Question 1: How to dismiss employees and the best skills to dismiss employees. 1. You need to fire employees with poor performance. 1. You can ask your direct supervisor for help, because the direct supervisor knows the employee's performance best and has the most say. If possible, he/she can also participate. Of course, you should prepare your past performance records in advance to make the conversation more convincing. This is convincing people by reasoning. 2, is to seek legal basis, according to the provisions of the labor contract to give some compensation, every year of service to give a month's salary compensation. And you can discuss with the general manager or business manager and give more. This is treating people with law. 3. Think from the perspective of the employee who will be fired and discuss the reasons for dismissal with the other party. This will make employees feel very human. When appropriate, you can give each other some help, such as writing letters of recommendation. 2. Dismiss some employees due to poor performance of the company. In this case, a comprehensive communication plan should be made. And this plan will not be implemented until it is decided to lay off employees. At the strategic level, the company should communicate with employees on a regular basis about the company's performance and discuss the company's situation and possible trends frankly and openly. Informal communication can be used to tell employees that the company will ... not be unprepared for the day of layoffs. On the tactical level, it is necessary to work closely with the laid-off department managers to work out a specific timetable, such as separating employees, leaving those who are competitive in the market first and needing the help of the company as the second batch, and leaving the most difficult ones for final treatment. Of course, in terms of compensation, we must first meet the legal requirements, and in addition, we must strive for more financial support from the management. Employees who leave early can be given appropriate rewards. 3. Hint dismissal: let employees quit after difficulties. I once had this experience: the president asked me to lay off a particularly "smart" person, so I told him directly that something you did might make the president unhappy. It's better to quit first, and I'll handle the follow-up for you. The other party is from Shanghai and immediately accepted my suggestion, which shows two problems: first, he did something inappropriate; Second, he is willing to protect his reputation in this way, but he has a lot of face by firing the company himself. Up to now, our relationship is still very good, and the president is very satisfied with my speed. Many foreign companies are cautious about dismissing employees. Helping employees grow up and giving subordinates the opportunity to correct their mistakes is one of the reasons why foreign-funded enterprises have cohesion. According to a recent survey, 80% of the "job-hoppers" in foreign companies now resign voluntarily to find another job, and only 20% are dismissed by their original units. And this 20% is by no means "fried" by foreign companies. Regular foreign companies are "particular" about "dismissal". IBM: Unqualified ≠ expelled. It is said that IBM China Co., Ltd. conducts a performance appraisal every year, and the appraisal results are divided into one, two, three and four grades, and the fourth grade is unqualified. If the employee is rated as the fourth grade, will he be "fired" immediately? That's not true. For unqualified employees, IBM will analyze them in detail. Is it an attitude problem or an ability problem? According to this, we will provide targeted help and give opportunities for correction and improvement. IBM China Co., Ltd. cannot tolerate employees making two kinds of mistakes: one is breaking the law; Second, it violates professional ethics. Anyone who dares to "cross the line" has to be asked to "leave". Siemens: Employees are allowed to make mistakes. Siemens has such a slogan: employees are entrepreneurs of enterprises. This sentence is not empty. In Siemens, employees have the opportunity to fully display their talents. After working for a period of time, if you do well, you will be promoted. Even if there is no vacancy in this department, it will be arranged to other departments. Excellent employees can set their own development track according to their own abilities and ambitions and move forward step by step; For those employees who are temporarily incompetent, Siemens will not put them in "another book", but try to change their posts and let them try. Many times, incompetent employees find their place through adjustment and do as well as others. Lucent: "Raising fish with water" is better than "firing squid". In order to shorten the gap between the ability of employees and the needs of the company, foreign-funded enterprises usually adopt the method of "raising fish with water" to make employees grow rapidly. Lucent Technology (China) Co., Ltd. once conducted employee career planning: when a new employee enters the company, the department manager must have an in-depth and long talk with him: what are your plans for personal development after you come to the company, what do you want to achieve in one year, what do you want to achieve in three years, and what kind of help you need from the company besides your personal efforts to achieve your goals. At lucent >>
Question 2: What's a better way to say when firing employees? I guess this employee should apply for the position of telemarketing. If so, don't fire her yet. There are three reasons: 1. Everyone has potential ability. She found you, which means it's fate. At least she thinks she knows that she is qualified for this job and capable of completing it (unless this person's personality and behavior are not liked by you and your team). If this employee has the idea of continuing to work, you can ask her to call on the customer, and then go to the customer to inspect the contact order in person, depending on her offline work ability. In this way, she can be given another chance to prove herself, or deepen her understanding of her work, or resign. ; 2. You can talk to her immediately: the content of the talk is to understand her understanding of the nature and responsibility of this position, and through this exchange and communication, strengthen the trust and understanding between employers and employees; 3. Is there a problem with the sales process in your factory? That is, through this incident, you should reflect on whether your sales system and training system need further adjustment. ......................................................................................................................................................
Question 3: How to say it is better to dismiss employees? "Brother (or sister), look at my shop (small workshop). There are not many customers in a day, and business is too weak.
I hope you can find other better places to do things and seek more room for development.
If you pester me again, I'm afraid I won't even get paid next month.
If you go looking for something now, you can leave in a week. "
It's so warm and considerate.
Question 4: What's a better way to say when dismissing employees? Renren needs to dismiss its employees and abide by the law. Otherwise, the laborer has the right to demand the restoration of labor relations or compensation.
Question 5: How to say that a good company is not suitable for you when dismissing employees? It is more hopeful to suggest that you change your job.
Question 6: How to say it better and more directly when dismissing employees? On the premise of expressing your meaning, pay attention to the wording to make it easy for the other party to accept.
Question 7: Employees need to be dismissed. What is better to say about me? If it is necessary to dismiss an employee, it should comply with the law, otherwise the employee has the right to demand the restoration of labor relations or compensation.
Question 8: The company pays well and employees are lazy to be dismissed. It is necessary to use a legal and strict system for regular assessment, retraining and assessment, and unqualified people can be unconditionally dismissed.
Question 9: The reasons for resigning are generally good, such as:
1, I'm very tired recently and want to have a rest. This may take a long time. In order not to bring trouble to the company, I hope to resign!
2, family adjustment, going to a different place, so please resign!
Question 10: How to write a comment on dismissing employees with poor performance? There is not enough evidence to prove serious violation of discipline when dismissing employees, and compensation is needed. Please pay attention!
Face to face with employees, communicate the work process and results, seek common ground while reserving differences, and negotiate resignation.