Reason for resignation

Personal perspective

1. Personal reasons

2. Not adaptable to company culture

3. Low salary and benefits

< p>4. Lack of room for development

5. Discord with superiors/subordinates

6. Others: such as distance from home, marriage, family illness, etc.

Enterprise Perspective

Excessive organizational development leads to structural turnover

The current era can be said to be a golden age of rapid enterprise development. Many large enterprise groups seem to It popped up overnight. Especially for domestic enterprises, they have taken advantage of the domestic local advantages and policy environment to interpret business myths one after another and create business heroes one after another. But behind the rapid expansion of the enterprise, it is often the helplessness of the human resources staff: if the enterprise develops too slowly, employees may leave because they cannot see the future; if the enterprise expands on a large scale and the organization changes rapidly, A large number of new positions will appear within the company, which also provides new growth space for internal employees. However, in fact, companies often complain that the growth rate of employees cannot keep up with the development speed of the company, so recruiting new people has become a manpower source for many companies. The main tasks of the Resources Department.

In some companies, a large number of new people are being hired for management positions and even decision-making positions, which makes the company face a serious personnel management problem: the original managers are facing new management methods and concepts. It is easy to form gangs during the impact; there are too many new people, and the company cannot integrate in a short period of time; new employees, especially new employees in important management positions, each have their own work background and management philosophy, and there are difficulties in changing their original behavior. difficulty. In an environment full of new faces, if you want to stand out, you have to find ways to exert your influence. It is very likely that everyone will go their own way, so corporate political issues such as struggles for power and profit will arise, and the management platform of the company becomes the manager A battlefield of overt and covert fighting.

In addition, too rapid organizational development may lead to unclear organizational structure, chaotic processes, management vacuum zones or power struggles; if the management width of senior managers is insufficient, downward management will occur. Behavior that exceeds authority, leading to a sense of loss among middle managers, are all factors that lead to employee turnover. Under a group governance structure, the situation will become more complicated. For grassroots employees, if the management fails to form a unified management style, management method and concept, it means that they are at a loss. As a result, companies have worked hard to recruit talents, but managers often leave because they cannot achieve their goals, and junior employees are tempted to quit because they feel that the company's management is chaotic. As a result, many companies, especially fast-growing companies, are faced with this problem. They need a large number of talents, but have an excessively high employee turnover rate, which often results in many jobs being affected, and it seems difficult to find an effective solution. This kind of problem Resignations caused by the corporate governance structure not adapting to the company's development speed are what we call structural resignations.

As a rapidly growing company, if you want to solve the problem of turnover caused by excessive organizational development, the first thing to solve is not the company’s development speed, because companies must rely on development to survive. Therefore, what companies should carefully plan is the company's governance structure. Many so-called over-expansion and failure of domestic enterprises are often due to the lack of appropriate corporate governance structures and the inability to control the company's expansion. If the company can provide organizational guarantees for rapid expansion, it can enable the company's development speed to develop within a stable structural framework. In this way, even if a large number of new employees enter, each organizational unit will work within a relatively clear scope of authority, thus avoiding turnover caused by the above problems.

The gap between reality and expectations has become the biggest hidden danger for new employees to leave their jobs

After a beautiful human resources worker died, God promised that she could choose to live in heaven and hell for one day. Then decide where to stay. One day in heaven she felt leisurely and free; when she arrived in hell, she was greeted by beautiful scenery, enthusiastic colleagues and heartfelt blessings, sumptuous dinners and happy dances, and wonderful prospects. She knew that heaven was good, but she was more attracted to hell, so she decided to stay in hell. When she woke up the next day, she found herself standing on a desolate garbage dump, surrounded by garbage and filth. The devil approached her and made fun of her. She didn’t understand. Isn’t this the hell she longed for yesterday? How did it become like this? The devil smiled and said: “That’s because we were recruiting yesterday, and today you have become one of us.

”

This is not only a joke among human resources workers, but is actually a portrayal of the reality of many companies. Many personnel responsible for recruitment believe that in order to maintain and maintain the company’s external image, they cannot provide applicants with Negative information about the company. Especially when the company is eager to hire people, HR is faced with huge recruitment pressure. In order to complete the work tasks and attract new people to join the company, there is a possibility that the person in charge of recruitment will avoid certain issues intentionally or unintentionally. Paying attention to corporate culture, it is impossible to distinguish the difference between corporate culture orientation and negative information, and it is not clear what kind of people the company wants to join. Therefore, when recruiting, many companies like to portray the company as having a bright future, unlimited potential, and good provision. With development opportunities, competitive salary and benefits, and a humane working atmosphere, it seems that new employees enter a workplace paradise when they enter the company. However, when new employees actually enter and start to understand a company, expectations and reality arise. There is such a big gap, and people who thought they were in heaven actually ended up in hell, so some people will leave in a short period of time due to disappointment. Experience shows that the highest employee turnover rate is when the probation period is about to end and when they enter the company. During the sixth to eighteenth month, employees began to get to know the company gradually, and began to complain that the human resources department did not clearly introduce the company's situation during recruitment, and that the company's promises at the time could not be fulfilled, etc. People adapt to the environment quickly, stay and become key employees of the company; some people start to look for new opportunities and wait for opportunities to leave. In short, a huge psychological gap will lead to employee resignation, and this kind of resignation is often not recognized by company managers. Because when such employees resign, the reason for resignation column on the resignation form may only include simple excuses such as "personal reasons" and "family reasons", but will not explain their psychological dissatisfaction.

< p> Therefore, when recruiting, companies should provide applicants with real information, including work content, environment, policies and manager style, etc., put forward the company’s real expectations, and make real and achievable commitments, thereby avoiding employees’ Having too unrealistic expectations for the company. Of course, this is not to tell the candidates about the company's shortcomings, but to emphasize the positive aspects of the work without deliberately covering up the negative factors that affect employees' resignation. Encourage internal promotions and internal employees to recommend talents, because these people have already understood the actual situation of the company and the work content, and tell the candidates the real situation to make their expectations of the company more realistic.

Improper incentives cause core problems. Employee resignation

If the employees who resigned due to the previous problems seem to be more newcomers who have not worked in the company for a long time, then improper incentives will more affect those who have worked in the company for a long time. Employees who are of great value to the company or even have high positions directly lead to their resignation. In the company, 20% of the people create 80% of the benefits. These "20%" are the core employees of the company, and they control the company. Marketing channels, technical secrets, adapt to the company's operating model. Their departure will bring obvious or potential huge losses to the company. If the company cannot show enough attraction and cannot provide them with truly motivating management methods, it will be difficult to ensure the long-term development of these employees in the company.

There is a more extreme example: Xiao Xu is a senior marketing manager of a daily necessities company and is responsible for the company's marketing planning in Europe. The company highly recognizes his work ability and hopes that he can perform outstandingly in this job. It is planning to send him to Europe to explore the market. If this task is successfully completed, he may be promoted to the company's marketing director. For Xiao Xu, this means that his career will take an important step. However, what everyone did not expect was that on the day Xiao Xu planned to leave, he did not go to the airport, but went directly to the company and submitted his resignation to the company's human resources department. The vice president in charge and the human resources department couldn't figure out why the outstanding employees the company focused on training suddenly resigned without any warning? Xiao Xu resigned at this time, the company had no preparations, and the established work plan was completely disrupted.

For organizational development needs or out of consideration for employee rewards, companies often promote outstanding employees, but little consideration is given to whether these employees are qualified for the new positions and there is a lack of necessity. training.

After being promoted, many excellent employees are unable to meet the company's expectations in their new positions. Their evaluation in the company changes from excellent employees to unqualified employees, and they eventually have to leave sadly. This is the famous Peter Principle. What Xiao Xu is worried about is that after working abroad for a period of time, if he cannot adapt to his new position, he will not only face the risk of leaving his job, but also need to re-adapt to the domestic work and living environment.

Therefore, inappropriate incentive methods, although the company pays the cost, will lead to employee dissatisfaction or incompatibility, which will eventually become an accelerator of employee resignation, especially the resignation of outstanding employees. Most of them are related to improper incentives. . Incentive is a double-edged sword and the most risky management method in human resource management. When used well, it can boost employee morale and ignite employees' enthusiasm for work; when used poorly, employees may be dissatisfied or leave their jobs. Many companies think that promotion and salary increase are enough. In fact, the quality of employees is getting higher and higher. They have strong autonomy and desire to achieve. They need to pay more attention to aspects such as respect and the realization of self-worth. , they need more space. For their incentives, policies should also be formulated from a higher level. Especially for core employees, they will have different needs at different stages of career development. These needs are very personalized, and only incentives that meet their unique needs can be effective. For example, the improvement of corporate management level should give core employees more space to perform instead of a restrictive and repressive corporate culture environment; strengthen the distribution of power and responsibilities, giving them more opportunities to participate in decision-making, and ensure the sense of achievement of core employees; maintain organizational fairness, Provide training and learning opportunities, etc.

Signs

Editor

Frequent complaints and arguments

Employees frequently raising objections may be a way of delaying the formal announcement of resignation. Strategy. When receiving a new task or work request, employees may say, "Let me study it first," "I'm busy," or "I don't think this will work." In some cases, employees may even begin to complain about their work or start badmouthing their boss or the company.

Nick-taking

If employees frequently praise other companies’ corporate cultures and disparage their own company, this is a clear sign that they are likely to quit. Employees who are dissatisfied with their jobs will start comparing themselves to other businesses, just like a dissatisfied husband will compare his wife to other women.

Office phobia

Employees who are considering resigning often find various excuses to stay away from the office, such as taking many sick leaves, being late for work, etc. He may not go to and from get off work on time, find reasons to leave early, or he may use sick leave and work breaks to meet with the recruiting unit. A dissatisfied employee generally hates the start of the work week, so managers should be on the lookout for "Monday absentees."

Lower work efficiency

If a diligent employee suddenly becomes lazy, you should be alert. He may be less motivated to work and just complete the tasks assigned by his superiors. He may also delay the time limit for completing the work more frequently. He may also be insufficiently prepared for the next step of the work. Although many people mentally warn themselves to stand on the last post, they are actually absent-minded. Perhaps their enthusiasm has gone to the new position they are about to take up.

Decreased participation

Have employees who have always been active and active in meetings suddenly become quiet? Are you unwilling to participate in weekend employee activities for no particular reason? Has overall team engagement decreased? Being indifferent to everything at work is the biggest sign that an employee is about to leave. If a manager is planning to resign, he or she may become softer, more relaxed and less eager to meet deadlines.

Changes in Appearance

Small changes in a person's appearance and demeanor in the workplace can send important messages. The company requires formal attire to be worn at work, but a certain employee may not dress according to the regulations recently; an employee may usually dress more casually, but recently often wears formal attire, maybe he is going out for an interview.

The relationship with the people around me is no longer what it used to be.

I also show a kind of "self-esteem" when I flatter the leader; I like to spread gossip and make small reports and start to "self-discipline" "; People who are enthusiastic about "public welfare" activities no longer interfere randomly; even those who used to rush to open water and pour tea in order to build a good relationship with colleagues now stop working... It is not that these people know how to behave and have matured, but that they immediately If you want to leave here, there is no need to let yourself be wronged again.

Frequently asking for leave

If this person has always abided by labor discipline and never asked for leave easily and now suddenly starts asking for leave frequently, I am afraid that you need to consider whether this person is ready to change jobs. Asking for leave is nothing more than contacting New unit, or make some preparations for applying. It may also be to deal with personal matters. Now that you are ready to change jobs, you no longer need to be as active as before.

Send another resume online

What should I do if I search for resumes of current employees of my company on recruitment websites? If the employee is a poor or mediocre performer, ignore it—just wish they could move on and save the trouble. If it is an outstanding employee or senior manager, it should be reported immediately and privately to the superior in the Human Resources Department - why not the employee's direct superior? Because only the leader of the human resources department knows how to deal with the employee's resignation problem, telling the employee's supervisor can sometimes be self-defeating and make the employee leave faster.

I often pack up my things and move them home

An employee who resigned once talked about why he had to move his things home bit by bit: "I have a lot of affection for the company, and I can't bear to part with it." I was worried that I would be shaken if I left, so I moved back bit by bit, and then I asked to leave my job when everything was sorted out, so that I would have no way out.

But if it is. A professional employee will still work hard and be responsible as usual even on the last day of work.

Prepare in advance

Edit

No matter what. Whether you were fired or you decided to quit, you may be sad when you leave. You may not remember to do the right things, but here are five things you should avoid.

1. Don't scold your boss or co-workers even if you think they deserve it.

Emotions may be running high when you leave your job, especially if it's a bad break. You may want to impulsively tell. What do you think of your bosses and co-workers? Even if they really deserve it, don't do it. You never know who you will meet on the road and who you will have sex with one day. Instead of scolding your colleagues, it is better to hand over the work and leave a good impression on the company and your colleagues.

2. Don't damage the company's finances or steal things.

You may. You feel that you have been misunderstood by your boss. However, vandalism and theft are criminal offenses. Your actions may not only damage your reputation, but may also land you in jail.

3 . Don't forget to ask for a letter of introduction.

This may sound strange if you are leaving your job for unpleasant reasons. However, you will need to include this experience in your resume, so make sure you do so. Getting a good reference from the job, or at least a solid reference, is unrealistic if you were fired because of some terrible attack. If it is not such a serious matter, you can ask your boss for a letter of introduction, even if the letter of introduction does not have the expected effect.

4. Do not ask the person who takes over your job. Speak ill of your boss or co-workers.

First of all, it looks like you're just saying sour grapes. Secondly, your replacement will figure this out for himself. Finally, this can be detrimental to yourself because your co-workers may have had a completely different experience than you.

The only one who will make a fool of yourself is yourself. Guess what caused the bad relationship between you and your former boss, and suspect that it was all your fault.

5. Don’t leave without preparation.

There are always opportunities. It's reserved for those who are prepared, so you can't leave immediately without any preparation. Although you were emotionally satisfied at the time, if you haven't made relevant preparations before, your subsequent life will definitely be affected. Big impact.

Besides, resigning is not to avoid responsibilities or to vent emotions. Resigning is to adjust the direction of career development and achieve better career advancement in the future.

For those who are preparing to resign, it is best to determine the next job before deciding to resign. You can determine the next job before resigning, and then formally go through the resignation procedures. This is also very convenient. Effectively avoid the risk of resignation.

Relevant Laws

Editor

The Labor Contract Law promulgated on January 1, 2008 has certain regulations on when an employer can terminate a labor contract with an employee. The clear provisions are as follows:

Article 39 If an employee falls into any of the following circumstances, the employer may terminate the labor contract:

(1) During the probation period Proven to be ineligible for employment;

(2) Seriously violating the rules and regulations of the employer;

(3) Serious dereliction of duty, malpractice for personal gain, causing significant damage to the employer ;

(4) The employee establishes labor relations with other employers at the same time, which seriously affects the completion of the work tasks of the employer, or refuses to make corrections after the employer proposes;

(5) The labor contract is invalid due to the circumstances specified in Article 26, Paragraph 1, Item 1 of this Law;

(6) Being investigated for criminal liability in accordance with the law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

(1) The employee is sick or injured not due to work, and after expiration of the prescribed medical treatment period, he is unable to engage in the original job, nor is he unable to engage in another job arranged by the employer;

(2) The employee is not qualified for the job and is still not qualified for the job after training or adjusting his job position;

(3) The objective circumstances on which the labor contract was concluded have undergone major changes, resulting in the failure of the labor contract to be performed, and the employer has The unit negotiates with the employee and fails to reach an agreement on changing the contents of the labor contract.

The separation system formally promulgated by an enterprise must be based on legal provisions and be enriched and improved within its scope in conjunction with the company's own characteristics.

According to the provisions of the above relevant laws, after the labor contract between the company and its employees is terminated, in order to prevent the occurrence of labor disputes, the company needs to do the following:

Resignation of employees Procedure flow:

Edit

1. Conduct health examinations for employees engaged in jobs with occupational hazards.

2. Handle work handover.

Except for job handover, resigning employees should immediately stop engaging in all external business in the name of the employer. Transfer the work performed by the employee to another person or supervisor. Work handover can help prevent employees from leaving hastily, causing work disengagement, and reduce unnecessary economic losses.

3. Company property, documents and debt settlement.

While employees are in the company, the company should designate a designated person to receive property belonging to the company that is distributed by the company or controlled by the employee himself. And clean up all documents and materials kept and used by employees during their employment, such as customer lists, various charts and drawings, financial ledgers, work plans, technical materials, etc. In addition, when the labor contract is terminated or terminated, the company should check whether the employee owes the company debts during his employment, such as loans, compensation, fines, etc.

4. Return employee IDs and settle wages.

5. If the company proposes to terminate the labor contract, it shall pay economic compensation to the employees in accordance with the provisions of the Labor Contract Law.

6. Sign a non-compete agreement. If the company deems it necessary to sign a non-compete agreement, it will clarify the employee's corresponding obligations in the labor contract termination agreement.

7. Issue proof of rescission or termination of the labor contract.

8. Handle file and social insurance relationship transfer procedures. The "Labor Contract Law" stipulates that companies should handle file and social insurance transfer procedures for employees within 15 days after the labor contract is terminated.