Why don't most people hand over everything when they leave their jobs? What kind of psychology are these people?

In the workplace, you may find such people, who are usually well-behaved, follow the rules, suddenly start to be late, usually "work hard", suddenly start quarreling, start tit for tat, and the work is no longer delivered in time. Suddenly, I feel that I am no longer one step ahead. What is abnormal is often the forerunner of the resigned employees. Dissatisfied with the company, unwilling to hand over new employees, simply talk about personal views.

Why are employees dissatisfied with the company? In Ma Yun's view, employee's resignation is nothing more than "insufficient money" or "grievance", and psychological dissatisfaction is often the latter, grievance. According to incomplete statistics, more than 60% employees choose to leave their jobs because of problems with their superiors or colleagues. Because of grievances, indignation and grievances, they finally chose to leave. It is quite natural that this departure is accompanied by strong dissatisfaction.

What negative effects will the dissatisfaction of resigned employees bring? Resignation procedures are often not done overnight, and often take some time. On this timeline, many interesting phenomena will happen. First of all, the direct leadership will immediately arrange for substitution. However, many enterprises tend to adopt a streamlined staffing system, and new employees are unlikely to be in place in a short time. The people who take over your work may be colleagues in your original department. At this point, interesting phenomena may occur. Colleagues who change jobs often feel angry because of the sudden increase in workload, and feel embarrassed to smell the burning gunpowder on the screen. Then the handover work will naturally not be so smooth, and you will not be ashamed to directly open your face or open your voice. It won't be so easy to understand in the end.

The second type begins the handover process, which naturally includes paper materials, electronic documents and task lists that are in progress or will start in the next few months. Sometimes it's incredible, everything goes well, and the employees who leave the troupe don't want to stay any longer. The other is just a routine, so that they can stay on the surface well. These data are often superficial and there is no deeper experience summary. It is impossible to perform their most basic duties at a deeper level. For companies, they can only bear the loss of intangible resources. These intangible resources come from the experience of work projects provided by enterprises, but they are mixed with the active exploration and summary of employees.

Will the departing employees really not cooperate with the handover? In the workplace, having workplace rules is a good professional accomplishment and a good professional ethics. Our choice to leave means the end of the old and the beginning of the new. If our non-cooperation indirectly affects our workplace image, it will not be worth the loss. Work handover is a specified action (labor law has relevant constraints), and the action standard is not standardized and unsightly, which depends on many factors. If we don't do it, it shows that our workplace literacy is lacking, and we don't need to lose big because of small things, don't you think?