Why are so many employees leaving? How many were fired?

Why do companies leave so many employees but so few are laid off? My view on this issue is that the main reason is that the rights between employees and corporate employers are not equal. Although corporate units have signed labor contracts with employees, basically the rights of employees in the contract are one-sided and controlled by the company. The contracts are all It's good for the company, but bad for the employees. Those who break laws and regulations are all corporate units. When employees' rights and interests are infringed, individuals are unable to fight against the unit. Rights protection takes time. Even if the lawsuit is won but money is spent, the gain is still not worth the loss. Therefore, when it comes to this issue, most employees choose to remain silent as the best option.

As for why so few employees have been laid off by companies? In fact, in some units, employees are not fired at all. Because the lifeblood of employees, wages and remuneration, are in the hands of the company boss. Employees are like little ants that are pinched in the hands of the company owner as much as he likes. It is up to him alone to decide how much salary he wants to pay to the employees. You Say, what else can a business owner do to be happy? If he fires such a good and disciplined employee, is the boss really sick?

Generally, the reasons for resigning are nothing more than the following.

1. I feel that the income is not proportional to the effort, the income is not as expected, and the talents are not recognized, so I want to have a better development.

2. The income is okay, but I am not happy at work. I don’t like the leader’s way of doing things, and I hope to have a better working environment and atmosphere.

3. I feel that there is not much room for promotion and my future is slim. I want to change to a different place to better realize my values ??and ambitions.

From the perspective of the universal reality in the workplace, except for the behavior of special companies in special stages, the number of employees who voluntarily resign does indeed exceed the number of dismissals. Employee turnover is a direct driver of human resource flow in the market. On the whole, voluntary resignation can ensure the rationality and orderliness of the flow of human resources and meet the interests of enterprises, individuals and society. On the contrary, if the flow of human resources is mainly based on dismissal, it will seriously endanger personal career development and development. It is also not conducive to the harmony and stability of enterprises and society.

Enterprise or organizational factors are one of the key factors influencing employee resignation. Considering the advantages, disadvantages and risks of the enterprise itself, it is more inclined for employees to leave voluntarily.

1. Enterprise cost dimension: employees tend to resign voluntarily

For enterprises, the cost of resignation mainly includes three parts. They are compensation costs, inefficiency costs and vacancy costs.

For enterprises, the cost of inefficiency and vacancy costs depend on the management capabilities and efficiency of human resources, and the direct impact of resignation is the compensation cost.

A. The cost caused by an employee's voluntary resignation is relatively low

An employee's voluntary resignation is a personal and professional behavior in which the employee is unwilling to continue to perform the labor contract for some reason. This behavior has two basic characteristics:

First, employees are unwilling to waste time and hope to actively end the labor relationship.

Secondly, employees’ main purpose is to resign, so the compensation cost to the company is relatively low.

B. The costs caused by companies dismissing employees are relatively high

Compared with employees voluntarily leaving their jobs, there are generally three common situations in which companies that are operating normally dismiss employees:

First, if employees are incompetent and remain unqualified after training, reassignment, etc., they can only be eliminated voluntarily in the end.

Second, employees violate laws and regulations or company systems, and their personal behaviors cause losses to the company or society.

Thirdly, due to unfavorable operations, forced layoffs.

2. Enterprise risk considerations: Employees tend to resign voluntarily

In the actual workplace, employee resignation will cause risks to the enterprise. Generally speaking, there are three main categories:

Resource loss risk. Risks such as confidentiality leakage, customer loss, and talent loss arise due to employee resignation.

Legal Risks. For example, labor arbitration and other legal disputes based on labor protection.

Vacant job risk. There is a temporary lack of manpower, resulting in a shortage of personnel in specific positions.

A. The risk of employees voluntarily resigning is relatively small

If an employee voluntarily resigns, the handover can be handled in accordance with human resources procedures. During the handover period, the company can control the risks of resources and vacant positions.

B. The risk of dismissing employees is higher

Dismissing employees is an act of forcibly ending the labor relationship. Under normal circumstances, the conflicts between the two parties are relatively large and the relationship is relatively tense. On the one hand, both parties have strong claims for their respective interests; on the other hand, it is very easy to intensify the conflicts between the two parties and cause obvious legal disputes.

3. Enterprise management considerations: Prefer employees to resign voluntarily

For enterprises, human resources management emphasizes two points. On the one hand, an enterprise must have a relatively harmonious labor relationship in order to ensure labor efficiency; on the other hand, it must try its best to protect the enterprise's social reputation in order to facilitate the healthy development of the enterprise. Based on this, in the management of labor relations, enterprises try to avoid conflicts and contradictions and try to maintain a positive image among employees and society.

A. Resignation has less impact on management

Employees may resign based on certain factors. Even if they resign unwillingly and unhappy, after all, it is the employee's own choice. The psychological and emotional impact on other employees is relatively small, and the company's management measures or order will not be affected.

B. Dismissing employees has a greater impact on management

Compared with employees voluntarily leaving their jobs, dismissing employees has two obvious differences.

First, it has a greater psychological impact on the team. Once the control is not good, it will directly dampen the enthusiasm of the team and cause organizational inefficiency.

Secondly, it has a bad reputation for the company. Dismissing employees can easily obliterate or damage the positive image of the company, and even cause some negative social effects, causing passivity and embarrassment in internal management.

Enterprises are unwilling to take the initiative to lay off employees because of their own operational considerations. From another perspective, employees don’t want to be fired. Rather than being fired, it is better to resign on their own initiative.

1. Career cost considerations: Employees tend to resign voluntarily

For individual employees, the main costs of resignation include three aspects:

First, the loss of wages due to resignation.

Secondly, the sinking of existing knowledge and skills

Thirdly, the cost of vacant positions before new positions are hired

A. The cost of voluntary resignation is relatively low

For employees, voluntary resignation represents personal initiative in career planning and choice. Before leaving your job, you are generally mentally prepared and have plans for what will happen after your job.

B. The cost of passive resignation (being fired) is relatively high

Unlike active resignation, employees are generally fired suddenly and are generally in a more passive state. In this case, on the one hand, the sustainability of your salary is greatly affected, and on the other hand, the orderliness of your career is also greatly affected.

At this time, the cost of employees’ skills silence and the cost of vacant positions will increase significantly. Faced with the fact of resignation and the uncertainty of the future, the losses cannot be assessed with simple salary.

2. Occupational risk considerations: Employees tend to resign voluntarily

The "occupational risk" here refers to the personal legal risks, interest risks and career risks caused by resignation. Resignation is an act of ending a labor relationship, and it is also an act of liquidating responsibilities and interests from a legal perspective. At this stage, companies will face risks in terms of costs and benefits, as will individuals.

A. The risk of voluntary resignation is small

For individuals, the resignation stage means the separation of interests between themselves and the company. This kind of cutting is not only simple payroll accounting, but also includes the liquidation of financial expenses, administrative assets, business interests and other aspects. These factors are evident from the resignation procedures form. In the state of resignation, both companies and individuals are highly sensitive, and both parties will try their best to advocate for their own interests. An important balance point behind it is personal attitude and initiative.

B. The risk of passive resignation is high

If employees leave passively, not to mention personal professional passivity, the company must be in a state of active interest assertion. On the one hand, companies hope that individuals will leave the company as soon as possible; on the other hand, companies will advocate their own interests more vigorously.

3. Career future considerations: Employees tend to resign voluntarily

For professionals, two major aspects are related to their career future. On the one hand, it is one's own personal abilities, and on the other hand, it is one's professional reputation. With the development of the labor market today, the "ability" and "reputation" of quite mature professionals are "documented". Active or passive resignation will also have a greater impact on one's career future.

A. Voluntary resignation has little impact

For people in the workplace, they control their own destiny. When you feel that working in a certain company is not suitable, proactively resigning and looking for a more suitable company can reduce your career passivity.

B. Passive resignation has a greater impact

It is very disgraceful for an employee to have a record of being "dismissed" or to appear frequently in his or her workplace experience. matter. On the one hand, if you are often dismissed, you will become less and less confident and even lose your career ambition; on the other hand, it will increase the difficulty of your job search and career development.

Summary: Some people in the workplace advocate not to resign voluntarily, but to wait for themselves to be "fired" in order to obtain greater "compensation." This view is one-sided. The handling of labor disputes follows the basic principles of the law. What is yours is naturally yours. However, the impact of rising employment costs, increased occupational risks, and reduced career development opportunities caused by being laid off far exceeds the "small amount" of compensation that individuals claim. Many people in the workplace understand this truth, so more and more people leave their jobs voluntarily.

From a broader social perspective and the perspective of effective allocation of human resources, dismissal is not a good idea.

1. The overall interests do not allow a large number of dismissals

For the overall situation, ensuring the maximum employment and the harmony of labor relations, It is one of the basic guarantees of overall interests. Only when the overall labor relations are harmonious and human resources are utilized to the maximum extent can it be possible to create better social benefits.

A. Social interests require the harmony of labor relations

In order to ensure the maximization of overall interests, the healthy operation of the enterprise must be ensured. Market entities, mainly enterprises, must allocate human resources during the operation process to ensure that labor conflicts are minimized under reasonable mobility. Only in this way can enterprises focus on development and better fulfill their social responsibilities.

B. Labor conflicts undermine overall interests

The labor conflicts here refer to the conflicts between enterprises and employees. Compared with employees voluntarily leaving their jobs, dismissing employees is more likely to trigger labor conflicts. On the one hand, frequent dismissal of employees increases the idle labor force in society, resulting in a waste of human resources; on the other hand, frequent dismissal of employees also means poor corporate development.

2. The overall business order of the enterprise is healthy and large-scale dismissals are not allowed.

Talent flow is normal, but talent flow is divided into active flow and passive flow.

When employees actively choose to change jobs based on market mechanisms, this is a reasonable human resource flow phenomenon. When a company fires employees or fires a large number of employees, resulting in a large flow of human resources, this is not a reasonable human resource flow phenomenon.

A. Talent mobility requires rationality

The rationality of talent mobility is directly reflected in two aspects in the workplace.

First, it is to meet normal supply and demand guided by market demand or enterprise demand to ensure the healthy development of enterprises.

The second is voluntary matching based on the market.

B. A large number of dismissals indicates that there is a problem with the society or the quality of talents

If the company is running normally, but there are a large number of dismissed employees in the society, this phenomenon is extremely abnormal.

On the one hand, if an enterprise can develop healthily, it means that there is no problem with its basic human resource allocation strategy. Then there is a general problem with talents, and a large number of talents are unqualified or incompetent for the job.

On the other hand, when a large number of employees in a society are dismissed, even more than the number of employees who voluntarily resign, this phenomenon of "poor quality of talent" will become a universal "problem." The root cause is most likely a temporary result of industrial change or other changes, such as the massive layoffs of workers in the 1990s.

3. The overall stability of society does not allow a large number of dismissals

For society, working people are both employees of the company and members of society. It is normal and actively encouraged for people to move in the workplace in a reasonable and healthy environment. The active flow of human resources is conducive to the development of the industry and can also improve the lives of ordinary people.

A. The majority of employee resignations are normal staff turnover

The majority of employee turnover is widespread resignations, which shows that the mechanism is fair and that there are many employment opportunities in the market. The overall employment opportunities and conditions in the market can meet everyone's requirements for active choice.

B. Prevailing dismissals will undermine stability

Unlike resignations, mass dismissals or predominance of dismissals means a reduction in market demand for human resources and a large number of companies experiencing problems.

Summary: In the workplace, employee resignations and corporate dismissals are common. But relatively speaking, resignation is more normal. Based on their own interests, risks and overall considerations, neither companies nor individuals are inclined to resign because the harm outweighs the benefits.

A small number of dismissals reflects problems in some companies or some employees. When the number of dismissals exceeds the number of resignations and dominates the flow of talent in the market, the problem becomes serious and is no longer a simple workplace problem. In other words, as long as society develops normally, dismissal will not dominate. I believe that most people in the workplace do not want to see this phenomenon.

First of all, employees leave for their own reasons. The main reasons are two: First, there are subjective reasons, including three aspects: First, there are many inaccurate self-positionings. Such people tend to follow their feelings, and their feelings change instantly. Therefore, it is easy to leave; secondly, the mentality is not correct and there is a lack of respect for the profession. Some people are living in a dream, imagining a job where they put in less effort and make more money; or they have high self-esteem, are highly sensitive inside, and want to leave at the slightest displeasure; third, there are many temptations outside, and they are very curious. I don’t know what my strengths are, and I want to try everything;

Secondly, there are objective reasons, including five aspects: First, it is caused by some kind of entanglement. If you leave due to love. You were doing a good job, but you left because of a breakup or a mistake; or you were invited by your classmates to leave; second, you left due to the deterioration of the work environment and a bad mood; third, you left due to poor wages; fourth, your boss was intolerant or intolerant of others. Leaving the company because there is no future; fifth, leaving due to personal or family changes, etc.

As for the small number of people being dismissed by the company, the main reason is profit orientation, which is reflected in three aspects: first, voluntary dismissal requires compensation; second, it is not easy to cultivate a mature employee, and the price is not small. ; Third, the stability of the workforce is conducive to the company's long-term development; therefore, we try our best to maintain stability and do not dismiss employees easily.

These are the reasons why more employees leave and less are fired.

Just like the relationship between husband and wife in the picture, only mutual respect and mutual trust can we go forward together. hello! I am "working online"! There is a lot I can share with you about part-time work. Let me share it today. Why are there so many employees resigning and so few being laid off?

Let’s talk about resignation first, there are the following points:

1: Nowadays, there are many employment opportunities and many choices to choose from. Many people leave their jobs and then join the company. With more opportunities to choose from, people will naturally leave easily. I recall that when I first went to Shenzhen, I played for a whole month before going to work in the factory. When I went to work in the factory, someone said that I was capable and had connections. At that time, the turnover rate was pitifully low, but many people were fired.

Two: Information is fast and transportation is convenient. Major recruitment websites provide free registration of job resumes. The popularity of recruitment websites also increases everyone’s chances of choosing a job. If you meet someone who is better and has a higher salary than you are currently, you will leave your job immediately. Nowadays, transportation is developed. It only takes a few hours to go from one city to another. You can go back and forth once a day (this was simply impossible before), which is convenient. People circulate around.

Three: With the popularity of factory work, part-time work income no longer has obvious advantages. Part-time work income cannot meet personal needs. More and more people will go wherever there is more money, resulting in resignation. The rate is on the high side.

Four: Self-employment, there are more and more industries for entrepreneurship, and the threshold for starting a business is getting lower and lower. Many people do not want to work, but want to gain wealth by starting their own business, so that they will no longer be poor and will not Then attach yourself to others.

Five: Most of today’s young people (post-90s and 00s) have never experienced hardship since childhood, let alone being angry. Once they suffer and are angry, they will easily quit their jobs. In addition, they are more inclined to start their own businesses, or work with more freedom, and will leave their jobs as soon as they have the opportunity. Let's put it this way, the resignation occurs from the day they join the company.

Six: In terms of social and environmental impact, everyone looks at money. Economically and socially, money is the dominant factor. Nowadays, society is developing so fast. Impetuousness is a common problem of modern people. It is very common to look at the heights of mountains. It is not surprising that resignation is high.

The last point is that the labor law has strengthened and strictly protected workers, and the awareness of personal rights protection has also increased a lot. According to the labor law, in most cases, workers who are dismissed will need to bear part of the compensation costs. , so companies generally do not fire workers, but take other methods to let workers resign on their own, so dismissals are rare.

The above are several reasons why more people leave their jobs and fewer people are dismissed. Welcome to complain and share. Tucao is also a form of support!

Individual voluntary resignation and employer dismissal are completely different things.

So why do more employees resign in reality but fewer employees are fired? In fact, the reasons are nothing more than the following three points:

1. The legal risks of dismissing employees. There is no need to elaborate on this point, because the Labor Law has made it very clear in black and white. If an employer wants to fire an employee, it must meet several legally stipulated conditions at the same time. Moreover, according to the principle of "whoever claims, who provides evidence", if the employer feels that an employee has seriously violated the company's management system and wants to fire him, then the company must also have evidence and basis that the employee violated management regulations.

But in reality, the management regulations of many companies may themselves be suspected of being illegal! So of course many companies will not dig a hole for themselves and drill into it.

However, although companies will not actively fire employees, for those employees who must be kicked out of the team, many companies will use many methods to force employees to leave in disguise.

2. The moral hazard of dismissing employees. This is especially prominent in many state-owned enterprises, because the employee management in many state-owned enterprises is more humane. Even due to historical and traditional reasons, the workforce in state-owned enterprises is basically relatively stable, and the relationships between the older generation and the current generation are intricate. .

3. Resignation often means there is no way out. The above two points are explained from the perspective of the employer, but from the perspective of the employees themselves, every family has a hard time to learn, unless there is really no other way, such as the salary is too low to support the family, or the relationship with the leaders and colleagues There is a stalemate and I can’t stay any longer. Otherwise, who would leave their job easily if their brains are in trouble?

Therefore, many employees leave their jobs because they have no choice but to do so. Do they have to wait for the employer to notify them of their dismissal before leaving? You must know that your own destiny is still up to you, so many people prefer to leave on their own initiative.

The above are my views on this issue. Welcome everyone to continue the exchange.

, I think there are the following reasons:

1. Employees have higher requirements for enterprises

2. There are more social opportunities

Nowadays, China’s economy With rapid development, various emerging industries have sprung up like mushrooms after a rain, there are countless large and small enterprises, and the number of positions and opportunities available to job seekers has also increased. Some employees have strong working ability or high professional skills. Even if they resign from their current company, they can quickly find a new unit to work without worrying about finding a job, so they dare to leave.

3. Enterprises need to compensate when they dismiss employees

Unless the employee has made a major mistake, seriously violated the company's rules and regulations, or caused significant damage to the interests of the company, the company cannot dismiss the employee easily. If Dismissal requires financial compensation based on the employee's working years, which is usually the working years multiplied by the monthly salary. For employees with long working years and high salary levels, the company will have to pay a high fee. If no financial compensation is paid, the company may Facing labor arbitration, companies generally will not dismiss employees easily unless they have to.

4. Companies need to consider recruitment costs

When employees leave or are fired, companies need to pay higher costs when recruiting new employees. If the resigned employee is a key personnel of the company, the company is worried about affecting the overall operation and is eager to recruit people in a short time. It may not be able to recruit someone that satisfies the company. If it wants to recruit a particularly suitable person, it will take a relatively long time. time, the salary given may also need to increase (you may not be able to recruit people with the same salary, after all, the market is always changing), and it takes time to train new employees from joining to officially starting the job. For enterprises, it is a loss, so enterprises dare not dismiss employees easily.

Let me tell you an example from my own experience: When I resigned a few years ago, the company needed to find a replacement for me. For a month, I basically interviewed every day, several times a day, and finally found one. The one that was almost the same had been basically finalized, but the other party called again and said they couldn't come because they had found a unit where they could settle down. Until now, the company has not recruited suitable people.

Nowadays, it is no longer the company that chooses its employees, but more of the employees who choose the company, especially outstanding talents, who are the objects of competition for many companies, so to sum up, those who leave their jobs The reason why there are many employees and few are laid off.

Why do so many employees leave? How many were fired?

Many people leave their jobs either because of pressure from life, unsatisfactory work, or conflicts with the company.

Due to various reasons, I couldn't bear it and resigned from the company.

In most cases, resignation is voluntary.

People who voluntarily leave their jobs often have the mentality of getting together and leaving. Since the company can't give them anything, they simply find another way out, so they usually stay at peace with each other, and the company will do background checks in time. They won't say bad things about former companies, which is more common.

Another kind of voluntary resignation is often passive.

If you have conflicts with company leaders, are squeezed out, or don't deal with certain colleagues, you can't bear it, and you just avoid them if you can't afford to offend them. In most cases, if you have conflicts with the company, the company will try every means to force employees to do so. Take the initiative to resign in order to save on dismissal expenses.

Everyone in the workplace knows that according to the law, if the employee is not at fault, the company will generally compensate N1 for dismissing the employee. Although this amount of money is not much compared to the company, it is still necessary to dissuade an employee. You don’t have to pay a cent, so why not.

Therefore, many employees find it unbearable to live a life of being excluded, and eventually resign passively, which is the so-called heart injury.

In real life, there are not many companies that care about human relations. Most companies will not show mercy to their employees. Since no value can be generated, the boss will first instruct the human resources department to transfer employees to other positions and let them Spend time by yourself. Over time, employees will realize the purpose of the company, understand their interests, and take the initiative to leave, and everyone will be happy.

Either the employees were unconvinced and fought with the company, eventually causing a fight and the company was forced to spend money to "invite" the employee out.

Generally speaking, why do more employees resign and less fire? In the final analysis, it is because individuals can never defeat a group. No matter how small a company is, it has more energy than an individual. If employees don’t take the initiative, the company will be wasted until the contract expires. This time will not cause much loss to the company, but what the individual employee may lose will be his or her future workplace value. First of all, the company does not allow large-scale dismissals.

In the event of dismissal, the recent issue is the issue of layoff compensation, which is at least N times the compensation, that is, N months’ salary will be paid for as many years as the employee has worked. It’s okay for one person, but a large number of layoffs occur. The amount of compensation could drag down an already dying company. Therefore, you will find that when many companies are about to lay off employees, the implementation is often not layoffs but various means to force employees to resign, allowing employees to resign on their own, so that no compensation is incurred. At the same time, compensation is the result, and the process may also face legal risks of large-scale layoffs and large-scale legal litigation, which will consume a large amount of material and financial resources of the company.

In addition, when a company has a large number of layoffs, not to mention that you have money to compensate, you will also be taken care of by the relevant labor management department, because as a company, you cause a large number of unemployment, which may have a negative impact on the functioning of society. Comes with a big burden. This result will also cause the company to face pressure, and may also affect the company's ability to obtain some resource support. Secondly, the ratio itself is relatively low.

There are generally two situations when companies fire employees: one is that the company has operational problems and requires a strong man to cut off his arm; the other is that the employees are not qualified for the position.

The former has been explained in the first point. The latter is a low probability event.

First of all, when a company hires employees, it needs to go through resume screening, multiple rounds of interviews, and background checks for high-end positions. Through this process, companies can filter out some incompetent interference factors and select candidates with a better matching rate. . At the same time, although the validity is not so high in the interview selection process, it is more predictive of people's judgment based on the manager's experience. Combined with the enterprise, the candidate has a certain degree of compliance.

Then during the entry, trial, and full-time transition stages, for the company, if the candidate is really not that good and has an unsatisfactory score of more than 60, it will generally not involve dismissal, because the dismissed personnel and the recruiters will not be dismissed. The time difference itself may bring the risk of job interruption. At the same time, recruitment itself has costs. Even if the probability of recruiting a suitable candidate is higher than the current one, is it definitely higher? Not necessarily, so as long as it's not too bad, companies are still willing to make do with it, and even put more thought and energy into helping to cultivate it.

No matter how bad it is, there are mechanisms within the company for job transfers, job changes, and downgrades, which are also more cost-effective.

When it comes time to dismiss employees, companies face not only compensation issues, but also the requirements of "training before employment" and "transfer before employment" required by labor law, etc., which all increase the risk of dismissing employees. Administrative costs.

Therefore, the probability of dismissal is not high.

Generally speaking, dismissal is a last resort and high-risk matter for companies, so companies will not take the form of dismissal easily. On the contrary, the initiative lies with the employees themselves when they resign, and they are out of control of the company.

Companies have many ways to eliminate a person, and dismissal is the most costly, so no company would be that stupid. Please watch the video for details: