My colleague is always slacking off at work, but the company doesn’t fire him immediately. Why?

What you see may not be seen by the leader. On the contrary, maybe he will show it and perform better than you at the critical moment

Don’t ask why, you are here You are the one who earns money to support your family, it is your business.

Even if the company has long disliked this employee, the company does not dare to fire him just because he is often lazy.

Generally, companies will stipulate in their rules and regulations that if an employee receives more than three written warnings in total in a year, or seriously violates the rules and regulations, the company has the right to unilaterally terminate the labor contract, commonly known as dismissal.

An employee's laziness is not enough to constitute a serious violation of rules and regulations, and may not even meet the requirements for a written warning.

Regarding this question, it first depends on whether you work within the system or outside the system. If you work within the system, this phenomenon is normal.

In the system, according to relevant laws and regulations, if an individual has no disciplinary violations and no reason for dismissal, the leader cannot dismiss him no matter how disgusted he is. Because once he is dismissed, it will add unnecessary trouble to the leader himself. It is better to let him live a good life in peace and everyone is in peace.

Some people may think it is unfair, but you don’t know. These people often do some things, but they are not active, proactive, have low standards, and cannot satisfy their leaders, but they There was no obvious fault. If it is outside the system, it will vary depending on the company.

Although the reasons vary, in general they are nothing more than the following three aspects.

1. Value balance. Although some people seem to be doing nothing and doing nothing on the surface, these people are often able to play their role at critical moments. The value of such people is greater than those who usually work hard but fail to achieve results. Therefore, when encountering such a person, the leader will naturally not let them go easily, and will even offer him a high salary.

2. Capital investment. If the ability of these people is not very outstanding and the unit still does not fire them, it may also be because of financial problems. When any company recruits new employees, it costs a lot of money from planning and design to implementation, plus the investment in the employee's probationary period. If the corresponding position is not that important and the current person can barely complete the basic tasks, there is no need to fire him and recruit another person.

3. Time cost. Dismissing an old employee and replacing him with a new one requires a probation period, a training period, a work adjustment period, etc. It takes a long time and has a relatively large impact on the unit. Therefore, all things considered, if the time cost is not worth it, there is no need to fire them.

I have a real experience with this issue. I went to my friend’s company for training and saw that one of their artists often worked as a freelancer and also took on private jobs. I saw this and told him about it and asked him if he knew about it. He told me that he was aware of every move of everyone in the company. The reason why he was not moved was because he did not leave the company when the company was in trouble. Although he was usually lazy, it did not delay his work. Also, the company could not provide him with a job. He has a high salary, but he also has to make a living by accepting private goods, so he turns a blind eye. Also, all the colleagues in the company have worked together for so long and they cooperate well with each other. It takes a long time to reintegrate into the company and cooperate well, and this time is a loss for the company.

In summary, the following aspects are important for bosses not to fire lazy employees:

1. When the company hires people, they can complete the work. Although they are lazy, they do not delay the work. After firing them, they can start again. Find someone who needs to transition

2. He has core technology or the company has not yet been able to replace him

3. He has a special relationship with the boss, or he has followed the boss to conquer the world. Old employees, or relatives and acquaintances of the boss

4. High emotional intelligence, able to deal with many problems that others cannot handle

5. Strong rallying ability in the company, it may be possible to fire him Many people ran with him

...

I hope my answer can help you [a flash of inspiration]

Looking at this question, it seems that you are quite knowledgeable. Complaints, in fact, everyone in the workplace has them, some people are diligent, and some people are just waiting to die.

People who work hard don’t get promoted, while employees who work hard get the same salary. But don’t just look at the surface when looking at problems. Maybe people who work hard have too low emotional intelligence and are not suitable to be leaders. , maybe the employee paddling the water, the boss above is his relative.

And company leaders are not "straw men". Everyone knows it very well. So to solve this problem, you must first correct your views, analyze the negative impact of idle employees, and finally figure out why the company is temporarily in trouble. Not to fire them. 1. Look at the problem from a high point

Usually, the free-wheeling type employees have no ambitions. They are very satisfied with the ordinary salary every month, and they can live a leisurely life. Occasionally, they will treat the boss to a meal and give some gifts. .

In fact, this kind of idle employees cannot catch the eye of the leader at all, and as long as the leader deliberately targets them, it is easy for such people to leave their jobs automatically.

What do leaders care about?

I think it should be department performance, and there are many ways to manage departments, including deliberately creating "comfort pits" for some unsteady employees to jump into.

The water-stroke type employees are most likely a "trap" that can be arranged by the leaders. Some ordinary employees feel that the water-stroke type employees have an easy life and still receive their salary, so they also become such people.

Leaders naturally know which employees are not suitable for entrusting them with important tasks.

Therefore, from the perspective of colleagues, it is normal for you not to understand. From the perspective of leadership, there are many aspects involved. Try to stand on the shoulders of "giants" to see the problem. I believe it is very difficult. Soon you will be able to "clear the clouds and see the blue sky." 2. Negative impacts of paddling employees

1. "Little masters who occupy pits"

The work done by paddling employees has no technical content at all, because whenever they need to use some Technical leaders are not at ease, so any recent graduate can do the job of this type of person.

However, the "ceiling" for this type of people is within reach. When the pits are limited, outstanding people cannot get in, so they are called "little experts in taking advantage of pits."

2. Bringing a bad atmosphere

As long as there is such a person, the surrounding colleagues will be affected. Most people in the workplace have a trace of negative emotions, plus there are such If one person takes the lead, such people can easily "fall".

Because they feel that it doesn’t matter how much or how little they do, they can get so much salary from paddling, and they are relaxed and comfortable, so why not do it? 3. Reasons why leaders fail to eradicate “cancers” in time

1. There are connections “from above”

This type of reason is the most common. The workplace is sometimes a network of relationships, such as colleagues Xiao Wang's uncle is a senior executive in the company. With this kind of relationship, the company doesn't care about having a few more idle people.

Besides, do direct leaders dare to take action?

It’s too late to flatter someone, so how can they be fired easily? Usually, as long as these people are more stable, the leaders will let them go freely.

In addition to family relationships, there are also "old department" relationships. For example, Mr. Li has been parachuted into Company B for two months. He wants his former subordinates from Company A to come over to "help out", but he is embarrassed. He directly became a small leader, so he was "trained" at the grassroots level for a few months.

2. Did not touch the bottom line

This kind of employees are very thieves and their strokes are of high quality. They know clearly that those taboos cannot be violated, so they are always within a safe range. Activity.

If the company wants to fire them unilaterally, it will lose money. If it doesn't fire them, it will continue to hang around unless the contract expires.

Therefore, leaders sometimes have a headache with this kind of people. If they really can't grasp the "little pigtails", they can only wait until the contract expires.

3. Frequent firings can easily lead to misunderstandings

Company executives rarely decide who to fire; it is all the grassroots leaders who decide. Therefore, in a complex workplace, if a grassroots leader Fire employees frequently.

This is very likely to cause misunderstandings among the top management. The top management may think that the grassroots leaders are constantly inserting their own influence. When the time comes, coupled with the addition of competitive forces, it is easy to lose more than the gain.

So many times, grassroots leaders will let this kind of people continue to expand until they reach a stage where everyone feels they need to be fired, so that the cancer can be eradicated. Conclusion

In fact, the company is not short of the contribution of a few employees who are paddling. It is impossible for the company to go bankrupt just because a few employees are paddling.

If you happen to be a free-floating employee, don’t feel that you are taking advantage of the company. First of all, just because you are not fired now does not mean that you will be fired tomorrow. Secondly, your behavior will only harm yourself and others. Everything is progressing, but if you are standing still, over time, you will not be able to keep up with the times, so don’t make the mistake of yourself.

At work, the boss actually knows who is doing the work and who is lazy. The reason why he does not fire people is because of the leader’s own considerations. There is no need to go into details. The main thing is to adjust his mentality. , does not affect yourself.

Regarding this issue, we need to analyze the truth behind it through the appearance of laziness. Below, I will reveal to you four truths behind slacking off in the video. Thanks for watching!

One-sided words cannot be trusted!

I have this question because I don’t see the value of this kind of person to the company or leadership