Knowing that your employees are about to jump ship to a rival company, should you try your best to keep them?

In the workplace, we are all used to leaving our jobs and jumping ship.

Then, as the supervisor of the employee, the personnel of the company, and even the boss, should such a person who proposes to leave the company be retained?

Of course, many people have different views on this issue. Some people think it should be kept as much as possible, while others think it is unnecessary.

Foreign bosses usually try their best to keep them.

Because employees have worked in the company for a certain period of time, in addition to understanding the work, being familiar with the company and being proficient in business, they also have a lot of geometric values:

1. Management value

Company management is a complicated process, and the departure of old employees may bring the whole team turmoil. In some bad teams, many people may have the intention to leave, but they may not have the determination to leave, but when an experienced employee leaves, it may make others make up their minds to leave. The team left in a large area, and many jobs were not smooth. Recruiting people and forming a team is another troublesome thing.

2. Brand value

An employee who has worked in the company for a long time has brand value. For example, a salesman, who has been a manager of a supermarket, always hears the salesman of that brand come or the salesman of that manufacturer come when he goes to the channel for inspection. It will be a long process for such people to leave their jobs and change people to build brand value.

3. Information value

As the saying goes, interlacing is like a mountain. An old employee who has worked hard in this field for many years has a self-evident understanding of this field. Such people are familiar with the current development, future trends, opponents and peers, and their information value can never be ignored.

4. Market value

A good employee has many customer channels. Moreover, today's society is a society that recognizes people. Many customers follow the salesman, and the departure of an employee may also be the loss of a large number of customers.

5. Talent value

It is a time-consuming and laborious process to screen and recruit in the vast sea of people, but it is not necessarily the right person to recruit. It is not easy to meet one or two suitable people in a field, and they are capable people. Such people leave their jobs, which is a sword in the hands of their opponents or peers, and may cut themselves and be scarred.

6. Cost value

When a person leaves his job, he must recruit someone to replace him. The time cost, financial resources and material resources of recruitment are expensive. Also, recruitment is definitely not something that can be completed in a short time. During this time, how much work will lag behind. Whether employees can adapt and get started after recruitment is another matter. Even if you find the right person, you need time to adapt to the company and work, and the time cost is definitely not low.

Therefore, in the minds of many foreign bosses, even if they leave, they should try their best to retain them.

Domestic bosses generally don't raise them.

Domestic bosses feel that all employees have resigned and have drawn a clear line with the company. There is no need to retain them. The main points are as follows:

1. The employee who offered to leave the company has no feelings for the company. If you leave your job once, even if you stay through various means, you will leave your job again if you encounter some dissatisfaction in the future, so don't stay at all.

2. Feeling that employees dare to leave their jobs must have found a way out. Either it has been poached by other companies, or it has already found the next home. In short, there is always a place to leave next. I think this kind of employee, who stayed, is also the heart of Han, so I simply won't stay.

3. Some employees just want to play tricks, leaving the job gives the boss a sense of existence, suggesting that the boss is promoted and raised. In this way, the boss used his routine to routine employees and simply let them go.

Of course, it is mainly the first two points, and the third point may be there, but not much.

In the workplace, employees' resignation is actually nothing more than three points: salary and benefits, development space and personal interests.

Ma Yun summed up the three points into two points: the money was not given in place and he was very wronged.

As for whether employees who leave their jobs should be retained, I think as a boss, we should seriously consider the personal quality and value of employees.