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Talking about punching in the old club

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There must be many reasons for employees who leave their jobs to complain about their old employers, such as salary problems, development problems, interpersonal problems, inconvenience problems and so on. A short article can't be said at all. However, one of the main reasons why many employees leave their former employers is "resignation". Therefore, today we narrow down the scope and focus on this unique "Chinese resignation"

First of all, I'll tell you a story like this:

Squirrel, a salesman, has been employed for more than a year, with good performance and good relationship with colleagues. One day. Squirrel and her boss Persian cat offered to resign. Persian cat was surprised and asked why. Squirrel said that he was under great pressure at work and wanted to go home and rest for a while, then he thought about changing careers and doing something else. He has made up his mind. Persian cat informed the boss, Wolf. The wolf thinks that the squirrel has a good ability and doesn't want to let it go, so he lets the personnel manager Owl handle it. The owl and the squirrel talked for a long time, but their earnest advice had no effect, so they had to report to the wolf. The wolf was very angry and talked to the squirrel himself, but the words broke up without lovers. The wolf didn't sign the resignation application, and the squirrel didn't come to work for a week on the grounds of physical discomfort.

In the long run, the wolf can't help but agree to the squirrel's resignation and let the owl handle the resignation carefully. The owl went back to the office and asked the personnel assistant chick to handle the specific matters. The incident caused a great uproar, and the chickens were frightened.

Chickens first find squirrels, preach the policy that employees need to leave one month in advance, and demand that the work at hand be sorted out and handed over as soon as possible. The squirrel agreed. The next day, when the squirrel went to work, he first found that his key card was invalid, and then found that his enterprise QQ was taken back and the account password of the ERP system was modified. Squirrels who can't work find the owl theory. The owl coordinated for a long time, and finally decided to let the squirrel sort out all the customer information, sales details, contract information and so on. In the computer with the chicken.

Squirrels fought back their anger and sorted out all the handover documents in less than a week. The squirrel who finished the work asked Jizi to leave early. Jizi refused her because she did not meet the company regulations and did not recruit substitutes.

A month later, the squirrel officially left his job and the business was transferred to a colleague. When the salary was paid another month, the squirrel found that the salary was reduced by half and the commission was gone. So I went back to the company to look for chickens. After seeing the squirrel, the chicken showed the squirrel the deduction details that had already been prepared. Among them, the squirrel asked for a week's sick leave, but the company refused to admit it, so it was treated as absenteeism and was fined double the daily salary; Squirrels were late twice last month, which used to be accurate to minutes, but now it is accurate to seconds; Squirrels take five days' annual leave this year, and if they haven't finished this year, they will be deducted three days' personal leave; The company gives the salesman a monthly communication subsidy of 100 yuan and 600 yuan's oil supplement, because the squirrel will not do business for one month after handover; The administrative department inspected the squirrel station and found that the office equipment was damaged, and fined 100 yuan; Finally, due to the unpaid receivables of some customers, all the business commissions of Squirrel were stopped.

Squirrel had no choice but to contact the relevant customers about payment. It turned out that the company had sent a letter to all her clients a month ago, saying that the squirrel's resignation had nothing to do with the company. The squirrel who was rejected had to ask his colleague for help, and the other party was indifferent.

After that, the squirrel asked the chicks for the notice of termination of insurance and the certificate of resignation several times, and they all delayed for various reasons.

Then came the scene of the recent topic. Every time a squirrel thinks about quitting, it's like swallowing a fly. So you can imagine how squirrels evaluate their old club.

The story ends here. Take a break. The baby is exhausted ~ ~ ~ ~ ~ ~ ~ ~ ~

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Let's have a rest before continuing. Although the above is a fictional story, it basically contains most Chinese resignations I can think of.

As human resources practitioners, we often participate in employee relationship management. However, employee relationship management is actually divided into two parts, one is on-the-job employee relationship management, and the other is ex-employee relationship management or ex-employee relationship management (also called ex-employee alliance management).

When employees formally resign, they actually enter the management scope of resigned employees.

First of all, correct some common ideological misunderstandings. (For some human resources and business owners)

1. Long-term and stable employees are good employees. Employees who voluntarily resign are people who lack loyalty, responsibility and integrity.

In fact, as I said before, there are many reasons for employees to leave their jobs, which are not directly related to loyalty and responsibility. Most of the time, job-hopping people are capable people, and they can't find a suitable enterprise position at the moment. On the contrary, many ultra-stable employees come with the purpose of providing for the aged.

If the employee resigns, he will no longer be one of us. The boat of friendship will turn over and trust will collapse in an instant. Monitor his every move and withdraw his authority so as not to cause losses to the company.

Come on, who wants to dig the corner of the company and will do it after offering to leave? Excessive sensitivity of the company will only make people feel insulted. It could have been a smooth handover, but now I don't want to cooperate with you.

3. Employee's resignation, the investigation of the investigation, the punishment of the punishment, and the deduction of points. Everything must be strict and quick, and manslaughter is better than missing it. Once you let go, it's irreversible.

Such a company is poor and crazy.

After talking about the misunderstanding, let's talk about the core of the management of resigned employees, which is actually very simple and can be summarized in one sentence: "Send away the resigned employees as decently as possible".

Throw a few questions:

1. Should our system be stricter for on-the-job employees or for those who leave?

2. Should the gray area where the system can't reach be more biased towards the company or towards the resigned employees?

3. Is resignation the end of everything or the beginning of another meaning?

Third, talk about the benefits that the management of resigned employees will bring to enterprises.

1. Word of mouth. Every enterprise wants to have a good reputation, but if you let the employees give you publicity, the reputation will be discounted. It's really nice for former employees to say hello.

Many of us will have this experience. After receiving an interview notice from a company, we will check the company's situation on Baidu. As a result, after entering the company name and pressing Enter, the directly related matching phrases are XX company's unpaid wages, fraud, black-hearted boss, bad company and so on. Will you go for an interview when you see this? Before, an HR manager in charge of recruitment complained to me that the company recruited all the year round, but it couldn't keep people. Now the company has a small reputation in the whole industry, and its reputation is very bad. No one came at all, so we had to recruit outsiders by force.

2. Resources and business opportunities.

An employee leaves the company, but not necessarily the industry. He may be employed by your customers, suppliers or competitors. Maybe when he was in your company, he had a lot of disappointments and finally chose to leave, but as long as the final resignation management work is done well, he can still turn his enemy into his friend, and his business has failed, and benevolence and righteousness are still there. If you can't work for me, then work together.

3. It is an important job to be kind to the departing employees.

Every enterprise wants to vigorously promote its own corporate culture construction, tell employees how much the company values and cares for them, and invest a lot of time, energy and money. However, employees rarely give positive feedback. Last time I punched in, I said that if you don't know the employees, any incentives you make will be in vain.

I remember hearing a joke at a party many years ago, "Q: How a girl chooses her husband depends on her attitude towards the waiter when ordering. You can marry a respectful and polite person, but you can't marry a person who bosses around the waiter, because no matter how good he is to you now, he will treat you as a waiter when he gets married. (pure joke) ".

The same is true in enterprises, where employees usually have a habitual defensive mentality towards the direct goodwill shown by the company. Employees are more willing to evaluate the company by observing how the company treats others, especially those who have left their jobs. Therefore, doing a good job in the management of resigned employees will directly increase the existing employees' sense of identity with the enterprise and increase their loyalty and centripetal force.

4. Another talent pool.

As mentioned earlier, many employees have to leave their jobs. There is an old saying that "a good horse never turns back to grass" because grass is not good. Enterprises are constantly developing, and former employees are playing tricks outside and upgrading. After three to five years, employees will return to the workplace with a higher figure. Even if you can't come back, it's not impossible to use your contacts to help you recommend new people.

Let's talk about how to manage the resigned employees first, so I won't summarize them here. I have personal experience and hearsay.

In a company where I used to work, no matter whether employees resign or the company dismisses them (as long as it is not because of serious violation of discipline), the company will record the last month of employees' work as Man Qin, and all the penalties for the last month will be revoked. On the last day of work, the boss will give red envelopes to the employees who leave the company, and the department will organize a dinner party at night, and the expenses will be reimbursed by the company. In this company, there has never been an employee leaving without handing over.

A company where a friend works will invite former employees who leave their jobs to attend the annual meeting, because their employees will join the support group of the enterprise after leaving their jobs, but they will still keep in touch without working together. At first, this was a spontaneous move by HR company, aiming at solving the problem that the exit interview could not get real information. So I want to keep in touch after leaving the company and improve my work by communicating with former employees. Later, it was found that this practice not only got a lot of pertinent opinions, but also unexpectedly expanded the recruitment channels. Later, this move was recognized by the company, and the support club changed from private to official, inviting former employees to attend the annual meeting to discuss industry development and enterprise management experience. The upgrade and gorgeous return mentioned above also happened in their company.

A few years ago, I visited and studied in a foreign company. Beside the lobby on the first floor of that company, a huge fitting mirror was set up. There is a message on it. Upon inquiry, I learned that this was given to the company by a resigned employee when he left the company. The employee was punished many times for his poor performance when he first joined the company, especially his dress did not meet the company's requirements. After many years, this employee has been a department manager, and has jumped to other companies as a department manager. When leaving the company, the boss wrote a personal letter to the employee, thanking him for his years of service to the company, then affirming the employee's working ability, and finally sending his best wishes. Attached to the letter is a gift, which is a confirmation form for disciplinary action against this employee many years ago. The employee returned the gift after leaving the company, which is also the proud treasure of the boss, and has been standing in the lobby on the first floor of the company. The story has been told over and over again, infecting our visitors to study and affecting our new employees.

Ok, that's all for today's topic. As the management of employee relations, many HR are actually operating in practical work, but they need to be further systematized and institutionalized. In addition, as HR, it is also an important job for us to help business leaders change their inherent concepts and guide business owners to correctly treat labor relations.

The following situation is similar.

Personally speaking, I don't think it is appropriate for the employee to leave without handing over the completed work. On the one hand, it will have great doubts about his professional ethics, on the other hand, it may have an impact on his personal professional reputation.

When leaving the job, the employee did not strictly fulfill the duty of handover and went through the resignation procedures. Now, it is necessary to hold employees accountable. Although blue and thin, there is still a way. How much salary to deduct from employees, and what reasons need to be negotiated with employees. Force them to come to the company for negotiation, and the methods are as follows:

(1) His salary has not been paid for one month. We can contact him by phone to clarify the serious relationship and ask him to give the company a reasonable explanation and continue the handover, so we need to suspend the salary payment. The company may, according to the relevant reward and punishment system, punish its superior for its intentional deletion of documents and illegal possession of confidential documents. According to the losses caused to the company, the corresponding part shall be deducted from the salary. When communicating with employees, pay attention to recording and keep relevant evidence. If employees do violate the company's system during their resignation, it is recommended to announce it to the whole factory in the form of formal notice. In short, the treatment of deducting employees' wages must be well-founded and conclusive, otherwise the workers can go to the local labor inspection brigade or arbitration institution to complain.

② Whether employee social security is transferred out or stopped. If the payment has not been stopped, it can be required to complete the handover with the company first, and then assist it to handle the social security transfer.

(3) Employees also need to work in the new company, and the company forced them to hand them over to the company on the grounds of not cooperating with the background investigation. Otherwise, the company will report the fact that it left the company without handing over the work to its new unit.

If employees have these handles in the hands of the company, the general employees will still give them to the company. Why do you have to invite employees to the company for communication and consultation? I think there are four reasons. First, labor laws and regulations require consultation to solve the problem of wage deduction; Second, the need for work handover; Third, through communication, ask employees whether they have mastered company secrets and whether it is necessary to ask them to fulfill their confidentiality obligations; Fourth, whether the employees have a backup of the unrecoverable important files in the computer and whether they can recover them. In the worst case, he has left his job, doesn't care about salary at all, and just doesn't come to the company to cooperate. What should I do? I suggest drafting a lawyer's letter and sending it to employees themselves and their families, and going to the company in advance, otherwise resorting to legal solutions.

Let's talk about the extended problem.

(1) The newcomer has signed the handover form, so the superior supervisor will not approve it? Newcomers don't know, superiors don't know? If it is a problem with the design of the handover list, it is suggested to modify it to make the handover content clear and clear. Newcomers should sign, and the superior supervisor should also review and sign.

(2) The computer of the resigned employee found the information of the supervisor, but the supervisor didn't forward it to him. Is there any conclusive evidence of this situation? Was it originally sent to him by the leader in charge, but he didn't remember it later, or was it employee theft? Employees naturally have unshirkable responsibilities, and the competent leaders have no responsibilities? At least the supervisor's responsibility for dereliction of duty in document custody. A week after the employee left the company, the supervisor found the problem of data deletion. Isn't this the oversight of the superior leadership? Why not find out the next day? And if employees leave one month after they leave, why did our leader leave one month before? From this perspective, superior leaders should be warned and punished.

③ Does the company have no requirements for the handover of employees' resignation? Computer equipment, tools, instruments, office supplies, confidential documents, keys, including interpersonal relationships. If you are a salesperson, you should hand over the customer list, contact information and customer relationship. My company's handover list will detail the storage paths of files in some key positions in the computer.

Employees will be held accountable after leaving their jobs, and their work is always passive. If you want to avoid blue thinness, you can only prevent it in advance.