Reasons for Resignation and Career Planning

Question 1: The reason for leaving during the interview has nothing to do with career planning. Just say that the family is sick and needs to take some time to take care of it. The company is busy here, and you don't agree to take time off. In desperation, you chose to leave. There is no need to mention any harsh words that conflict with the leadership, although this is the case. As for career planning, for example, you can say what kind of achievements you hope to achieve in your company or XX industry and what kind of person you will become in three to five years. You can also try to say this, feeling that you haven't found your own position yet, just hoping to find a platform similar to XXX, work hard on this platform and make some achievements.

Question 2: During the interview, I was asked about the reasons for leaving my job and my career plan. What should I say? 1, reasons for leaving your job, you can say that you left your job due to uncontrollable factors within the company, because you are a basic job, and you can't say that the company can't meet your development requirements. You can't emphasize that it is for personal reasons, so the interviewer will think that you are a very disloyal and unstable person.

2, ask about career planning, then this career planning starts with the job you are interviewing for now. Every basic job has an upward development path and needs to be refined by itself. For example, if you are interviewing for an office clerk, you can say that you are a clerk for about one and a half to two years. During this work, I can accumulate and learn some office and administrative processes, experience and related knowledge, and then I can be the office director or related administrative work. Tell the interviewer what kind of certificate to take, first of all, emphasize that you use your spare time to prepare and pass the exam, so it will definitely not affect your work and is also a sign of progress. Everyone has his own ideas. It is impossible not to allow him to express his own ideas, but don't talk too much about things unrelated to the interview during the interview, just to promote the interview, otherwise it will be useless and may have a counterproductive effect on his interview.

Question 3: How to answer "Why did you quit your last job?" This question is more appropriate? Generally, the interviewer asks this question to know the candidate's attitude towards the job, what conditions you like about a job, and your personality.

For example:

1, if the candidate answers: the salary is too low and the treatment is not good. Then the interviewer may think that most candidates pay more attention to salary, or the interviewer may think that candidates are not long-term, only pay attention to immediate interests and not long-term development.

2. If the candidate answers that he/she can't get along with his/her boss and colleagues, he/she will resign. Then the interviewer may wonder if you are not sociable, good at communication and have a bad interpersonal relationship.

3. If you answer "dismissal", the interviewer will definitely wonder if the applicant's work ability is not good, and so on.

Of course, the above situation is only a small example. Interviewers generally don't judge whether a person is suitable from a certain aspect, because some people are really underpaid and can't meet the needs of employees, so you must leave decisively, otherwise your work enthusiasm is not high and your energy is wasted, but the reasons you mentioned will definitely be the reference for the interviewer to evaluate you.

Here are some suggestions for the answer to this question:

1. Try not to speak ill of the last company. This includes dissatisfaction with the company, dissatisfaction with employees and so on. Because this is the embodiment of corporate loyalty.

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

Don't talk too much: If you talk too much and make too many mistakes, the interviewer will set a trap for you. His casual questions will also expose many questions, so try to be concise and clear, think again before answering the questions, and try to be consistent, so that the interviewer can easily find the contradictions and think you are lying.

4. To sum up: In the interview process, it is definitely easier and more natural for us to show our true side, but no one is perfect. Sometimes we should also pay attention to foster strengths and avoid weaknesses. There is not much time for the interview. We must show our best to the interviewer and strive for this job opportunity. We'd better turn these reasons for leaving into objective questions, not subjective assumptions, and try not to influence the other party's opinion of you.

According to your actual situation, there are the following reference answers:

1. If you go back to your hometown to develop, it can be said that you want to be closer to home because of family needs, so that you can feel more at ease at work.

2. If it is because of the problems in treatment and company management, it can be said that I want to find a better platform to further improve myself while exerting my professional skills.

3. If the company's development prospects are not good, it can be said that the company's benefits are not good, and it wants to change the environment and find a more stable job.

Question 4: Career Planning, Reasons for Resignation Your father asked you to work in his friend's listed company because of your future development.

After all, you can still learn a lot in listed companies, including interpersonal relationships, system management, workflow and so on. Because your company can't give it to 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, the newcomers really can't stand it, which means that not everyone can go to work immediately. From this perspective, you have an advantage. Although this advantage won't get you promoted in your position. But every position is important. Just like a watch, there are too many parts, but it is important to buckle a screw each time.

You are now hesitating whether to go or continue working. I think it's natural to go when it's time to go. This is natural. Now is not the time. Although your family is very busy, although you can't see a bright future at present. But you should have learned a lot in these three years. But there are still many things you don't, don't realize.

Your greatest advantage is that your father's friend is the chairman of your company. If one day you feel that your ability can shine in a certain position, you can directly recommend yourself to the chairman. If you have the opportunity to exercise more, you will have a brand-new world.

Sometimes when it's time to go, I will leave. Now that I'm so hesitant, I'd better not go first. Some people have worked in a company for 10 years and missed many opportunities. Some people just arrived and seized the opportunity. Sometimes it is man-made.

So let's work for a while first, so that we can know what we really want. Because it is certain that you will not work here all your life, even without this friendship, so since you will leave sooner or later, you should learn more about management processes now. It will be useful in the future.

Question 5: Reasons for Resignation What are the common reasons for leaving in the interview? Including: bad interpersonal relationship, unsatisfactory income, bad relationship with the boss, and great work pressure.

However, from the perspective of enterprise recruiters, these reasons are more or less related to job seekers themselves, which may affect their future work, such as interpersonal relationships with colleagues and customers, salary problems, and inability to withstand competition. So this reason is not recommended.

Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc.

Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller.

It's best not to say that you quit because of low salary. Such an answer will make the company feel that you care about personal gains and losses. If you are hired by the company, you will not hesitate to leave once you face a higher salary.

The reason for leaving is in the workplace. The new owner may just ask casually, but if the answer is not correct, it will be very bad!

1. You can say that you resigned because of the salary problem. As for the salary, it can be said that the last company paid little attention to the welfare of its employees because of its slow business development.

2. Want to have a better development space

Be sincere when you say it.

2. Want to have a better development space

Be sincere when you say it.

Don't write about leaving for your own reasons, such as low salary, overwork, and disagreement with leaders. Because the new company will think 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 unit leaders, so the new company will definitely not hire you, because they will think that if you leave the new company one day, you will scold them behind your back.

You must be careful about the cause of the company's bankruptcy. If your previous company was a big one, it's easy to find out whether it went bankrupt online. If your lies are exposed, the job will definitely be lost.

You can fill in the following reasons:

1. Some employees in the unit are relatives or friends of the leaders, but they are on the job, so many good opportunities always don't belong to them;

No matter what achievements you make, the company you are introduced to will be considered to be taken care of by the leader, so you want to change your job, which can better reflect your ability.

The original company always failed to pay wages on time, and it was in arrears.

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

Note: the first two items will never have problems, and have been tested;

For the last two items, it's best to fill in the events that can be illustrated in advance, so as not to suddenly ask you nothing to say, and you may be ruined.

Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc.

Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller.

The reason is:

There is something at home, which refers to personal reasons (falling in love, getting married and having children, buying a house and moving, saving lives! )

Company transformation, referred to as structural adjustment (hopeless disasters such as the company going to the front desk, major business changes, and structural layoffs). ! )

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

Avoid:

Can't get along with people! (colleagues of mental patients, can't stand it! )

It doesn't agree with it! (big temper, putting on airs, don't admit your mistake! )

Negligence and incompetence! Careless and troublesome, I can't do it! )

Corruption and dereliction of duty! (I didn't go in, fortune teller is big, no one uses it! )

In short, seek truth from facts, but it must be revised! I didn't do a good job because I had something at home, my major was wrong, and the company made new products and changed. Never keep a clear head. Honesty is good, but if it's stupid, it's a bit silly and lovely! ...& gt& gt

Question 6: What is the reason for leaving your job? Listen to the reasons why career planning experts leave their jobs. Listening to career planning experts resign to find a job, they are always asked why they left their last company. How you answer will affect whether you can be hired or not. Look at the analysis of career planning experts in this article, which may inspire you. 1. What is the reason for leaving the company? 1. Author's comments: Some bosses are afraid to ask this question. Generally speaking, people with less money are very idle. You can clearly tell your boss that as a young man, what is more terrible than having less money is doing nothing. I believe you will succeed. Let the boss feel that you still have your own ideas and future plans, or at least want to be busy. 2. The matching rate between people and posts is low. In the first case, the skills required by the company and the skills I have are an intersection, and the intersection is very small, so both employers and employees may not be cost-effective at this time; The second situation is that my skills are a subset of the skills needed by the company or the skills needed by the company are a subset of my personal skills. At this time, it is not cost-effective for both employers and employees to have one side. This kind of cooperation that can't fully realize the win-win situation between labor and capital will not last long, that is, it will be staged. 3. The life cycle of posts has reached such a point that some posts in enterprises are temporary to cooperate with enterprises to complete phased tasks, rather than permanent functions, so when the tasks at this stage are completed and I can't find a suitable post, I have to leave. No sense of accomplishment, when I have tried my best to change the present environment, situation, concept, etc. I will leave my job because I haven't made a breakthrough. The other person may think you are incompetent. Be sure to highlight your personality and explain that you are not suitable for this kind of work. Some people don't like the atmosphere in the office, but it's even worse in private enterprises. 4. The development of enterprises is slow. When I stay in the enterprise for a long time, but because the enterprise develops slowly, I can't absorb new nutrients and get development opportunities, I will choose to leave. From the perspective of personal development, you can show your courage and momentum. It doesn't matter if the interviewer doesn't appreciate it. There are 100 interviews in other companies, as long as one is suitable. 5, personal growth problems, career planning problems in the enterprise can not achieve my personal career planning, I will choose to leave. You should have your own development ideas and make unremitting efforts for it. If you want to switch from engineering to management, you must learn a lot of management knowledge in your spare time. 6. Ideas When there is a big gap between my ideas and those of the enterprise, I will choose to leave my job. Author's comment: This answer is too dangerous. Unless you have made the examiner feel that you are working in an enterprise with unhealthy management concept and your concept is correct, you'd better not use it. You must be able to justify yourself after using it. 7. The employment mechanism of one emperor and one minister not only reflects the relationship between a group of people, but also reveals that people should pay attention to matching and complementarity. My master has changed, and so have I. Doesn't mean there's anything wrong with me. It just means that my new owner and I are not the best partners, and we can't effectively form a matching and complementary combination that is beneficial to the enterprise (such is the case in cabinet reorganization). Sometimes you can answer in one way, sometimes you need to answer in several ways at the same time, but no matter how you answer, there may be some risks, because the examiner will keep asking questions, so you must also prepare an explanation that is beneficial to you at that time. Of course, this explanation is not limited to this question, but can run through the whole interview process. This requires job seekers to "grasp the questions", think about the answers before the interview and make good coping strategies. Two, career planning experts on how to answer the reasons for leaving the five reminders: 1, love the original company, at least once. 2. Explain that resignation has been communicated with the company, and it is the best solution that both parties think. 3, the difference between the new company and the original company, there is no good or bad, only their own development prospects. Your grades are related to your resignation, but you must explain the reasons fairly, such as the change of ideas and the change of company personnel. 5. Talk openly and treat with the feelings of ordinary people. I believe that examiners are also human beings. Those who read "Kloc-0" also read: 1, Eleven Points of Career Planning 2. Graduates: Career Planning Goal No.1 3. Career Planning: Want to start a business, enter a small company or a big company 4. Realistic career planning 5. Anhui Vocational College of Industrial Economics promotes students' entrepreneurship through career planning contest 6. Four Points of Career Planning 7. Career planning: the most frequently asked questions (examples) 8. 9. How to train employees in career planning? 10, orphan ... >>

Question 7: How to write the reasons for resignation and the development direction after resignation? The employer is not at fault. Employees have the right to leave. Employees don't need to worry too much about the reasons for resigning and the development direction after resigning. Employees can fill in according to the actual situation. There are usually the following reasons for leaving a job:

1, I feel that my personal development space in the company is limited and I can't reflect my own value;

2. There is a big gap between salary and personal expectation;

3. The mutual credit between employees and leaders is poor, employees have difficulty communicating with their superiors, and their ideas are not valued by their superiors;

4. Disagreement with the management or boss on the company concept (this article mainly occurs in the event of the resignation of senior executives);

5. The interpersonal relationship of the enterprise is too complicated, which leads to employees' low mood and low mood;

6. Company restructuring, changes in shareholders or major operators, and adjustment of resignation;

7. Personal reasons (such as choosing to start a business, leaving the city where the enterprise is located, going abroad, taking postgraduate entrance examination, etc.). ) choose to leave;

8. The company's career planning for employees is unclear, and there is a big gap with personal expectations in terms of employee promotion, training, salary increase, motivation and taking on more work responsibilities. Employees feel that there are fewer opportunities for growth and choose to leave;

The development direction after resignation can be to continue to engage in this industry or start your own business.

Labor Contract Law

Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.

Article 50 When the employer dissolves or terminates the labor contract, it shall issue a certificate of dissolution or termination of the labor contract, and go through the formalities for the transfer of the file and social insurance relationship for the employee within 15 days.

Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed.

The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.

Question 8: How do you explain why you left your last job when you leave? People who have experienced job-hopping will generally encounter such embarrassment: when interviewing for a new position, HR will ask why they left. I am embarrassed, on the one hand, because I have real thoughts, on the other hand, I hope to speak with dignity. As a career planner, many people often ask me how to explain why I left my job. As we all know, job-hopping is nothing more than dissatisfaction with salary, limited development space, remote geographical location, poor interpersonal relationship, pursuit of new jobs and so on. But here's the problem. What everyone is worried about is whether directly saying the reason will have a bad influence on the new job, whether they will be dissatisfied with their salary in advance because they throw the bottom line, and make their chances of winning smaller. If there is no hope of promotion, will it make the other party feel incompetent? If it's because of interpersonal relationship, will it make HR feel a thorn in the side? If you complain too much, will it make people feel unprofessional? And if you don't say so, will it be too fake? These considerations are all reasonable. But what should be done? As a mature person in the workplace, you should plan your career development, including job-hopping.

First of all, plan your career changes and when to resign. Why did you jump ship? Can the next job meet the expectations before job-hopping? This is a premise, these things want to understand, job-hopping is meaningful. Secondly, if resignation is a fait accompli, then face it calmly, sum it up well, or resign with expectations? Are you dissatisfied with the status quo and resigned? Or * * * to resign? Are these resignations handled by yourself? How did your professional experience during this period affect your career? What role will your next job play in your career development? When these problems are understood, it won't be embarrassing to explain why you quit when you finally face HR.

A man asked me a question: he is a salesman of a foreign-funded company. As an old employee, because he is dissatisfied with various problems in the operation and management of the branch, he directly reflects the problems to the boss. The results attracted the attention of the leaders of the group company and investigated the problems. The survey results did not cause an earthquake in the workplace as he had imagined before, but only made the branch leaders more stressed. So, in the next few months, he felt that the department manager, the general manager of the branch and the personnel manager were all finding fault with themselves. This tense workplace relationship lasted for several months and finally broke down. Although this friend got compensation through labor arbitration, he also faced this problem in the new job interview: to tell the truth, the personnel manager will feel troublesome, but not telling the truth, and feel awkward.

In addition, better companies will do background checks, because they have offended the original company leaders, and 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 wash myself white? On this issue, he has a hypothesis, that is, how to "wash white". Trapped in this assumption, it is impossible to make constructive and particularly satisfactory suggestions, because on the one hand, it is a fact, on the other hand, it seems to be contradictory. I suggest a comprehensive reflection on this matter: find the advantages of this matter, such as responsibility, courage and courage to the enterprise; At the same time, finding out what has not been done enough in the incident, such as reflecting problems to superiors and hoping for high-level intervention, itself does not conform to workplace rules; Find something that can be done better, for example, reflecting problems is not giving up efforts; Recognize your boundaries and do different things in different positions.

In reflection, think inward, not all due to the inevitability of external factors. If you do all this, your heart will be calm, you will no longer be entangled, and you will naturally know how to tell the personnel manager about it. This friend's worry is right, but has it ever occurred to him that the HR manager thinks this may be a "trouble" from the perspective of the future, and this worry must be given to him by the customer. If the client is still worried about the previous events and does not reflect on them, normal people will think that he will do it again. The result of this is that there is no improvement and interpersonal relationship breaks down, which will be a source of trouble. The key to the solution is self-growth. In addition, from a technical point of view, the recommended method can also be adopted. Since you have industry experience, you might as well try the recommendation of your former customers or friends from upstream and downstream enterprises, which is more reliable. Therefore, the principle of explaining the reasons for resignation is: expressing sincerity and inner consistency. When we apply for a job, we are faced with a high IQ and rich experience, far exceeding our sometimes naive assumptions. So, don't be silly, interview yourself before the interview. ...& gt& gt

Question 9: How to write the resignation application? Due to personal career planning and some practical factors, it is not necessary to elaborate on the reasons for resignation after applying for resignation, but to write personal reasons. Specifically, it can be communication in the exit interview.

Question 10: Personal reasons for leaving.

1, personal reasons

2, do not adapt to the company culture

3. Low salary

4. Lack of room for development

5. Disharmony with superiors/subordinates

6. Others: such as the distance from home, marriage, family diseases and so on.

Enterprise perspective

Rapid organizational development leads to structural replacement.

Now this era can be said to be the golden age of rapid development of enterprises, and many large enterprise groups seem to emerge overnight. Domestic enterprises, in particular, have deduced one business myth after another and created one business hero after another according to domestic local advantages and policy environment. However, behind the rapid expansion of enterprise scale, it is often the helplessness of human resources staff: if the enterprise develops too slowly, employees may leave because they can't see the prospects; If the enterprise expands on a large scale and the organization changes rapidly, a large number of new jobs will appear inside the enterprise, which also provides new growth space for internal employees. But in fact, enterprises often complain that the growth rate of employees can't keep up with the development speed of enterprises, so recruiting new people has become the main task of human resources departments in many enterprises.

In some companies, a large number of management positions and even decision-making positions are using new people, which makes enterprises face a serious personnel management problem: the original managers are easy to form gangs under the impact of new management methods and concepts; There are too many new people, and the enterprise cannot be integrated in a short time; New employees, especially those in important management positions, have their own work background and management concepts, and it is difficult to change their original behaviors. In an environment full of new faces, if you want to stand out, you must find ways to exert your influence. It is very likely that everyone will go their own way, so there will be corporate political problems such as fighting for power and profit, and the management platform of enterprises will become the battlefield for managers to fight in secret.

In addition, the rapid development of the organization may also lead to unclear organizational structure, chaotic process, management vacuum or power struggle; If the management width of top managers is insufficient, there will be ultra vires behavior of downward management, which will lead to the sense of loss of middle managers. These are all factors that lead to employee turnover. Under the group governance structure, the situation will become more complicated. For grass-roots employees, the management has not formed a unified management style, management style and management concept, which means that they are at a loss. As a result, enterprises have worked hard to recruit talents, but managers often leave because they can't reach their goals, while grass-roots employees feel that the company's management is chaotic and quit. So many companies, especially fast-growing companies, almost all face such a problem. Enterprises need a large number of talents, but the high turnover rate often affects many jobs, and it seems difficult to find an effective solution. This kind of corporate governance structure does not adapt to the development speed of the company, which is what we call structural resignation.

As a fast-growing enterprise, in order to solve the problem of personnel flow caused by the rapid development of the organization, the first thing to be solved is not the speed of the company's development, because enterprises can survive by development. Therefore, what the company should carefully plan is the corporate governance structure. Many so-called over-expanded and failed enterprises in China often cannot control the scale expansion of the company because of the lack of suitable corporate governance structure. If the company can provide organizational guarantee for rapid expansion, it can make the company's development speed 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, which can avoid the resignation caused by the above problems.

The gap between reality and expectation has become the biggest hidden danger for new employees to leave.

After the death of a beautiful human resources worker, God promised her that she could choose to live in heaven and hell for one day, and then decide where to live. One day in heaven, she felt carefree and free; In hell, she was greeted by beautiful scenery, enthusiastic colleagues and heartfelt wishes, a sumptuous dinner, joyful dancing and a bright future. She knew that heaven was good, but she was more attracted to hell, so she decided to stay in hell. Woke up the next day, she found herself standing on a desolate dump, surrounded by garbage and mud. The devil approached her and made fun of her. She doesn't understand, isn't this the hell she yearned for yesterday? How did this happen? The devil smiled and said, "That's because we were recruiting yesterday, and today you are one of us."

This is not only a joke of human resources workers, but also a realistic portrayal of many companies. Many people in charge of recruitment believe that in order to maintain and maintain the company's external image, it is impossible to provide negative information about the company to candidates. Especially when the company is in a hurry to recruit people, HR >>