If you can't keep people, you can keep your "heart"-management practice of resigned personnel

Why do employees leave their jobs? Of course, everyone has their own reasons, maybe it's too much overtime, maybe it's an obstacle to cooperation, maybe it's too little income ... In academic terms, an employee will strengthen his ties with the organization only when he feels that there is social exchange with the organization, strengthens his feelings for the organization, fulfills his commitment to the organization, strives to improve his performance and helps other members of the organization. Otherwise, he will choose to leave, which is the essence of resignation.

Any form of resignation will make managers unhappy, but it may be a starting point for resignees to satisfy their wishes. The problem here is that after a person resigns, the manager himself or the organization will no longer maintain the social exchange relationship with him, that is, the relationship between the two will be completely broken, and the loss of this relationship to the resignee will be less than the loss of the company.

How to treat resigned employees and how to establish social exchange relationship with the original company are the problems faced by managers.

I. Management Practice of LinkedIn Company

Hoffman, the founder of LinkedIn, wrote a book called Alliance: Talent Change in the Internet Age.

In the early days of LinkedIn, Hoffman focused on how to introduce new people effectively. However, with the continuous expansion of the company, Hoffman found that the number of people leaving the company is increasing rapidly. At the same time, on the platform of LinkedIn service, Hoffman found that employees of many companies began to develop their own informal "colleague network". Inspired, Hoffman began to contact the employees who left the company on 20 13, and set up two platforms for everyone to communicate. A platform is specially prepared for outstanding old employees who have performed very well in the company and have a smooth career development after leaving the company; On another platform, all employees, including current employees and former employees, can log in, and the latter platform has actually become a platform for business exchanges between new and old employees.

Second, suggestions on the management of resigned personnel

1. When employees leave their jobs, they must conduct exit interviews like recruiting new people. It is an art to decide at which level to talk, whether to talk to his superiors, to talk to the human resources department independently, or to talk to the main leaders according to their ability, on-the-job performance and future development route. The purpose of the conversation is to keep people and pay attention. And this test is the manager's model.

2. With the support of the company, the Human Resources Department or on-the-job employees initiated the establishment of a communication platform with the resigned employees. However, it should be noted that the essence of the communication platform is mutually beneficial cooperation. Therefore, the company must provide some material and spiritual benefits to these people who leave their jobs and be attractive. For example, we can invite some old employees who have contributed to the company to participate in celebrations and other activities frequently to affirm their contribution to the company during their stay in the company. Of course, the company can also obtain new employee information and market information based on this platform, and obtain good management norms.

3. Always keep this platform in a good emotional state to prevent it from becoming a channel to disintegrate the company team. It is necessary to set up a firewall according to the specific situation to prevent the relationship between resigned employees and on-the-job employees from being unfavorable to the company's development. You should choose a responsible administrator. If you use the WeChat platform, the group owner must choose carefully.

Thanks: "Get" and "Ning Xiangdong Tsinghua Management Tutorial"