Five values of resigned employees

Five values of resigned employees. If the recruiter is not suitable, don't forget the resigned employees at this time, because perhaps, the resigned employees can help you solve the current recruitment problems and other values perfectly and understand the five values of the resigned employees.

Five values of resigned employees 1 1, and the values of optimizing management.

First of all, when we leave the interview, we will ask those who are about to leave the company what suggestions and ideas they have on the management of the company. What is reflected here is the management value of the resigned employees.

There are personal reasons for employees to leave their jobs, but there are also a few times because of the management of the company. When leaving the company, employees can let go of their scruples and express their real suggestions to the enterprise. These suggestions often hit the nail on the head and are a good opportunity for enterprises to correct themselves.

2. The value of brand communication

In today's society, everyone brings their own communication, and the self-communication attribute of resigned employees will also become the communication channel of the corporate brands they have served. After leaving the company, especially outstanding or core employees,

Out of the recognition of the enterprise, it will automatically become the disseminator and executor of corporate culture in the new platform post or within its own communication scope.

The reputation of General Electric (GE) lies not only in its sustained high profits, but also in its being called "the cradle of CEO".

3. The value of the dissemination of ideas

The' rich post experience and work quality' accumulated by former employees is hidden in the brain and can be carried with them, and they can continue to develop and pass on in the industry at will. From this, the company can obtain valuable market or technical information, thus improving the company's work.

Resigned employees are an important source of enterprise innovation and new knowledge supplement. In 20 16, employees who left Blizzard organized a group to set up a studio and got the investment of LOL developers, which was a successful case for employees who left Blizzard to exert their outstanding abilities and rich experience.

4. The value of business opportunities

Practice has proved that good employee relations can create unlimited business opportunities for enterprises. An employee who once left Anta International,

Job-hopping to a well-known domestic pharmaceutical company as a recruitment supervisor, Anta International also provides talent recruitment services in this industry. Both sides know the root of the matter, reducing a lot of procedures for introducing and building trust.

There is also a good management process for deminers, and the relationship between the company and employees is harmonious, and soon the two sides reached a cooperation contract. And this is just one of many businesses.

If there is no resignation management, even if employees leave angrily, no matter how good the company's service is, such cooperation cannot be reached. In this regard, we have done very well, as well as the famous consulting company McKinsey mentioned above.

Managers of McKinsey know that with the development of their careers, these former consultants will become potential customers of the company and form a large number of resources.

5. Talent value with high matching.

Practice has proved that a good employee relationship can create unlimited business opportunities for enterprises. An employee who once left Anta International,

Job-hopping to a well-known domestic pharmaceutical company as a recruitment supervisor, Anta International also provides talent recruitment services in this industry. Both sides know the root of the matter, reducing a lot of procedures for introducing and building trust.

Of course, preventing core employees from leaving their jobs is the key to solving the recruitment problem. There are five phenomena that can show signs of leaving:

1. Too many calls.

Even if employees fail to find a good job before job-hopping, they will consider the future work direction and content planning. In this sensitive period, he will often answer personal calls, generally will not speak in public places, and will leave the office quickly and go to a quiet place to answer them.

This kind of call is usually made by HR or headhunter of the company next door, or an interview is arranged, or a meeting time is agreed. You can observe whether there are many such calls and whether there are mysterious answers.

2. Please take more leave

Generally, after the telephone interview with the next HR, there will be a formal interview invitation from the company, so the leave will be more irregular, unlike the study leave, and the interview with the next company is mostly negotiation and irregular.

Step 3 be inactive

There are usually two types of employees in enterprises. The first one is ostentatious and high-profile, and the second one is a low-key employee, who doesn't talk much and is bored. When they leave, there will be some performances to watch:

High-profile suddenly didn't talk much; Those who spoke actively in the meeting became silent and did not participate; The phenomenon that challenging tasks are not answered and long-lasting tasks are shirked can also be regarded as employee resignation.

There is also a low-key staff, who is relatively low-key, has little contact with colleagues, and wants to fade out of the company atmosphere and avoid investing more in the existing work.

4. Attitude has changed

One is that people with more negative energy complain that the company is not good and so on. , and suddenly became silent. Usually, good colleagues don't talk about things that the company doesn't participate in, giving people a feeling of wanting to leave. It's better to stand up straight than to spit, and the next company will make a good impression by doing a background check.

The other is that people who have always been proactive suddenly become negative. Out of professional ethics, he will still work, of course, he will not work as hard as before, and there will be some cases of being late and leaving early ... these are all phenomena that warn us to pay attention to.

Pack your things.

When an employee wants to change jobs, his desk will change greatly or become messy. Anyway, he won't clean up when he leaves, or he will become very tidy. * * * With private sorting, he will simply take away his personal belongings in batches, and some will hand over the work and get rid of various projects.

These signs can be warned. If there are three phenomena, it can be said that this employee intends to leave.

According to the above situation, we will use an employee turnover sign detection form in the company. This table will contain some of the phenomena mentioned above and will be listed.

You can judge by what is described in the table. If there are more than three items, as HR, you need to be vigilant, plan preventive information in advance, or prepare successors.

What HR has to do is to deal with people, to understand people's dynamics very well, and to take effective measures once signs are found. So please be a thoughtful HR and keep a high degree of sensitivity!

Five Values of Resigned Employees 2 Today, with more and more attention paid to human resources development, how to avoid brain drain is still a headache for many enterprise managers.

In fact, for enterprises, we might as well look at it from another angle. From the standpoint of employees, for those employees who are really difficult to retain, it is not necessary to "trap talents" but to "let a horse go". What effect will it have? Will the brain drain? The answer is no.

The relaxed talent environment attracts a large number of talents to enter the enterprise, but it also makes many "escaped" talents "escape back", and the human resources of the enterprise have been effectively developed and utilized. What is the reason?

"Liquidity is not a bad thing," said Tom Sunny, executive director of an international consulting firm. "We attract the best and brightest people, and these people are often the hardest to keep.

Our job is to create valuable business and let them stay for another day, month or year. But if you think you can finally trap talents, it's foolish. "

Of course, brain drain is not a passive laissez-faire. In any case, these lost talents are valuable resources, and it is not impossible to develop and utilize them after they leave the enterprise.

Tom Thirny does not advocate "trapping talents", but he also emphasizes "keeping in touch with those employees after they leave their jobs and turning them into advocates, customers or business partners".

The flow and loss of talents is inevitable, and "lifelong employees" are impossible for enterprises and employees, so we should adhere to the concept of "lifelong communication".

The key to the success of Xinchang Pharmaceutical Factory's strategy of "encouraging talents to flee" lies in the enterprise's courage to let talents freely choose their value realization methods. Only those enterprises that truly take the interests and needs of employees as the core of human resources development can realize a virtuous circle of talent entry and exit.