How to treat the return requirements of resigned employees

As a professional HR, I haven't met any employees who have returned to work after leaving their jobs in recent years. However, I recently met the first employee in my career who resigned shortly after joining the company and later regretted wanting to return to work.

Should the company agree to the employee's request to return to work? The way the company handled this time, I think it is worthy of recognition, and it has also enriched my professional content a little. It is a wonderful experience for human resources department and demand department to make cooperative decisions.

As a human resources department, I certainly hope to meet the needs of the company's employing department to the maximum extent. Whether it is a new employee or an employee who asks to return to work after leaving the company, I have not directly rejected the vacancy and the urgent need of the company, but first sought the opinions of the employing department. In the process of soliciting opinions, we gradually formed the idea of solving the problem and finally made a consistent decision.

First of all, the employing department knows the work and resignation of employees, and they have the most say in the selection of employees. It is understood that the employee is not very talkative. When he first joined the company, the employing department conducted pre-job training for employees, and informed them of the work intensity and content in advance, which were accepted by the employees.

At work, I also communicated with the employee in time. After not receiving any feedback from the employee on the job content, the employee left without saying goodbye one week after joining the company, only told his colleagues, and did not even mention his resignation application to the department head.

After understanding the employee turnover, the employing department gives the following opinions:

First of all, as an employee with many years of social work experience, he should not be ignorant of the resignation procedure. Regardless of his work ability, if we only look at his basic interpersonal skills, it is not what an adult should have.

Secondly, if an immature employee resigns because he is tired of his job or doesn't go well at first, his ability to resist pressure is worrying, and no one can guarantee that he won't leave without saying goodbye again in his later work;

Thirdly, whether the employees who have no organization and discipline can obey the work arrangement and organizational management in the future will be uncertain, which will increase the uncertainty of company management.

Most importantly, if the company can freely enter and leave, it will have a bad influence on the employees who are now working with peace of mind and weaken the authority of the company's management system. If employees who leave without reason are allowed to return to their posts, it will not be conducive to the unified management of the company.

Therefore, the opinion of the employing department is that it is better to lack than to abuse. We need employees who can develop with the company, have a rigorous work attitude, have a big picture and have training value, not those who are impulsive, careless, capricious and uncertain.

In a word, employees are the most important part of the company. Employees who want to return to their posts after leaving their jobs due to their own subjective wishes are not recommended to continue to be employed.

There are many factors that need to be considered when making an employment decision, which also reminds our human resources department that the selected employees must first agree with the company's values and are willing to work together with the company. In the interview, it is necessary to comprehensively grasp and inspect the abilities of employees in all aspects in order to select employees with high matching degree.