How to do a good job in the management of resigned employees

In the face of employees who have made up their minds, enterprises should fully understand their value, learn from the practices of well-known companies, and combine their own situation to conduct good relationship management for resigned employees.

1. Establish rules and regulations and form specifications.

Faced with the huge proportion of "active brain drain", more and more enterprises in China focus on recruitment, believing that "poached" employees are wealth and those who resign are losses. 80% of enterprises in China have detailed recruitment procedures, while less than 10% of enterprises have regulations on the management of resigned personnel. The so-called employee resignation management not only includes the usual interview retention, resignation procedures, non-competition agreement signing, post-resignation interview and relationship maintenance after employees leave the enterprise; More importantly, it also includes the establishment of talent retention mechanism, the prevention of employee turnover, and the crisis management brought about by sudden resignation.

2. Keep in touch and conduct personalized communication.

In the practical operation of employee relationship management, we should pay attention to two-way value exchange and personalized communication. The so-called two-way value exchange means that if the company expects the resigned employees to provide a lot of up-to-date information in the new environment, then the company itself must provide equivalent and valuable information for the resigned employees. Personalized communication refers to effective one-on-one communication according to the characteristics and personality of resigned employees, so as to effectively obtain information.

3. Be informal and encourage to come again.

Dr Malric, a senior expert of McKinsey, a famous consulting firm, said: "The new grass may look greener, but it is often not. When you use them for the first time, you may not find their true value and make corresponding promises, but when you use them for the second time, you can find gold mines. " Excellent employees who quit jobs return to the company with low employment cost and high loyalty. Many western companies tend to rehire employees who have left their jobs. IBM believes that employees who leave IBM will learn something after going out to work for a few years. If they are willing to return to IBM, the door of the company will always be open, and they will add new value.