The company is not doing well. The boss wants to lay off employees, do you want to resign yourself?

If the company is not doing very well, the boss wants to lay off employees. If you don't want to continue working here, you can choose to quit if you don't want to continue working here.

Don't resign casually, after all, it's hard to find a job, even if the boss dismisses you, you can also ask for a few more months of salary if the employee is dismissed for no reason according to the labor law.

Of course, if you have a better place to go, I suggest you quit. However, the company's business is not in good shape, and it is not the time to shake off, you should actively communicate with your boss to judge whether you are judging whether you are making a layoff list. If you are there, you will find the next home, and if you are not there, judge the company's situation, get through the difficulties together, and get a salary increase and promotion.

Do not resign directly, if you have not found a suitable job at present, and your working years are relatively long, it is recommended to wait until the unified dismissal, so that there will be a compensation, which is related to your salary and working years; And you already know that the unit is ready to lay off people, at this time you can start looking for a job and waiting for dismissal.

As for psychology, this is the company's poor efficiency, and it has nothing to do with personal ability or anything, so there is no need to be too sad, leaving this tree may get a forest, maintain a good attitude.

Deciding to quit right away is not a wise choice!

We won't discuss much in terms of economic interests, and many people have analyzed it thoroughly. From the perspective of personal development, the following points need to be sorted out. 1. What is the reason for the company's poor operating conditions, which is related to the future direction of the industry.

2. Whether it is appropriate for individuals to engage in the work of this position is related to the planning of personal career development in the future. 3. How relevant is the current job to the individual's life, which directly leads to how long the individual can live within a month after resigning from the job to finding a new job.

If you are currently engaged in the sunrise industry, it is just that the company's target direction is temporarily wrong. I am very good at my current job skills, and I feel very fulfilled every day although I am tired. Individuals have to repay loans, rent houses, and have nothing left every month.

In this case, no one should resign if they are instigated. Look at what your boss means, if you can't tolerate you in his eyes, then hurry up and find a job privately to gain time for seamless connection.

If you analyze it from other aspects, you can have more choices, or you need to adjust the suitable position. Then it doesn't matter sooner or later. The family has the conditions to lift their legs and leave, and the down-to-earth character is "riding a donkey to find a horse".

But it should be noted that no one has the ability to **. The boss still likes loyal employees. Maybe people will survive in a desperate situation after a while, otherwise Jitai is coming!

Just because a company is doing well doesn't mean it's okay to lay off employees at will. Layoffs are a serious decision that requires consideration of a variety of factors and compliance with relevant laws and regulations.

When deciding whether or not to make a layoff, businesses should consider the following factors:

Laws and Regulations: Comply with applicable labor and employment laws and regulations to ensure that the procedures for the removal of deporters comply with legal requirements and fulfill obligations under contracts and employment agreements.

Job Needs: Assess actual job needs and organizational structure to ensure that layoffs are necessary and justified, not just to reduce costs.

Principle of fairness: Adopt fair standards and procedures to carry out layoffs, avoid arbitrary discrimination or favoritism, and minimize the adverse impact on employees.

Employee rights protection: Provide reasonable compensation and welfare measures to ensure that affected employees are treated fairly after dismissal, and provide them with necessary support, such as career change guidance, unemployment benefits, etc.

Redundancies are a serious decision that should be taken carefully and in accordance with relevant laws and ethics to ensure that employees' rights and interests are protected. At the same time, enterprises can also explore other management methods and strategic adjustments to minimize or avoid layoffs, including improving efficiency, optimizing resources, etc.

Of course, this is possible, as long as there is a valid reason to make layoffs, it should be possible, but the compensation must be paid in accordance with the relevant laws and regulations.

Legal analysis: If serious difficulties occur in production and operation, personnel may be reduced. If the employee is terminated by consensus, no matter which one is adopted, economic compensation shall be paid, which shall be calculated according to the length of service of the employee in the company, and shall be compensated for one month's salary for each full year, and if it is more than six months but less than one year, it shall be calculated as one year.

If it is less than six months, half a month's salary shall be paid as economic compensation.

Legal basis: Article 41 of the Labor Contract Law of the People's Republic of China In any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees but account for more than 10% of the total number of employees of the enterprise, the employer shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees, the personnel reduction plan may be reduced after reporting to the labor administrative department

1) Reorganization is carried out in accordance with the provisions of the Enterprise Bankruptcy Law;

2) Serious difficulties occur in production and operation;

3) The enterprise still needs to lay off personnel after changing the labor contract, after changing the labor contract;

4) Other situations where the labor contract cannot be performed due to major changes in the objective economic conditions on which the labor contract is based at the time of the conclusion of the labor contract.

When reducing personnel, priority shall be given to retaining the following personnel:

1) Entering into a fixed-term labor contract with the unit for a longer period of time;

2) Entering into an indefinite labor contract with the unit;

3) There are no other employed persons in the family, and there are elderly or minors who need to be supported.

Where an employer lays off personnel in accordance with the provisions of the first paragraph of this Article and rehires the personnel within six months, it shall notify the personnel who have been laid off and give priority to the personnel who have been laid off with the first code under the same conditions.

Legal analysis: It is not that employees can be laid off if the business conditions are not good, and certain conditions need to be met for layoffs. If it is necessary to lay off 20 or more employees or less than 20 but more than 10% of the total number of employees of the enterprise under the corresponding circumstances, the employer shall explain the situation to the trade union or all employees 30 days in advance.

Legal basis: Article 41 of the Labor Contract Law of the People's Republic of China In any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 but accounting for more than 10% of the total number of employees of the enterprise, the employer shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees, the personnel reduction plan may be reduced by the family after reporting to the labor administrative department

1) Reorganization is carried out in accordance with the provisions of the Enterprise Bankruptcy Law;

2) Serious difficulties occur in production and operation;

3) The enterprise still needs to lay off personnel after changing the labor contract, after changing the labor contract;

4) Other situations where the labor contract cannot be performed due to major changes in the objective economic conditions on which the labor contract is based.

When reducing personnel, priority shall be given to retaining the following personnel:

1) Entering into a fixed-term labor contract with the unit for a longer period of time;

2) Entering into an indefinite labor contract with the unit;

3) There are other employed persons in the family who do not have a short answer, and there are elderly or minors who need to be supported.

Where the unit employing the person who used the personnel is laid off in accordance with the provisions of the first paragraph of this article and re-recruits personnel within six months, it shall notify the personnel who have been laid off and give priority to the personnel who have been laid off under the same conditions.

My company has indeed encountered great difficulties in the past three years, but did not choose to develop other side businesses, but carried out some necessary reforms, and the company's current situation is also very good, share how the company has done it in the past three years.

1. Strengthen the bond with employees.

We often say: "poor couples mourn", in the enterprise is not the case, when the enterprise is in difficulty, the most affected are the employees, depressed and resignation bureau Qin are a large number of Tong Yinbi. Communicate with your employees and do it!

Make employees feel like their boss is with them! Don't paint dreams all day long, let employees work hard, and can't see yourself desperate!

2. Cutting funds in all aspects.

When the enterprise is developing well, money is not a problem, and a bad habit of wasting is formed! And when there is a recession, it is important to review what expenses should not be spent, and eliminate waste, especially those fixed costs and costs that do not contribute to the bottom line! Some companies have even started to rent computers, leaving the core business and the non-core can be outsourced.

Layoffs are the last option to fight, first of all, we must cut corporate expenses and business, do not lay off employees at every turn, layoffs are easy to recruit people, and it is easy to leave a negative reputation for the company! Of course, worthless employees still have to be laid off!

3. Leaders visit the front line of business.

As the saying goes, "Chunjiang plumbing duck prophet", and the "duck" of many companies is a salesperson, so once a large number of a company's or excellent salespeople leave, it means that the problem is big! The boss of a good business must be that "duck" and have the ability to perceive the market!