Reason for resignation and career plan

Question 1: When asked about the reasons for leaving your job and career planning during the interview, you were more tactful and said it didn’t matter. You just said that your family members are sick and need to take some time off to take care of them. The company is very busy, so I don’t agree with you. Asking for leave, but in desperation you choose to resign. There is no need to mention any harsh words that conflict with the leader, although that is the fact. As for career planning, for example, you can say what kind of performance you hope to make and what kind of person you want to become after working in your company or in XX industry for 3 to 5 years. You can also try to say that you feel that you have not found your position yet, but you just hope to find a XXX-like platform, work hard on this platform, and make some achievements.

Question 2: During the interview, when asked about the reasons for leaving your job and career plans, how should you answer? 1. The reason for your resignation can be said to be uncontrollable factors within the company that caused your resignation. Because you are doing basic work, you cannot say that the company cannot meet your development requirements. You cannot emphasize that it is for personal reasons, as this will make the interviewer think that you are a person who is very disloyal and does not seek stability.

2. When asked about career planning, then this career planning should start from the job you are interviewing for now. Every basic job has a path for upward development, which requires you to To refine, for example, if you are now interviewing for an office clerk, then you can say that you will work as a clerk for about one and a half to two years. During this work process, you will accumulate and learn some office and administrative processes, experience and related knowledge. Then you can be an office director or related administrative work, and then become an administrative supervisor, and then become the company's key project manager, company department manager or vice president, etc. A career plan. When telling the interviewer what certificate to take, etc., first of all, emphasize that it is preparation and taking the exam in your spare time, so it will definitely not affect your work, and it is also a sign of progress. Everyone has their own ideas, and it is impossible not to allow them. To express personal thoughts, but during the interview, don’t talk too much about things that have nothing to do with the interview. It must promote the interview. Otherwise, it will be in vain and may have the opposite effect on your interview effect.

Question 3: How to answer the question "Why did you quit your last job?" during the interview more appropriately? Generally, interviewers ask this question to understand the applicant's attitude towards work, what conditions you like in a job, and your personality, etc.

For example:

1. If the applicant answers: The salary is too low and the treatment is not good. Then the interviewer may think that the applicant places more emphasis on salary and remuneration, or the interviewer may think that the applicant does not have a long-term vision and only focuses on immediate interests and not long-term development.

2. If the applicant answers: If you can’t get along with your boss or colleagues, resign. Then the interviewer may wonder if you are unsociable, not good at communication, and have poor interpersonal relationships.

3. If you answer "dismissal": The interviewer will definitely think about whether the applicant's work ability is poor, etc.

Of course, the situation mentioned above is just a small example. Interviewers generally will not judge whether a person is suitable from just one aspect, because sometimes the salary is indeed too low to meet the needs of employees, then You must resign decisively, otherwise your work enthusiasm will be low and your energy will be wasted, but the reasons you mentioned will definitely become a reference for the interviewer to evaluate you

Here are the following answers to this question: Suggestions:

1. Try not to speak ill of your previous company. This includes dissatisfaction with the company, dissatisfaction with employees, etc. Because this is a reflection of corporate loyalty.

2. Don’t directly say that the salary is low or something like that. It can be said that I want to have a broader development platform, and your company's platform is better. I hope to have a long-term development in your company.

3. Don’t talk too much: If you talk too much, you will make more mistakes, and the interviewer will set a trap for you. His inadvertent questions will also expose you to many problems, so try to be concise and clear, and then Think about it before answering the question, and try to be as consistent as possible. Don't jump here and there. This way, the interviewer will easily find contradictions and think you are lying.

4. To summarize: During the interview process, it is definitely easier and more natural for us to be able to show our true side, but no one is perfect. Sometimes we have to pay attention to our strengths and avoid weaknesses. Interviews are just that We must take some time to show the best of ourselves to the interviewer to win this job opportunity. It is best for us to turn these reasons for leaving the job into objective problems rather than subjective assumptions, and try not to affect the other party's view of you. view.

Based on your actual situation, here are some reference answers:

1. If you are going back to your hometown for development, it can be said that it is because of family needs and you want to be closer to home, so you can work like this Just feel more at ease.

2. If it is due to problems with remuneration and company management, it can be said that you want to find a better platform to further improve yourself while using your professional skills.

3. If the company's development prospects are not good and the company is resigning or laying off employees, it can be said that the company is not performing well and wants to change the environment and find a more stable job.

Question 4: Career planning, reason for resignation. The reason why your father originally asked you to work in his friend's listed company was because of your future development.

After all, you can still learn a lot in a listed company, including interpersonal relationships, system management, work processes, etc. Because this is something your company cannot provide you.

Although you know that your prospects here are not very good, this stage is also the time for you to accumulate. As you said, if you leave now and the new people really can’t stand it, they will. That is to say, not everyone can be employed immediately. From this perspective, you have an advantage. Although this advantage will not improve your position. But every position is important. Just like a watch, there are too many parts, but every link and screw is crucial.

Now you are hesitating whether you should leave or continue. I think you will naturally leave when it is time to leave. That will happen naturally. Now is not the time. Although your family is very busy, although you don't see a bright future at the moment. But you should have learned a lot in the three years you have been here. But there are still many things that you do not possess and have not realized.

Your biggest advantage is that your father’s friend is the chairman of the board of directors. If one day you think that your abilities can shine in a certain position, you can go directly to the chairman and recommend yourself. , if you can have the opportunity to exercise more, you will have a new world.

Sometimes you will leave when it’s time to leave. Now that you are so hesitant, it’s better not to leave yet. Some people have missed many opportunities after working in the same company for more than 10 years, and some people just came here and took advantage of the opportunity. The opportunity came and I seized it. Sometimes there are also artificial creations.

So it’s better to work for a while first so that you can have a clearer understanding of what you want. Because what is certain is that you will not work here for a lifetime, even if you don't have this level of friendship, you won't, so since you have to leave sooner or later, it is best to learn more knowledge about management processes now. It will be useful in the future.

Question 5: What are the reasons for resignation? Common reasons for resignation during interviews include: difficulty in handling interpersonal relationships, income not meeting expectations, difficulty getting along with bosses, high work pressure, etc.

However, from the perspective of corporate recruiters, these reasons more or less include the job seeker’s own factors, which may affect future work performance, such as interpersonal relationships with colleagues and customers, salary issues, and unbearable competition etc. Such reasons are therefore not recommended.

Recommendation: Try to use understandable reasons for leaving that have little to do with work ability, such as in line with career planning, being too far away from work, recharge, vacation, illness, etc.

Note: Avoiding sensitive answers does not mean deceiving. If the recruiter asks detailed questions, you should answer them truthfully. Otherwise, the applicant's integrity may be greatly compromised and the possibility of success even smaller.

It is best not to say that you resigned because of the low salary. Such an answer will make the applying company think that you care about personal gains and losses. If you are hired to join the company, once you face a higher salary, You will also leave without hesitation.

Reasons for resignation In the workplace, the new employer may just ask casually, but if the answer is inappropriate, it will be very bad!

1. You can say that you resigned because of the salary issue. As for the salary issue, you can say that the previous company did not pay much attention to the welfare of employees due to slow business development.

2. Want to have better development space

Be more sincere when speaking

2. Want to have better development space

Be sincere when speaking

Do not write about your resignation due to your own reasons, low salary, too tiring work, etc. Never write about disagreements with the boss, because the new company will feel that You are too picky, and you may leave this new company for these reasons in the future.

Don’t write too many reasons why you have to leave the company, such as complicated interpersonal relationships and incompetent leadership of the unit. In this case, the new company will definitely not hire you because they will think that if you leave one day This new company will also scold them behind their backs.

Be careful when mentioning the reasons for the company's bankruptcy. If your original company is a large company, it is easy to check whether it is bankrupt online. If your lie is exposed, your job will be Definitely no more.

You can fill in the following reasons:

1. There are staff members in the unit who are relatives or friends of the leader, and I applied for the job. Many good opportunities come around.

2. No matter what achievements you make in the unit you are introduced to, you will be regarded as having received the care of the leader, so you want to change your job so that you can better reflect it. One's own abilities.

3. The original company never paid wages on time, and there was a phenomenon of arrears.

4. The company's promises to customers are often not fulfilled, and you always have to explain to customers.

Note: The first two items are absolutely no problem and have been tested before;

For the last two items, it is best to compile examples of events in advance to avoid sudden questions. If you say that, you may be in trouble.

Recommendation: Try to use understandable reasons for leaving that have little to do with work ability, such as in line with career planning, being too far away from work, recharge, vacation, illness, etc.

Note: Avoiding sensitive answers does not mean deceiving. If the recruiter asks detailed questions, you should answer them truthfully. Otherwise, the applicant's integrity may be greatly compromised and the possibility of success even smaller.

The reasons are:

Family matters, referred to as personal reasons (love, marriage and childbirth, buying a house and moving, medical treatment and saving people!)

Company transformation, referred to as structural adjustment (Company transfer, major business changes, structural personnel layoffs and other hopeless disasters!)

Personal development, referred to as looking for challenges (small successes, looking for new personal development prospects, etc., personal transformation!)

Don’t:

Don’t get along with others! (Colleagues with mental illness can’t stand it!)

I don’t get along with my boss! (Has a bad temper, puts on airs, and doesn’t admit his mistakes!)

Dereliction of duty and incompetence! (You were careless, you got into trouble, you can’t do it!)

Corruption and dereliction of duty! (If you don’t go in, it’s a fortune teller and no one uses it!)

In short, seek truth from facts, but be sure to modify it! I was derelict in not doing my job well, but the reasons were family matters, personal professional issues, the company's new product transition, etc. Don't be too straightforward. It's good to be honest, but if you're stupid, it's a bit silly and cute! ...>>

Question 6: How would you describe the reason for leaving your job? Listen to what career planning experts would say as the reason for leaving your job. Listen to career planning experts. When you resign and look for a job, you will always be asked the reason for leaving your last company. How you answer will affect whether you can be hired. Take a look at the analysis of career planning experts in this article, which may inspire you. 1. How to state the reason for leaving your job 1. Money issue Author’s comments: Some bosses are very taboo about asking this question. Generally speaking, less money means less people. You can clearly tell your boss that as a young man, being a young man is more terrifying than having less money. There is nothing to do, I believe you will succeed.

Let your boss feel that you still have your own ideas and future plans, or at least say that you still want to be busy. 2. The job matching rate is low. The first situation is that the skills required by the company intersect with the skills I have, and the intersection is small, so it may not be cost-effective for both labor and management at this time; the second situation is that my The skills are a subset of the skills required by the company or the skills required by the company are a subset of my personal skills. In this case, it will not be cost-effective for either employer or employee. This kind of cooperation that cannot fully achieve a win-win situation between labor and capital will not last long, that is, it will be phased. 3. The life cycle of the position has reached the end. Some positions in the company are specially designed to cooperate with the company in completing phased tasks and are not non-permanent functions. Therefore, when the tasks in this phase are completed and no suitable position can be found, I will Gotta leave. There is no sense of accomplishment. When I have tried my best to change the current environment, situation, concepts, etc., I will leave my job because there is no breakthrough. The other party may think you are incompetent. You must highlight your personality and explain that you do not meet this At work, some people don't like the atmosphere of an agency, but once they work in a private enterprise, they become even more powerful. 4. The company develops slowly. When I stay in the company for a long time and cannot absorb new nutrients or obtain development opportunities because the company develops slowly, I will choose to leave. From the perspective of personal development, it can express your courage and drive. If the interviewer doesn't appreciate it, it doesn't matter. You can go to another company for interviews and interview 100 people. As long as one of you is suitable. 5. Personal growth issues and career planning issues When my personal career plan cannot be realized in the company, I will choose to leave my job. You must have your own development ideas and work tirelessly for this. If you want to transfer from engineering to management, you must learn a lot of management knowledge in your spare time. 6. Philosophy issues: When there is a big gap between my philosophy and the corporate philosophy, and they cannot be effectively integrated, I will choose to leave my job. Author's comment: It is too dangerous to answer in this way. Unless you have made the examiner feel that you are working in a company with unhealthy management concepts and your philosophy is correct, it is best not to use it. You must be able to justify yourself. 7. Issues with the employment mechanism. The employment mechanism of one emperor and one courtier not only reflects a group relationship, but also reveals that employment should pay attention to matching and complementarity. My boss has changed, and so has I. It does not mean that there is anything wrong with me. It just means that I and the new boss are not the best partners, and I cannot effectively form a matching and complementary combination that is beneficial to the enterprise (cabinet reorganization is like this). Condition). Sometimes it is enough to answer in one of the ways, and sometimes you need to use a combination of several ways to answer at the same time. However, no matter how you answer, there may be certain risks, because the examiner will continue to ask questions, so you must also be prepared to do what is beneficial to you at the time. Of course, this explanation is not limited to this question, but can permeate the entire interview process. This requires job seekers to be able to "grasp the questions", think about the answers before the interview, and prepare a response strategy. 2. Five reminders from career planning experts on how to answer the reasons for leaving your job: 1. Show that you love the original company, at least once. 2. Show that resignation has been communicated with the company and that it is the best solution for both parties. 3. The difference between the new company and the original company is not good or bad, only its own development prospects. 4. There is a certain relationship between your performance and your resignation, but you must give a fair explanation of the reasons, such as changes in philosophy, company employment, etc. 5. Talk frankly and treat it with ordinary people's feelings. I believe that the examiner is also a human being.

People who have read "" also read: 1. Eleven key points of career planning 2. Fresh graduates: Career planning goals first 3. Career planning: If you want to start a business, should you join a small company or a large company 4. Realistic career planning 5. Anhui The Vocational College of Industrial Economics uses a career planning competition to promote student entrepreneurship 6. 4 key points in career planning 7. Career planning: the most frequently asked questions during interviews (examples) 8. Are you doing career planning? 9. How to provide career planning training to employees? 10. The employer has no fault and the employee has the right to resign. , workers do not need to be too entangled in filling in the reasons for resignation and development after resignation. Workers can fill in the details according to the actual situation. The reasons for resignation are usually as follows:

1. Feeling that the space for personal development in the company is limited. , unable to reflect their own value;

2. There is a large gap between salary and personal expectations;

3. The degree of mutual trust between employees and leadership is poor, and employees and It is not easy to communicate with the boss, and the ideas are not taken seriously by the boss;

4. Differences in the company's philosophy with the management or boss (this mainly occurs when senior executives leave the company);

5. The interpersonal relationships in the company are too complex, causing employees to be depressed and depressed;

6. The company undergoes restructuring, changes in shareholders or main operators, etc., and they are adjusted to resign;

7 , choose to resign for personal reasons (such as choosing to start a business, leaving the city where the company is located, going abroad, taking postgraduate entrance examinations, etc.);

8. The company does not have clear career planning for employees. There is a big gap between motivation and taking on more work responsibilities and personal expectations. Employees feel that there are fewer opportunities for growth and choose to leave;

The development direction after resignation can be to continue working in the industry or start a business on their own.

"Labor Contract Law"

Article 37 An employee may terminate a labor contract by notifying the employer in writing thirty days in advance. During the probation period, the employee can terminate the labor contract by notifying the employer three days in advance.

Article 50 The employer shall issue a certificate of rescission or termination of the labor contract when rescinding or terminating the labor contract, and handle the file and social insurance relationship transfer procedures for the employee within 15 days.

Workers should handle work handover in accordance with the agreement between the parties. If the employer shall pay economic compensation to the employee in accordance with the relevant provisions of this Law, it shall pay it when the work handover is completed.

The employer shall keep the text of the labor contract that has been terminated or terminated for at least two years for future reference.

Question 8: When explaining the reason for leaving your last job, how do you explain why you left your last job? People who have experienced job-hopping usually encounter this embarrassment: when interviewing for a new position, HR will ask you about the reasons why you left your previous job. reason. The reason for this embarrassment is that on the one hand, I have a true idea, but on the other hand, I want to express it in a high-sounding way. As a career planner, many people often ask me how to explain the reasons for my resignation. Everyone knows that job-hopping is nothing more than dissatisfaction with the salary, limited development space, remote location, poor interpersonal relationships, pursuit of a new career, etc. But here comes the problem. What everyone is worried about is that if the reasons are directly stated, what will happen? It will not have a bad impact on the new job. If you express your dissatisfaction with the salary in advance, will it make your chances smaller by throwing out the bottom line? If you say there is no hope for promotion, will it make the other person feel that you are not capable enough? If it is because of interpersonal relationships, will it make HR think it is a thorn in the side? If you complain too much, will it look unprofessional? And if you don’t say that, wouldn’t it feel too fake? These considerations are valid. But what should be done? As a mature working person, you should plan your career development well, which includes job-hopping.

First of all, make a plan for your career change. When will you change jobs? Why change jobs? Will your next career meet your expectations before changing jobs? This is a premise. Once you understand these things, job-hopping will only make sense.

Secondly, if resignation has become a fait accompli, then face it calmly and make a summary. Are you resigning with expectations? Are you resigning due to dissatisfaction with the status quo? Or resignation under ***? Did you handle these resignations well on your own? What impact did your career experience during this period have on your career? What role will your next career play in your career development? When these issues are clarified, finally, when facing HR, it will not be awkward to explain the reasons for resignation.

A dear friend asked me a question: He is a salesperson for a foreign-funded company. As an old employee, because he was dissatisfied with various problems in the operation and management of the branch, he directly reported the problem to his superiors. As a result, the leaders of the group company paid attention to it and investigated the problem. The results of the investigation did not cause an earthquake in the workplace as he had previously imagined, but only increased the pressure on the branch leaders. So, in the following months, he felt that the department manager, branch general manager, and personnel manager were all looking for trouble with him. This tense workplace relationship lasted for several months and finally broke down. Although this friend received compensation through labor arbitration, he also faced problems when interviewing for a new job: if he told the truth, the HR manager would think it was a trouble, and if he didn't tell the truth, he would feel awkward.

In addition, better companies will conduct background checks, because if you offend the original company leader, how to deal with the investigation is also a problem. This friend asked me: If this is a black spot in my life, how can I clean myself up? Regarding this issue, he has a hypothesis, that is, how to "whitewash" it. Falling into this assumption, it is impossible to make constructive and particularly satisfactory suggestions, because it seems to be a contradiction between facts on the one hand and professional ethics on the other. I suggest that we reflect on this matter comprehensively: find the advantages shown in this matter, such as responsibility for the enterprise, courage and courage; at the same time, find the areas that were not enough in the incident, such as reporting problems beyond the level and placing hope on the top management. Intervention, this behavior itself does not comply with workplace rules; find areas where you can do better, such as reporting problems does not mean giving up your own efforts; recognize your own boundaries and do things differently in different positions.

In reflection, think inward rather than attributing everything to the inevitability of external causes. If you have done all this, and you have calmed down and are no longer entangled, you will naturally know how to talk to the HR manager about this matter. This friend's worry is correct, but have you ever thought that the reason why the HR manager thinks it may be a "trouble" is from the perspective of the future, and this kind of worry must be given to him only by the person concerned. If the person is still concerned about the previous matter, If you keep worrying about something and don't reflect on it, normal people will think that you will do it again next time. The result of this is: there is no improvement, and the interpersonal relationship is broken, which will be a source of trouble. The key to the solution is your own growth. In addition, technically, you can also use the recommendation method. Since you already have experience in the industry, you might as well try recommendations from previous customers or friends from upstream and downstream companies, which is more reliable. Therefore, the principle for explaining the reasons for resignation is: express sincerely and be consistent in heart. When we apply for jobs, the HRs we face have higher IQs and richer experience than we sometimes naively assume. So, don’t be stupid and interview yourself before the interview. ...>>

Question 9: How to write an application for resignation. Due to personal career planning and some practical factors, the resignation application does not need to be too detailed in the reasons for resignation. Just write down personal reasons. This can be communicated specifically during the exit interview.

Question 10: Reasons for resignation from a personal perspective

1. Personal reasons

2. Not adaptable to company culture

3. Low remuneration

4. Lack of room for development

5. Discord with superiors/subordinates

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

Enterprise Perspective

Excessive organizational development leads to structural turnover

Today’s 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 fast-growing enterprise, 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 the company 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 the death of a beautiful human resources worker, 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, wasn’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 for human resources workers, but is actually a portrayal of the reality of many companies. Many people in charge of recruitment believe that in order to maintain and maintain the company's external image, negative information about the company cannot be provided to applicants. Especially when companies are eager to hire people, HR...>>