There are ten people in a company, and suddenly six of them want to resign collectively.

According to the importance of the six employees who left the company, if some employees are left behind to ensure that the company will not be affected, the new recruitment will also serve as an example to the old employees.

I'll give you an in-depth analysis in the workplace: when the company * * *, there will be 1 people, and six people will resign? ! And it is a "collective" resignation! My point of view is straightforward: don't even look at it, it's 1% that there is something wrong with the company leaders! In a small company with less than 5 employees, there are usually three reasons for collective resignation, and each reason is rooted in the leadership!

reason 1. there are "key employees" in the company who want to start a new stove, but the leaders did not respond in time!

The reason is simple. Because of its simple business, small companies rely heavily on one or two "key employees" for their core business. As time goes by, these two "key employees" will be proficient in the whole business chain, familiar with the operation process of the whole company, and gradually have the idea of "starting a new stove"!

For example:

Xiao Wang is the backbone of the company's business, and all its core customers are in his own hands; With the passage of time, Xiao Wang became familiar with the operation process of the whole company. Moreover, Xiao Wang consciously established relationships with all the staff in the company. Of course, in this process, Xiao Wang still showed loyalty to the leader, and the leader was confused and did not respond to Xiao Wang's little moves in time.

When the time was ripe, Xiao Wang and several other employees of the company offered to resign. In fact, several of them have secretly set up a new company, and several people who resigned collectively are the founding shareholders of the company. This situation is too common in small companies!

reason 2. there are major problems in the company's "profit distribution", but the leaders did not have timely insight!

the profit distribution of small companies must be done well! Employees are willing to work in small companies, either because they can't find jobs in big companies; Either because the salary of a small company is good; There are still very few people who really want to follow the leadership to start a business! With the passage of time, whether the company's profit distribution meets the needs of employees is very critical!

It should be noted that in addition to salary, large companies also have three bonuses: platform, brand and welfare. And small companies basically only rely on "salary"! (There is also a "prospect", which depends on the level of the boss's description of the prospect). As employees get older and experience increases, if their salary does not keep up, the probability of employees being "collectively poached" by their opponents will greatly increase!

For example:

Employees join the company when they are 23-25 years old, with a salary of about 2,5 yuan, and follow the leader for the sake of future. In the past few years, these employees have been in their thirties, need car loans, get married and have children, but their wages have only risen to 5, yuan, and the prospects described by the leaders have been delayed. At this time, if competitors collectively dig people, the salary will be 8, to 1,, or even 15,, and it is normal for employees to resign collectively! Reason 3, the company's "wonderful management" has caused employees to accumulate grievances for a long time, and the fuse has caused a collective outbreak!

The smaller the company, the more it likes to learn the management of big companies. Today, KPI, tomorrow, Ali, the day after tomorrow, nailing during the day, WeChat group at night, and group building at weekends. Last month, I learned product thinking, and next month I became an amoeba. What employees are tortured by these "management" is only the gas at the exit, not the gas at the entrance.

under this "wonderful management", if you encounter a "fuse", such as the leader denying the hard work of employees for a month and making employees stay up late to work overtime, the criticism is worthless. Employees have a lot of grievances. At this time, under the leadership of some radical employees, it is very likely that they will "collectively resign" in anger.

Summary:

My suggestion: "Put out the fire first, then find the reason"! First solve the immediate "collective resignation", and then find deep-seated reasons to remedy!

six employees have resigned collectively, which is equivalent to the fire. It is useless to talk more. The urgent task is to put out the fire first, and then find out the cause of the fire and remedy it.

1. Suggestions 1. The best way to deal with collective resignation is to write it in a history textbook, which is called "Two peaches to kill three scholars".

The allusion comes from "The Spring and Autumn Annals of Yan Zi, Chapter 24": Yan Zi wanted to kill three heroes, so he asked Qi Jinggong to give them three precious peaches; And three people can't share two peaches equally, so Yan Zi puts forward a coordination method-three people can take a peach if they have more credit, which leads to them killing each other.

aren't six people going to resign? It doesn't matter! It's OK to dissolve it. Give them "two precious peaches" and they will naturally decompose for the sake of "peaches"! Allow some people to resign, and at the same time leave some people with high salaries and high positions. Leaders understand!

2. Recommendation 2. Reflect on the leader's own mistakes and propose fundamental changes and remedial measures!

The emergence of this kind of "collective resignation" is the cause of leadership, which is indisputable! If leaders want the company to continue, they should take some fundamental changes and remedial measures according to the situation!

Some employees need to be "partners", some employees need "checks and balances", some employees need "salary increase", management methods need to be "simple and effective", and employees need to be reserved. These are all leaders to consider!

Final conclusion:

If the leader didn't know the seriousness of the matter until the employees "resigned collectively", it shows that the leader's insight into the employees' working status is very weak. Usually employees resign, especially "collective resignation" has a long brewing process. Real management is not to wait for problems to appear and then try to solve them; But when the problem is in its infancy, it has been keenly noticed and consciously resolved in the bud.

-END-

this is a forced palace! This wave must be resolved by combining rigidity with softness!

This scene reminds me that Cao Rui was dying, and he wanted to test Sima Yi's feelings, and took the opportunity to go out for Wei. In front of Cao Rui, Sima Yi asked Cao Rui to remove him and dozens of generals such as Guo Huai and Sun Li who followed him for many years. Cao Rui helpless, can only leave sima yi's life.

this scene in your company is so similar. But don't, there are ways to deal with it. 1 emergency treatment:

First, wait and see.

first of all, you should keep your feet steady, and don't be distracted by them and affect your judgment.

Don't agree to their resignation yet, and observe for a few days to see what they really want to do. Through observation, one is to find their leader, and the other is to find out their real needs.

second, divide and conquer.

Talk one by one, find out the reasons for their resignation, and find out the person who doesn't want to leave the most as a breakthrough. If the person who doesn't want to resign the most is embarrassed not to resign because he is pulled by everyone, and his personal ability is recognized by the company and is indeed the backbone of the company. Then you might as well give him an exceptional promotion, find a way to set up a new department, seal him with one official post and half a post, and improve his treatment accordingly.

Give some promises and preferential treatment to other people who are not very determined to leave their jobs. For the leader, it shows that we should try our best to retain him and say everything, but we promise nothing and promise nothing.

in this way, there will be cracks inside them, and their hearts will not be so neat.

Third, prepare for the future

Try to stabilize these people first, and contact the headhunting company at the first time, asking them to look for talents who can replace these people's jobs on the recruitment platform, and find the right person to replace them in the shortest time.

these people just want to leave their jobs together, which makes the company unable to run. You can stall them for a few days by asking them to hand over their jobs, go through the formalities, or even leave their jobs before the agreed time and deduct their wages. It only takes a few days, and the headhunting company will help you with the person you are looking for.

Finally, the reward and punishment are clear.

The leader will definitely not be retained, and he will be determined to get what he wants. If others stay, they should also have a statement.

The saying is that people who are not involved should be reused, because they will not be ignorant of this matter. They are loyal to the company without taking advantage of the fish in troubled waters. Other people, even if they don't leave now, should find a way to clean them out of the company one by one in the future to avoid future troubles. 2 Better late than never:

First of all, we should improve the company's various management systems based on the information obtained from everyone's conversation in this incident. For example, if an employee resigns, it may be that there is something wrong with the treatment. However, in a small company with several employees, the salary management system is usually not perfect, so it is necessary to establish and improve the company's salary system as soon as possible to avoid similar things happening again.

Secondly, we should grasp the psychological dynamics of employees in time. Contact and communicate with employees more, don't put yourself on the high side, do everything yourself and ask yourself, or you will not be able to make an "uprising" when employees start again, and you will panic.

finally, self-reflection. Check whether you have done too much on yourself, which makes everyone feel that "the world is suffering from Ku Jin" and then "rise up". If there are deficiencies, make rectification immediately.

In a word, this kind of incident happened to the company, which is really quite a storm. However, through several emergency measures and mending after the event, I believe you can handle it well and prevent this kind of incident from happening again.

thank you! Answer your question in two ways. First of all, you used the word' suddenly' in the question, which puzzled me. How can this happen overnight in the workplace? The' unprepared' of enterprises should be borne by managers! Qualified managers, in their daily work, dare not say' seeing six ways and listening to all directions'. Even' catching the wind and catching the shadows' can feel' the wind and grass'. To put it bluntly, this kind of manager's work style must be changed first, and we must never wait for the' fire' to burn before organizing' fire fighting'. Second, when things happen, we should communicate with them actively and sincerely. In view of some key problems, enterprises can perfect and explain clearly what cannot be perfected. If employees really want to leave, it is best not to embarrass them. Negotiate with them, ask them to stick to it for a while, and the enterprise will pay close attention to recruitment and fill employees. For your reference.

it's not resignation, it's blackmail.

in this case, we can deal with it this way: first of all, we should be calm and not be taken away by their rhythm.

six people came in to resign, which was a bit scary. If you don't have a little psychological preparation in advance, you will be frightened by their momentum, and your brain will be easily threatened by them and easily follow their ideas.

So, don't panic, just calm down, stay calm, don't care what they say, just listen with grace. Because the main thing at this time is not to "listen", but to "watch" and observe which ones are leading, which ones are following, and which ones are joining in the fun, and the position is not firm.

Then clear the field and start to know the situation in detail

This is an organized and premeditated action. If it is in your office, it will force you to have no room for turnover. Therefore, in the name of "reconsider", they are temporarily advised to leave.

you can leave the leader alone. It should not be difficult to determine the leader after your observation and peacetime understanding. Keeping him has two functions: the third is to act separately and break them down one by one.

for those who are not going to stay, follow the formal process and give each other a kind word without leaving any resentment.

fourth, we should deal with the aftermath and keep the personnel relatively stable.

when the storm is over, you should spare your hands to deal with the aftermath. For the other four people who did not participate in the resignation, they should be appeased and rewarded in disguise; For those who stay, we should beat the drum and make some necessary warnings.

It's not over yet. You have to make the last, most critical and most important step: reflection!

shouldn't you reflect on this situation?

At least we should reflect on two aspects:

First, why is there a collective resignation?

You don't know anything about the long-planned actions of your subordinates. I guess you are the only one in the whole department who is kept in the dark. Those six people didn't come to tell you. I don't believe the other four didn't know, but they didn't come to report to you. You don't have any obedient people in the whole department. How far are you from the employees!

it's his fault that a person didn't report it; Everyone doesn't report to you. It's definitely your problem. This is the problem that you should deal with seriously!

To sum up, it is not difficult to deal with the collective resignation itself. The difficult thing is that some problems reflected behind this incident, which belong to yourself, are more important to face and think about.

It's not necessarily important,

but it's definitely urgent.

first, find out what the reason is.

① Individual reasons

One person has preconceived ideas about the company and its leaders, and then urges others to leave their jobs together to retaliate against the enterprise. In view of this situation, it is necessary to solve this person's problem alone and actively communicate with other people to resolve their camp.

② The reasons of all

If it is the unanimous behavior, the fundamental reason should be the company and the leaders. Therefore, at this time, the company also deeply reflects on its own behavior and actively negotiates with employees to resolve the collective resignation as soon as possible.

③ Take immediate reserve measures

Since there are not many people in the company, the scale is not large. In order to avoid the difficult ending, we should recruit people privately to deal with the sudden departure of these people. If it is not a special post, the size of six people should not be too difficult.

the above suggestions are for your reference.

whatever the reason, the first thing we should do is to delay and stabilize them first. Next, talk to each of them about their thoughts, understand why they do this, and then make the next strategy and plan. In both cases, because of their reasons, we should agree with them on the resignation plan and keep the company's business going smoothly in principle. Because of the company, we can make some changes on the basis of principle. The problem was solved smoothly and the company developed normally.

talk about my personal opinion on this issue.

first of all, you have to understand clearly, six people.