The reason 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 have become 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 faces great recruitment pressure. In order to complete the task and attract new people to join the company, some problems will be avoided intentionally or unintentionally. Of course, there is another possibility, that is, the person in charge of recruitment doesn't pay attention to corporate culture, can't tell the difference between corporate culture orientation and negative information, and doesn't know what kind of person the company wants to recruit. Therefore, many companies like to describe the company as having bright prospects, unlimited potential, good development opportunities, competitive salary and benefits, and a humanized working atmosphere when recruiting. It seems that newcomers enter the workplace paradise after entering the company. However, when new employees really enter and get to know a company, they think they went to heaven, but in fact they went to hell. Because there is such a big gap between expectations and reality, some people will leave in a short time because of disappointment. Experience shows that the highest turnover rate of employees is at the end of the probation period and during the sixth to eighteenth months of entering the company. During this period, employees began to get to know the company gradually, and began to complain that the human resources department did not introduce the company clearly when recruiting, and the company's promises at that time could not be fulfilled. Some of them will quickly adapt to the environment and stay, becoming the backbone employees of the company; There are also some people who start looking for new opportunities and wait for them to leave. In short, a huge psychological gap will lead to employees leaving their jobs, and this kind of resignation is often not recognized by company managers, because when such employees leave their jobs, the column of resignation reasons on the resignation letter may only have simple excuses such as "personal reasons" and "family reasons", but it will not explain their psychological dissatisfaction.

Therefore, when recruiting, the company should provide the applicant with real information, including work content, environment, policies, manager style, etc., put forward the company's real expectations and make real and achievable commitments to avoid employees' unrealistic expectations of the company. Of course, this is not to tell candidates what the shortcomings of the company are, but to emphasize the positive aspects of the work, rather than deliberately covering up the negative factors that affect employees' turnover. Companies can also encourage internal promotion, and internal employees recommend talents, because these people already know the actual situation and work content of the company, and tell the candidates the real situation to make their expectations of the company more real.

Improper incentives lead to the departure of core employees.

If the employees who leave because of the previous problems seem to be more newcomers who have not worked in the company for a long time, then improper incentives will affect those employees who have worked in the company for a long time and are of great value to the company or even have high positions, which will directly lead to their departure. In an enterprise, 20% people create 80% benefits, and this "20%" is the core employees of the enterprise. They hold the marketing channels and technical secrets of the enterprise and adapt to the operation mode of the enterprise. Their resignation will bring obvious or potential huge losses to the enterprise. If the enterprise can't show enough attraction and give them truly inspiring management methods, it will be difficult to ensure the long-term development of these employees in the enterprise.

There is a more extreme example: Xiao Xu is a senior marketing manager of a commodity company, who is responsible for the company's marketing planning in Europe. The company recognizes his working ability very much and hopes that he can do well in this position. He is going to send him to Europe to explore the market. If this task is successfully completed, he may be promoted to the marketing director of the company. To George W. Xu Lai, this means that his career will take an important step. However, to everyone's surprise, on the day when Xiao Xu planned to leave, he didn't go to the airport, but went directly to the company and submitted his resignation to the company's human resources department. The vice president in charge and the human resources department can't figure out why the excellent employees trained by the company will suddenly leave without warning. Xiao Xu resigned at this time, and the company was unprepared. The established work plan has been completely disrupted.

Companies often promote outstanding employees for the needs of organizational development or for the consideration of employee rewards, but rarely consider whether these employees are competent for new positions and lack necessary training. After being promoted, many excellent employees can't meet the company's expectations in their new posts, and their evaluation in the company has changed from excellent employees to unqualified employees, and finally they have to leave their jobs. This is the famous Peter principle. Xiao Xu is worried that if he can't adapt to the new post after working abroad for a period of time, he will not only face the risk of leaving his job, but also need to adapt to the domestic working and living environment again.

Therefore, inappropriate incentives, although the enterprise pays the cost, will lead to employees' dissatisfaction or inadaptability, and as a result, it will become an accelerator for employee turnover, especially the loss of excellent employees, most of which are related to improper incentives. Motivation is a double-edged sword, and it is also the most risky management method in human resource management. Properly used, it can boost staff morale and ignite work enthusiasm; If it is not used well, employees will either be dissatisfied or leave. Many enterprises think that promotion and salary increase are enough, and the quality of employees is getting higher and higher. They have strong autonomy and desire for achievement, and their needs pay more attention to respect and the realization of self-worth. They need more space. For their incentive measures, we should also formulate policies from a higher level. Especially for core employees, at different stages of career development, they will have different needs, which are very personalized. Only by adopting incentive methods to meet their unique needs can they be effective. For example, the improvement of enterprise management level gives core employees more room to play instead of a restrictive and oppressive corporate culture environment; Strengthen the distribution of power and responsibility, so that they have more opportunities to participate in decision-making and ensure the sense of accomplishment of core employees; Maintain organizational fairness, provide training and learning opportunities, and so on.

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Often complain and argue

Frequent opposition from employees may be a strategy to delay the formal announcement of resignation. When receiving a new task or job requirement, employees may say "Let me study it first", "I'm busy" or "I don't think it will work". In some cases, employees may even start to complain about their work or speak ill of their boss or company.

Every detail is clear.

If employees often praise the corporate culture of other companies and belittle their own companies, it is a clear sign that they are likely to resign. Employees who are dissatisfied with their jobs will start to compare with other enterprises, just as dissatisfied husbands will compare their wives with other women.

Office phobia

Employees who consider leaving their jobs often find various excuses to stay away from the office, such as taking a lot of sick leave and being late for work. He may not go to work on time, find an excuse to leave early, or use sick leave and working hours to see the recruiting unit. An employee who is dissatisfied with his work usually hates the beginning of the work week, so managers should pay attention to "Monday absentees"

Work efficiency becomes low.

If a diligent employee suddenly becomes lazy, you should be on your guard. He may not be very active in his work, just finish the tasks assigned by his superiors, postpone the time limit for finishing his work more frequently, or be insufficiently prepared for the next job. Although many people tell themselves to stand on the last post in their hearts, they are actually absent-minded, and perhaps their enthusiasm has gone to a new post.

Decline in participation rate

Did the staff who always spoke actively at the meeting suddenly become quiet? Is there any special reason why you don't want to participate in staff activities on weekends? Does the overall team participation decrease? Indifference to everything at work is the biggest sign that employees are about to leave. If the manager intends to resign, he may become more gentle, relaxed and happy, and not in a hurry to finish the task before the deadline.

Gfd has changed.

Small changes in a person's gfd and behavior in the workplace can convey important information. The company requires to wear formal clothes to work, but an employee may not dress according to the regulations recently; An employee may wear casual clothes at ordinary times, but recently he often wears formal clothes. Maybe he's going out for an interview.

The relationship with the people around you is not what it used to be.

Flattering up to leaders is also a kind of "self-esteem"; Self-discipline at the beginning of gossip; People who are enthusiastic about "public welfare" activities no longer participate; Even if former colleagues are rushing to pour tea in order to improve their relationship with colleagues, it doesn't mean that these people know how to be human and mature, but that they will leave here soon and don't need to be wronged again.

Frequent vacations

If this person always abides by labor discipline and never asks for leave easily, but now he suddenly starts to ask for leave frequently, I'm afraid it's necessary to consider whether this person is ready to change jobs. Asking for leave is nothing more than contacting a new unit or making some preparations for applying. It may also be dealing with personal affairs. Now that you are ready to jump ship, you don't need to be as active as before.

Submit another resume online.

What should I do if I find the job resumes of my employees on the recruitment website? If the employees are poor or ordinary people, just ignore them-I hope they will leave quickly and save trouble. If you are an excellent employee or a senior manager, you should immediately report to the superior of the human resources department in private-why not report to the employee's immediate superior? Because only the leaders of the human resources department know how to deal with employees' resignation, telling employees' superiors sometimes backfires and makes employees walk faster.

Always packing up and moving home.

The employee who left the company talked about why he had to move things home bit by bit: "I have great feelings for the company and I can't bear to leave." I was worried that I would be shaken, so I moved back bit by bit and waited until I was almost cleaned up before I offered to leave, which made me lose my mind. "

But if he is a professional employee, he will work hard and be responsible as always, even if he goes to work on the last day.

Prepare in advance

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Whether you are fired or decide to resign, you will be very sad when you leave. You may not remember doing the right thing, but here are five things you should avoid.

1. Even if you think they should be scolded, don't scold your boss and colleagues.

When you leave your job, your mood may be high, especially when you are unhappy. You may want to impulsively tell your boss and colleagues what you think of them. Even if they really deserve to be scolded by you, don't do it. You never know who you will meet on the road or who you will be with one day. Instead of scolding colleagues, it is better to do a good job handover and leave a good impression on the company and colleagues.

Don't destroy the company's finance, don't steal things.

You may feel that you have been misunderstood by your boss, and you are angry. However, vandalism and theft are criminal acts. Your behavior will not only damage your reputation, but also send you to prison.

Don't forget to ask for a letter of introduction.

If you leave your job for some unpleasant reasons, this suggestion sounds strange. However, you should include this work experience in your resume, so make sure that you can get a good letter of introduction from this job, or at least a pertinent letter of introduction. If you are fired because of some terrible attacks, this suggestion is unrealistic. However, if your resignation is not due to such a serious matter, you can ask your boss for a letter of introduction, even if it doesn't achieve the expected results.

Don't speak ill of your boss or colleagues in front of the person who takes over your job.

First of all, it seems that you just can't eat grapes and say grapes are sour, so you can't get anything from grapes. Secondly, your successor will figure these things out for himself. Finally, it may be bad for you, because your colleagues may have completely different experiences from you.

The only person who makes such an ugly appearance is yourself. Your potential employer may guess what caused your relationship with your former boss to be so bad, and suspect that it is all your fault.

You can't leave your job without preparation.

Opportunities are always reserved for those who are prepared, so you can't leave your job immediately without preparation. Although you were emotionally satisfied at that time, if you didn't make relevant preparations before, your next life would be greatly affected. Besides, leaving your job is not a way to escape responsibility or vent your emotions. Resignation is to adjust the direction of career development, but also for better career promotion in the future.

For those who are ready to leave, it is best to determine the next job before deciding to leave. Before leaving the job, you can determine the next job, and then formally go through the resignation procedures, which also effectively avoids the risk of leaving the job.

Relevant laws

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The Labor Contract Law promulgated on June 5438+1 October12008 clearly stipulates when the employer can terminate the labor contract with the employee, as follows:

Article 39 The employing unit may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:

(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.

The resignation system officially promulgated by enterprises must be based on legal provisions and enriched and improved in combination with their own characteristics.

According to the above-mentioned relevant laws, after the company terminates the labor contract with employees, in order to prevent the occurrence of labor dispute cases, the company needs to do the following work:

The process of employee resignation procedures:

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1. Conduct health examination for employees engaged in operations with occupational hazards.

2. Handle the work handover.

Resigned employees should immediately stop engaging in all foreign business except job handover in the name of the employer. Hand over the work handled by employees to other people or supervisors. Job handover helps to prevent employees from leaving their jobs in a hurry, resulting in job disconnection and reducing unnecessary economic losses.

3. The company's property, documents and materials, and the settlement of debts.

During the employee's employment in the company, the enterprise shall designate a special person to receive the property belonging to the company distributed by the company or controlled by the employee himself. And clean up all documents and materials kept and used by employees during their employment, such as customer list, various charts and drawings, financial account books, work plans, technical materials, etc. In addition, when the labor contract is dissolved or terminated, the company should check whether the employees owe debts to the company, such as loans, compensation and fines.

4. Return the employee's certificate and settle the salary.

5. If the company proposes to terminate the labor contract, it shall pay economic compensation to the employees in accordance with the provisions of the Labor Contract Law.

6. Sign a non-competition agreement. If the company considers it necessary to sign a non-competition agreement, it shall specify the corresponding obligations of employees in the labor contract termination agreement.

7. Issue a certificate of dissolution or termination of the labor contract.

8. Go through the formalities of transferring the relationship between archives and social insurance. According to the Labor Contract Law, the company shall handle the formalities of transferring the relationship between files and social insurance for employees within 15 days after the termination of the labor contract.