the two parties was terminated from the effective date of the "Employee Reward and Punishment Announcement". At the same time, the employer shall urge the employee to handle the work handover in the form of a Notice of Termination of the Labor Contract within a reasonable period of time.

Formalities. If the employee fails to come to handle it within the time limit after being reminded, it will be deemed that the employee has waived all his rights. The employer has the right to claim compensation for any loss caused to the employer.

3. Resignation in accordance with the termination of the labor contract

If the employee meets the conditions for termination of the labor contract stipulated in Article 44 of the Labor Contract Law, the personnel department of the employer shall issue a Notice of Termination of the Labor Contract and serve it on the employee within 30 days before the expiration of the termination circumstances.

Notice of Termination of Contract" in order to go through the resignation procedures. If an employee disappears or dies for any reason, the resignation and handover procedures for the termination of the labor contract shall be handled by the department head with the Notice of Termination of the Labor Contract.

I think you are a very responsible person for your employees, and you know how to think about it, report it immediately, or take a break from the banquet. I think it's very important for you to leave the position of the employee hall? If this post can be delayed for a few days, you had better delay reporting for a few days to give employees a consideration, if this position is very scarce and very anxious, then you have to report immediately.

Generally, it is necessary to find out why the employee left and can't stay, so he should report it!

Of course, I went to work right away, of course I went to work right away, so why should I leave a few days to go to work? Why?

It should be immediate, escalated, beneficial to you and beneficial to others.

Since someone is leaving, he must find a little report to let the leader know. So report it early to see what the leader thinks and how to arrange, so that you can implement it.

1. What should I do if the company forces employees to resign?

If the company forces the employee to leave the job, the employee may refuse to leave the job, and if the employer infringes upon the legitimate interests of the employee, the employee may apply for labor arbitration to protect his rights.

Law of the People's Republic of China on Mediation and Arbitration of Labor Disputes

Article 2 This Law shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China:

1) Disputes arising from the confirmation of labor relations;

2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts;

3) Disputes arising from removal, dismissal, resignation, or resignation;

4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection;

5) Disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.;

6) Other labor disputes as stipulated by laws and regulations.

Article 5 In the event of a labor dispute, if the parties are unwilling to negotiate, fail to negotiate or fail to perform after reaching a settlement agreement, they may apply to the mediation organization for mediation; If the applicant is unwilling to mediate, fails to mediate, or fails to perform after reaching a mediation agreement, he or she may apply to the Labor Dispute Arbitration Commission for arbitration; If a person is dissatisfied with an arbitral award, he or she may file a lawsuit in the people's court, except as otherwise provided by this Law.

2. Under what circumstances there is compensation for employees who resign

Whether there is compensation for the employee's resignation mainly depends on the reason for the resignation: if the employee resigns for personal reasons, there is no financial compensation; If the employee resigns due to the company's illegal acts, then the company should pay financial compensation, the main violations are:

1. Failure to provide labor protection or working conditions in accordance with 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 those who are late in labor;

5. The employer uses fraud, coercion or taking advantage of the danger of the employee to make the labor contract enter into or modify the labor contract contrary to the true intention of the employee, resulting in the invalidity of the labor contract;

6. The employer forces the worker to work by means of violence, threat or illegal restriction of personal freedom, or the employer directs or forces the laborer to perform risky work in violation of rules and regulations, endangering the personal safety of the worker;

7. Other circumstances under which the employee may terminate the labor contract as stipulated by laws and administrative regulations.

If the company forces the employee to leave the job, the employee can refuse to leave the job, and if the employer infringes on the legitimate interests of the employee, the employee can apply for labor arbitration to protect his rights. If you need legal help, you can continue to consult, and a professional lawyer will answer for you.