How to avoid the phenomenon of "naked resignation" of corporate employees?

Resigning naked is also a very common phenomenon in the workplace. Most people will resign if they don't agree with each other, and then after going out for a trip, they will look for a new job, or they are not satisfied with the current situation. Due to the situation, I decided to leave the company, so I took a rather extreme behavior.

According to relevant surveys, some people believe that most of the people who resign naked are "white-bone spirits" in the workplace. They have strong overall quality and high work ability. They will choose to resign naked because they cannot bear the huge work pressure, which will cause problems for themselves. Take a day off to travel or take a vacation. Some managers also believe that with the current good talent market environment and easy job finding, those who dare to resign are usually middle- and low-level employees with little work experience. This group of people has fewer concerns and the cost of resigning is also lower. .

People who resign naked can be divided into three categories: 1. Newcomers in the workplace. 2. People with working experience of more than one year and less than three years. 3. Those with more than five years of work experience. They look forward to the realization of self-worth, improvement of self-ability, and improvement in salary and benefits.

For employees, it’s a great time to leave, but for the HR department, it’s unprepared and impatient. So how to avoid the occurrence of "naked resignation" among corporate employees? As a senior consultant of Wenfest, I would like to share some suggestions with you:

1. Strictly control the entrance and do a good job in recruitment.

To prevent employees from "naked resignation", we should first find the reasons from the source. When recruiting, companies must use the HR system to standardize talent recruitment and management, and search for the most suitable talents strictly based on the needs of the positions. Moreover, the company's HR can also conduct a corporate culture match test on the candidates based on the job requirements, and then pass The HR training system allocates training, so that training is done first and then on-the-job; for senior talents, HR needs to conduct comprehensive quality assessment and moral inspection. Entrance links such as job allocation and talent evaluation reduce brain drain from the root cause.

2. Shape culture and rectify the source.

Employee loyalty is an important indicator to measure the quality of corporate management. If employees are highly satisfied with the company, they will work hard to create value for the company; otherwise, they will be passive and slow down or even leave without saying goodbye. Faced with employees' "naked resignation", managers should fully reflect on themselves and reflect on whether their corporate culture respects, loves and cares for people, and whether it truly respects, trusts and cares for employees. At the same time, enterprises also need to use the barrier-free communication and feedback mechanisms provided by the system to adopt opinions, be alert at all times, build corporate culture with employees, and allow them to experience the fun of participating.

3. Provide opportunities and build a platform.

For those employees who encounter a "ceiling" in their career development, companies should provide them with enough space, especially those new generation employees who pay more attention to their career than material requirements such as salary and benefits. Whether career development is smooth and whether there is enough room for improvement. At the same time, as a business manager, you should not only understand the needs of employees, but also promptly discover the difficulties or development bottlenecks they encounter at work, and then open channels for them in terms of career development space to make them unshakable in their confidence.

Putting it into action is to conduct analysis and planning through the HR system, provide employees with training related to their career development and opportunities to improve their professional skills, and help them realize their self-worth. Enterprises must timely plan the new system to provide opportunities and build a platform for employees to grow, and display it completely and transparently through the HR system so that employees can see hope.

4. Fair internal competition makes employees feel "headed"

No one would like to have their hard work not recognized, but some "cheating" People who are "slippery" are highly valued. Therefore, an internal environment of fair competition is also extremely important to improve employee satisfaction, which can make employees feel comfortable and work hard. When employees have thoughts of leaving, managers should also ask themselves whether they are fair and just in all aspects of corporate management, such as recruitment, performance appraisal, salary, promotion opportunities, etc. Have boundaries such as age, education, gender, etc. been broken through to create equal competition opportunities for employees?

In Maslow's demand theory, material needs are the first level of human needs. Even though salary is no longer an absolute factor in choosing a company, in today's era of high prices, high consumption, and high monetary inflation, , the salary provided by the company is still one of the main factors considered by working people.

Therefore, enterprises can only formulate a reasonable salary system based on employees' work ability and labor intensity, as well as the salary level of the entire society, such as matching positions and salaries, setting up reasonable stepped salary, etc., so that employees can first start with salary. Affirm your own value to the company and enhance your self-confidence.

In addition, it is also necessary to balance the salary levels between new and old employees in the same position. Although most companies stipulate that employees must keep their salaries confidential, there is no airtight wall in the world. Company employees will know each other's salary status intentionally or unintentionally, and unbalanced salary packages will lead to unnecessary conflicts. In addition, some professionals also hope to improve their salary levels by changing jobs or quitting their jobs. According to surveys, in some developed countries such as the United States, by changing positions, salary income is on average 1.27 times more than the original position. This has also indirectly led to an increase in resignations caused by "unequal pay for equal work" in companies.