Is employee turnover a problem for the company or a problem for the leadership?

1. Good leadership is more important than a good company.

Joining the Huashan faction is still possible to meet Yue Buqun, and living on the street may also encounter the Seven Monsters of Jiangnan. Therefore, the environment is not the most important condition for cultivating people, but leadership is.

2. A good leader can help his subordinates solve problems.

There are probably two reasons for resignation, either there is less money, or people are wronged. Although the former is not decided by the leader, a good leader will definitely strive to maximize the interests of his subordinates, and will not eat and drink spicy food by himself, so that you can drink the northwest wind in the corner. As for the latter, it should depend most on the leadership, so I won't go into details.

3. Leaders are not good, and it is a matter of time before employees leave.

There are two kinds of resignation around me, one is that I can't meet the job requirements and work pressure, and I take the initiative to leave. One is to follow the original leader and see no room for progress. The former is not mentioned, the latter is definitely the reason for the leadership.

Especially a selfish leader who can't listen to the opinions of employees will end up betraying his relatives sooner or later.

So, once you meet a good leader, roll up your sleeves and follow suit. Even if the wings are stiff and independent in the future, everyone can still be friends and learn from each other. Otherwise, either the leader will be fired, or he will leave and find another job.

Mostly for the reasons of the employees.

During the interview process, there is a trick called:Others evaluate and askAs a leader, you can try this method and use a third-person perspective to explore the real reasons for leaving. Generally speaking, there are only three real reasons for leavingOne is that the salary is unreasonable and there is no hope of an increase, the other is that he is unhappy at work and wants to change the environment, and the third is that he cannot meet the company's requirements for job competency and is forced to leave.

For example, if you ask an employee about the reason for leaving, he says that the previous department or company management was chaotic, which would often hinder the smooth development of work, so he wanted to change the environment in order to work better. At first glance, this sounds really reasonable, and if you give an example, he can also give you a few examples that you also think are responsible for the blood. But at this time, if you ask him,Let him say something about what his previous leaders had said about him, guide him to let him talk about some of the evaluation words of the previous daily work leader, the evaluation of the leader during the performance appraisal, or some of the leader's views on him when he leaves, you can see the problems of some employees or whether the way to solve the problem is reasonable from the perspective of the leader.

Perhaps in addition to the unreasonable management of the leader, he also quarreled with the leader, and the leader was not satisfied with him, so the reason for his real resignation was that he was unhappy and wanted to change the environment or was forced to resign by the company.

You can alsoAsk some of the employees what their friends and family members think about him on a daily basisAt this time, he will generally cooperate with some examples of his getting along with friends and family to prove that his evaluation is true and reasonable, and the leader can also see the pattern of his relationship with the people around him, so as to judge whether he can get along well with the members of the current teamWhether he left because of a bad relationship with his former colleagues.

If you think he may have left because of a previous low salary,You can ask his colleagues and friends what he thinks of his abilitiesAlthough you are asking about the evaluation of his ability by the people around him, in fact, what he gets is more about his own optimization of his own ability, so as to judge his expectations of himself, and then ask about the expected salary, perhaps the answer will be more real than the answer asked at other times, because, he has entered the thinking environment of this value judgment, although he will optimize the evaluation of his ability, but in his heart he has a more real answer. When you ask if you are basically satisfied with the salary offered by the company before, you can get some very real reasons.

As a company leader or interviewer, I think that every real reason for resignation cannot be used as an important factor in whether an employee is qualified for the position, and more importantly, through the reason for resignation proposed by the other party to delve into the professionalism and problem-solving ability of some employees.

As a leader, you can ask employees the real reason for leaving in the following ways:

Face-to-face communication with employees: Before employees leave the company, you can have a face-to-face conversation with them and ask them why they are leaving. It's a way to make employees feel respected, and it's easier to get authentic.

Conduct exit interviews: Dedicated exit interviews can be scheduled to ask employees about their reasons for leaving. During the interview, employees can be allowed to express their opinions freely and express their willingness to improve the work environment.

Issuance of resignation questionnaires: Resignation questionnaires can be issued to ask the reason for the employee's resignation. This allows employees to have more freedom to express their opinions before leaving.

Stay in touch with employees: After an employee leaves, you can continue to contact them and ask about the reason for leaving. It's a way to make employees feel respected and more authentic.

Overall, as a leader, you should maintain open communication with employees, respect their opinions, and listen carefully to their suggestions to improve the working environment.

1.money, not in place;

2.Heart, wronged.

At the end of the day, these are just one of them: a bad job.

Before leaving, the employee tried his best to find a reliable reason, that is, to save face for you, and he didn't want to say how bad your management was, and he was very disappointed in you. If you think about it, it's really human nature. As a manager, you must be willing to introspect.

With a team, you have to ask yourself, why do people follow you?

Lead the team to do these 8 well.

1) Give people fish: give employees money to support their families;

2) Teach people to fish: teach employees to do things methods and ideas;

3) Teach people to desire: stimulate employees' desire to improve, let employees set their own goals;

4) Teach people to be entertained: bring happiness to work and make employees feel happy;

5) Teach people to be foolish: Tell the team to do things solidly and steadily, be wise and foolish, and not take shortcuts and opportunistic shortcuts;

6) Teach people to meet: give the opportunity to create, learn and develop the team, and achieve life;

7) Bestow reputation: Help team members to obtain the praise of the spirit of the gods, fight to become more valuable people, and glorify their ancestors;

8) Teach people to the universe: rise to the soul level, realize the wisdom of the universe, and enjoy the life without confusion.

Actually, I can't ask.

The reason why employees want to leave is not because of salary, but because of the company's management system. The resignation report is definitely written on personal development needs. As a leader, unless the employee who is leaving has a particularly good relationship with you, it is impossible to tell you the real reason for leaving.

Chasen. Employees want to leave must be unhappy and dissatisfied, you can first understand whether your company's salary level has reached the industry average, whether it is because of the salary of the reason that the employee wants to leave. If it is not a problem of salary, that is, there is a certain problem in the company's management, which is commonly known as corporate culture, whether a company's corporate culture is suitable for this employee, and whether employees can stay in the company stably is an important reason.

As a leader, you definitely need to take time to talk to employees, to understand the thoughts of employees through daily contact with employees, sometimes he may be wronged, and want to leave after a long period of accumulation, if you find the problem at the first time when the problem fails, the employee's problem is solved, he will also have a sense of belonging. This kind of timeliness requires you to take a certain amount of time to talk to your employees.

If you talk to your employees a lot, you'll be able to know what they're thinking.

Legal analysis: According to the law, the employer will issue a certificate of dissolution or termination of the labor contract after resignation, and the employee shall also handle the work handover in accordance with the agreement between the two parties.

Legal basis: Article 50 of the Labor Contract Law of the People's Republic of China The employer shall issue a certificate of dissolution or termination of the labor contract when dissolving or terminating the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days. The worker shall handle the handover of work in accordance with the agreement between the two parties.

Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover. The employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.

1. Don't tell your boss and colleagues the real reason for your resignation, especially don't say which company you ask to work for. If you go to a better development platform, don't just reveal it to your leaders and colleagues. Nowadays, the hearts of people in society are too complicated, and the relationship between leaders and colleagues in the workplace is to put it bluntly, and it is a relationship of mutual use, which is linked by common interests.

Human nature is sometimes very strange, and it will not be compared with the best, nor with the worst, but always likes to compare with people who can be seen around him, who are about the same level as him, and who have real interpersonal relationships. Except for your loved ones, no one will really look forward to you, especially colleagues in the workplace.

2. Since you have submitted to resign, you must complete the handover procedures as soon as possible, leave as soon as possible, and leave enough time to prepare for the new job. The Labor Contract Law stipulates that the resignation of employees is a one-month handover period, but it can be flexibly grasped according to the actual situation, and the length of the handover time can be negotiated with the company, provided that the work cover is handed over well.

3. Since you are about to leave the company, don't take the leader's attitude towards you too seriously. We are all colleagues who meet in the workplace, don't be demanding that leaders and colleagues show so enthusiasm and nostalgia for you when you leave, even if you do it, it may not come from the heart.

The reasons for employee turnover should be analyzed and corrected. In this way, the cohesion of the company can be increased.

Leaving a job is a personal decision, and everyone has their own thoughts and reasons. If you've made the decision to leave, the leader's promise may be just a temporary comfort, or an attempt to keep you.

However, if you are going to consider the promises of your leader, then it is advisable to do a thorough assessment of your job responsibilities, work environment, salary package, etc. If you think these issues have been well resolved, then you can consider staying.

But if you've already decided to leave and you think it's already your best bet, I suggest you communicate clearly with your boss and express your thoughts and why. At the same time, thank the leader for the opportunity you have provided and do a good job of handing over the work before leaving. This is an opportunity for you to move forward, and you need to maintain a positive attitude, look for better jobs and development opportunities, and take advantage of future opportunities.

Proposing to resign, whether it is for Li Chamao's employees or the company, there will be a series of pros and cons.

Pros: 1Employees can change careers and development directions, find better development opportunities and salary packages, and achieve their career goals.

2.Companies are also able to optimize their organizational structure, restructure their business units, reduce payroll costs, and improve efficiency and profitability through employee departures.

3.Offboarding can foster change and innovation between employees and the company, opening up new opportunities and challenges for each other.

Cons: 1Leaving a company can lead to unstable composure and require extensive and planned personnel changes, not only to recruit new employees, but also to spend a lot of time and resources training and motivating new employees.

2.When employees leave, they lose their contacts and workplace resources, which may affect their career development and may also reduce the company's reputation and business quality.

3.If an employee leaves due to unfavorable factors, such as company culture, management systems, or leadership styles, steps need to be taken to address these issues to avoid another employee departure.

To sum up, although the proposed departure may have some unprofitable implications, it is an opportunity for employees to develop themselves and achieve their career goals; For companies, it is also possible to change the structure and optimize the core business to achieve greater benefits.

First, it is possible for Ranno and the staff to understand the real reason for his resignation, and at the same time to understand the real reason for his resignation with his friends or colleagues.

The second is to understand the situation and see if it can help him, so as to retain him.

Third, if you can't keep it, not only comfort him, thank him for your support for your work, but also bless him, hope that he can find a good job soon, step by step, and look forward to him coming back often.