When I was in my previous employer, there was such a person in the department. After acting in two resignation plays, the man got a raise and a promotion, but since then he has lost popularity, which his colleagues scoffed at. Finally, because the department manager resigned at that time, the company recruited a new manager, who was not so easy to talk to. The colleague who likes to play the resignation trick, because the technology is not too hard, finally ran away in despair.
When the employee left, the company kept him a little, paying attention to the word "a little", and he stayed. The underlying reasons may be two points, one is poor ability, and the other is poor character, which is the main reason.
First, poor ability. It is not easy to find a good job if a person with poor ability chooses to change jobs. Even if he does find a job, his salary is likely to be only 1000 yuan more than that of his original company. If the company keeps him a little, he will be overjoyed and will definitely consider staying. After all, going to a new company means high risk for a person with little level like him.
Second, the character is poor. Just like the colleague mentioned above, he typically threatened the leader with resignation to achieve the purpose of salary increase and promotion, but once he met his requirements, he stayed, but this is a sign of poor character, contempt and endless future troubles. When the boss comes through, he will probably fire you soon.
To sum up, don't blackmail leaders by leaving their jobs, so as to achieve the purpose of salary increase and promotion. The correct way is, 1, if you want a raise, then ask the boss honestly. Better to ask than not to say hello. 2. If you want to leave your job, you must be firm and smart!
It's like a person visiting someone else's house, seeing the meal, falsely saying to the host: It's getting late, I should go. The host politely asked to stay: Let's go after dinner. Then he sat down rudely again. In fact, he didn't want to leave at all. He left with a bluff, just to wait for the host's greeting.
Similarly, the employee offered to resign, but the company stopped him a little, and he stayed again, which shows that he didn't want to resign at all. Resignation is just an excuse for his promotion or salary increase. When resignation becomes a cover for achieving one's goals, such means are not clever and may be self-defeating.
Generally speaking, people who threaten to resign in order to achieve personal goals are more or less capable. This belongs to the strategy of the art of war, and people who have no ability dare not take risks easily. Because I have some ability, but my ability is not too great, I really want to resign. I'm not sure if I can survive. And I want a raise. I'm sure the company will keep me, so I pretend to resign. The company gave me a salary increase of several hundred dollars, which not only achieved my goal, but also had a lot of face. Why not?
However, if this trick is not played well, it will easily become a "dead game." I once met a subordinate like this. Ten years ago, I parachuted into a private enterprise as a manager. I hung around in the president's office for a few months, and then the boss asked me to take over the quality department. There is an employee in the quality department who has a little more experience in quality management than others. He is arrogant and difficult to manage. After I went, he was always fighting in secret, and later threatened to resign. I patted the table and said, "Don't pretend to be a big-tailed wolf with me. I am a quality engineer and passed the national examination in the first year. You know that thing is nothing! " You write your resignation report right away, and I'll sign it right away! You can't even leave! "He can't fool me, and he'll be honest soon!
In fact, if there is a real demand for a salary increase, you can ask the leader aboveboard, and there is no need to play tricks. As long as you have enough ability, the leader will consider giving you a raise. If you use your brain with the leader, once you don't play well, you may become a fool!
This phenomenon can be collectively called: impulsiveness in an immature state. At the same time, as bosses or managers, we must be able to accurately distinguish the reasons behind this phenomenon in order to make effective responses.
Old ghosts will sort out several reasons for this phenomenon for your reference.
First, some employees just want to attract the attention and attention of leaders and bosses in this extreme way.
An employee is such a simple truth! You don't have to think it's incredible. The old ghost has experienced this situation.
Some employees may have average ability and average level, but they are serious and hard-working. As human beings, everyone wants to be respected, valued and appreciated by others. They may not be demanding, but they hope to get the attention of others, especially the leaders. Hope to have a sense of existence and value.
In the process of management, some bosses or leaders may ignore such employees because they are ordinary, honest and conscientious, but there is nothing too dazzling, commendable or famous. Ignoring an employee unconsciously for a long time will make some employees feel left out.
In particular, some employees who are honest, don't like excitement and don't get along with everyone don't feel "warm and valued". To put it bluntly, I hold my breath! Usually dare not, unwilling to take the initiative to express. Accumulated to a certain extent, it broke out in the form of resignation!
Such employees usually want to gain a sense of identity and respect. From the perspective of "people", they are not malicious, and colleagues know his behavior and work performance. At this time, what is needed is the comfort and encouragement of the leaders, or the necessary praise. Just need to do in-depth communication.
Second, some employees, because of something or someone, suddenly get emotional and want to resign. This situation is also easier to appease.
Within the enterprise, whether it is the implementation of management work or the interaction between colleagues, there may be friction and unhappiness, and it is more likely that an employee does not recognize his leadership, or even there are some original misunderstandings between two people.
Maybe one day, because of something, it became the fuse, which triggered the impulse to resign regardless.
As a boss or leader, sometimes it's no big deal, just an impulse. Through communication, communication, etc. Effective communication, communication, appeasement and even a frank exchange of views between the two sides is enough!
No big deal. Let's work when we're done. And some employees just quit on impulse, but after a long time, once they calm down, they will regret it.
Third, some employees think of their abilities and achievements. Inconsistent with their own income or the attention and promotion they get. Actually, it was my own wrong self-assessment.
Not all employees objectively evaluate themselves! -Please don't spray the old ghost at this point! This is an objective reality!
For some employees who misjudge themselves, it is necessary for the boss or manager to talk openly because they think that the company treats him badly and treats employees slowly! There is nothing to be embarrassed about.
An excellent manager or boss can make these employees realize the deviation of their original evaluation very smoothly. It is normal for such employees to stay.
Four, some employees, really ready to resign, and even find a good job, but all of a sudden, for some reason, the receiving enterprise has changed, leading him to stay in the original enterprise now.
Some employees, with good ability, level and quality, found a new work unit, and even other companies took the initiative to find him. However, the weather is unpredictable, and the middle has changed. Cause yourself to be embarrassed.
When I resigned, I was justified. I suddenly lost my "next home" a few days after I resigned. This time is the most uncomfortable. The original unit is also good, and the new unit is yellow! Income can't be broken. What should we do?
At this time, the leaders can come back as soon as they talk!
We will find a phenomenon: some bosses will promise some employees who have the ability to leave their jobs and give them a month. There is a simple reason. After some people quit their jobs, they are likely to go to an outside enterprise to experience it, and they will know that the original enterprise is "good". It's normal to come back.
5. For the boss: Although you will remember that you offered to leave your job, you won't be judged just because of it!
Please remember: the boss who starts and runs a business will never hold a grudge! Don't draw conclusions to others because of this single incident! They will comprehensively consider the comprehensive performance of this person in the enterprise!
When I resigned, it was just an act of this employee in the process of working in the enterprise! The boss is looking at the overall performance! Moreover, an employee who can do his job well and ensure the normal operation of the enterprise can stay! Why shouldn't I give the employee who resigned a chance in order to get that little face?
The boss knows very well: what kind of people should stay, and what kind of people will never stay as long as they say they want to leave!
The above is for reference, and I hope to sort out the factors and reasons behind various imaginations that may occur in the operation and management of these enterprises with you. It is helpful to keep our personal career ideas and ideas clear, objective and rational.
The more you share, the more you gain!
Third brother's concept of workplace: just like a runaway child. Adults are immature, so they should save face and maintain their fragile vanity. You will resign willfully, and the leader will not leave after being comforted.
I don't support this kind of professional behavior, which is irresponsible to myself, my work, my family and my company. My views are as follows:
First, in our daily life, work is the main theme of life. Through work, pay your own efforts and value, in exchange for reasonable remuneration to make a living and support your family, and improve the living standards of yourself and your family. The attitude towards work is the attitude towards life.
There are task pressures, troubles, disputes and contradictions among colleagues, accusations and criticisms from leaders, and inner thoughts, which are intertwined to form the ups and downs of our workplace life.
As adults, we must look at problems rationally and solve them in a rational way. Any problems in our work can be solved at work, through communication and consultation or in accordance with the rules of the company's management system, and so can the turnover of the world. In short, you can't use resignation as a solution, which is not good for yourself, your future and the great development of the workplace.
Second, when you clearly realize that you don't agree with the company's treatment, position, future, and company philosophy, and you are not optimistic about the company's prospects, it is normal to resign and leave.
No matter whether the leader or the superior stays, he will never look back. But your resignation is not because of these circumstances, it can only show that you have big problems in the interpersonal relationship in the company, whether your position is competent, how to solve work problems and so on. Well, if the leader keeps you and you feel ashamed to return to your post, these problems still exist. You still have to face them. What will your colleagues and team members think of you? What do your opponents and those who refute you think of you? What kind of mentality will you face these?
Third, I have been in private enterprise management for 20 years. Based on my own experience and the idea of being a man and doing things, I suggest you resign and go out boldly.
It's not that a good horse can't return to the grass, but that it really needs to grow up, have stronger inner endurance, experience and mature mind. I believe that when you work in a new unit, you will seriously reflect on what you have done in the past, what you think is rationality and wisdom. When faced with the same problems and troubles, we have brains and opinions and can handle them more rationally.
Instead of quitting your job like this, it is not enough. Be careful.
For most employees, leaving their jobs is a helpless move. Who doesn't want to work in the company? Who wants to be busy all day between various recruitment and interviews? It is this helplessness that makes employees have psychological fluctuations when they leave their jobs, and eventually stay because of various factors.
The employee offered to resign, but the company stopped him a little and he stayed again. This shows that he doesn't want to resign at all. Resignation is just an excuse for his promotion or salary increase. As a boss or manager, we need to distinguish the reasons behind this phenomenon accurately in order to make an effective response.
First, from the employee's point of view, look at the reason why he stayed.
1. Take retreat as progress and resign as a means to meet your professional needs.
For some people in the workplace, some rules in the workplace and the possible reactions of enterprises are well known. I usually work very hard, but there is always a hurdle in terms of working conditions, working relationship, job functions and salary.
After various efforts, when the goal cannot be achieved, employees will take some relatively extreme measures, and resignation is one of them.
Through the means of leaving the company, the purpose of shocking the enterprise is achieved. In order to ensure the normal work or normal work order, enterprises will take a step back to meet the work needs of employees as a means to achieve the purpose of retaining employees.
Retreat for progress is a kind of workplace means similar to employees, but the premise is that their positions are irreplaceable or individuals master the important resources of the company.
2. I decided to leave my job because of work injustice and unfair treatment.
Such employees leave their jobs because they are not satisfied with their jobs, but they are unwilling to accept unfairness and injustice.
Among these employees, there are many excellent employees with strong business ability, good professional knowledge and correct work attitude. If enterprises think it is a pity that these employees leave, they will take some measures to keep them. For example, satisfying or changing one's dissatisfaction in work, including meeting one's professional needs.
Because the problem that caused them to leave their jobs has been solved, they have no reason to leave their jobs and they don't need to leave their jobs. So, naturally stay.
Some employees just want to attract the attention of leaders and bosses in this way.
An employee is such a simple truth. Some employees may have average ability and average level, but they are serious and hard-working. They may not be demanding, but they hope to get the attention of others, especially leaders, and hope to have a sense of existence and value.
In the process of management, some bosses or leaders may ignore such employees because they are ordinary, honest and conscientious, but there is nothing too dazzling, commendable or famous. Ignoring an employee unconsciously for a long time will make some employees feel left out.
In particular, some employees who are honest, don't like excitement and don't get along with everyone don't feel "warm and valued". Generally speaking, I don't dare or want to take the initiative to express it. When I accumulate to a certain extent, I will break out by resigning.
4. Because of the friction of colleagues and other reasons, I suddenly got emotional and wanted to resign.
Within the enterprise, whether it is the implementation of management work or the interaction between colleagues, there may be friction and unhappiness. It is more likely that employees don't recognize their leaders, or even there is a misunderstanding between two people. Maybe one day, because of something, it will become the fuse, triggering the impulse to resign regardless of everything.
As a boss or leader, sometimes it's no big deal, just an impulse. Through communication, communication, etc. Effective communication, communication, appeasement and even a frank exchange of views between the two sides is enough.
And some employees just quit on impulse, but after a long time, once they calm down, they will regret it.
Some employees are really ready to resign and even find a good job, but because of some unexpected reasons, the company they took over has changed, resulting in that he can only stay in the original company now.
Some employees, with good ability, level and quality, found a new work unit, and even other companies took the initiative to find him, but an emergency happened in the middle, which made them embarrassed.
When I resigned, I was justified. I suddenly lost my "next home" a few days after I resigned. This time is the most uncomfortable. The old unit is ok, the new unit is yellow, and the income can't be broken. What shall we do? At this time, the leader can come back after a talk.
Second, from the perspective of enterprises, look at the reasons for retaining employees.
1. welfare card
This is the trump card of the enterprise. The world is bustling for profit, and the world is bustling for profit. In the eyes of enterprises, most employees leave their jobs only because their interests are not met. As long as the interests are met, even if they are wronged, it is possible.
As a result, after some employees leave their jobs, enterprises will first offer "welfare" cards. Raise wages, improve performance-benefit ratio or increase welfare subsidies.
This move is very good. Many employees who want to leave their jobs will give up their jobs with the efforts of enterprises.
2. Emotional cards
The so-called emotional card refers to the company's "sincere communication" with resignees by using emotional means such as old colleagues, old friends, old classmates and old leaders when it is unwilling to give employees "red envelopes" or "interest cards" does not work.
Some employees who are more loyal, face-saving or emotional will give up their jobs under such actions by enterprises.
3. Value card
As human beings, everyone wants to be respected, valued and appreciated by others. For such employees, what is often needed is a sense of identity and respect. From the perspective of "people", they are not malicious, and colleagues know his behavior and work performance.
What is needed at this time is the comfort and encouragement of the leaders, or the necessary praise and in-depth communication.
4. Authorization card
For some employees who have career aspirations and want to do things, platforms and opportunities may be more important to them; For some employees, the matching of rank, contribution and treatment is also what they want.
Based on this, enterprises will adjust their posts and ranks, and even give them better opportunities and space to play their abilities. Employees who meet the needs of career development will give up leaving their jobs.
5. Legal card
Because of some specific agreements in the terms of the labor contract, because of some specific work contents in the job responsibilities, because of the money problems, responsibility problems or other legal related provisions involved in the project or work, it has become the weakness of the resignee.
Some companies will immediately offer these "killing tricks" when they see their employees leave their jobs. The result hit the nail on the head and was very effective
Let's look at a story first.
Some friends are having a party at Wang Meng's house. Wang Meng's wife is a full-time wife at home and has no job. On weekdays, Wang Meng is busy with work and rarely has the opportunity to talk to his wife. Wang Meng's wife was very happy when she saw all her friends coming home for the party. She finally had someone to talk to and chat with. Drinking after dinner, everyone praised Wang Meng's wife: Mrs. Wang has worked hard, and her cooking is really good and delicious. Wang Meng joked that she was the nanny I hired. What's so hard about that? Wang Meng's wife, who is alone at home on weekdays, has not been "valued" by Wang Meng. As soon as she heard Wang Meng talk like this, she got angry and ran away with her bag. When everyone saw that the atmosphere was wrong, they quickly said, Wang Meng: How can you talk? Look at my sister-in-law Sister-in-law, don't be angry. Wang Meng is also joking. Don't take it seriously After a little persuasion, Mrs. Wang Meng put down her bag and sat down again.
In fact, employees leave for the same reason. This is just a bluff.
The employee left, but stayed a little, and then stayed. There are many psychological factors. Most of them are half-pushed. The specific reasons are as follows:
1. Colleague infection
The impact of employee resignation on other employees may be far beyond our imagination. Especially when the salary of another company is higher after leaving the company, it will arouse the infinite imagination of my former colleagues: why don't I leave the company and find another company to raise my salary? But I'm not sure if I can really find a company with a higher salary, so I will say to myself: First, I will leave my job at risk like XXX. If it is approved, I will really see if I can find a company with a higher salary. If the company really stays, I'll talk about it. As a result, an application for resignation was filed and the company sent someone to retain it. If you stay, it must be some language of "painting cakes" or praise. Originally, I was half-hearted, but now the company has retained me, and my heart has softened. Considering that people are so sincere in retaining them, let's take the old road.
Testing company
Some employees are not particularly clear about the company's views on themselves, and they don't know whether their position in the company is important or not, but they can't directly ask themselves whether they are important to the company, so they choose the most intuitive method: leave their jobs to see if they will stay, and if they stay, it means that they are still very important; If you don't stay, it means that you are dispensable in the company and there is no need to continue working in the company. So it was tentative, so the employees offered to leave, and the company stayed as soon as it was retained.
Attract attention and attention
There is another situation, that is, the company has not "talked" to itself for a long time, and the superiors have not "taken care of" employees for a long time, but can you clearly say to the company, "You want to talk to me and you want to take care of me?" In order to attract the company's attention and attention, I said "I'm still in the company, I'm still alive", so I offered to leave, let the company stay, show my sense of existence, attract the company's attention, and tell the company that you should "value" me. If the company really lets him go and approves his resignation, he will definitely go back on his word. I once met an employee who often quarreled with her colleagues in the company. Every once in a while, the company will send someone to solve her psychological problems. As far as I know, she mentioned leaving the company at least five or six times in the past three years, and that's the truth.
Step 4 reflect value
If the company has not praised or rewarded an employee for a long time (some employees are "self-respecting"), such employees will prove their value by asking for resignation. Everyone is very busy at work on weekdays, and it is impossible for the superior to take care of every employee. Employees haven't let their value be seen and noticed for a long time, so they offered to leave and let the company stay and prove their value. Such employees may have a "resignation value disease". Whenever his value is not affirmed for a long time, he will come up with this: he will leave his job and let the company talk to someone to show his value.
In fact, such employees have no intention of leaving at all. He just wanted to toss the company and prove himself, so he offered to leave. As long as he stayed, he would stay. But if one day the company really approves the resignation of such employees, it will be irreparable unless you are inseparable.
In today's workplace, resignation is a very common phenomenon, and most of them are well thought out.
Then let's talk about the reasons for leaving:
Now let's go back to the problem itself. When employees leave, the company will stay after a little detention.
Not long after I entered the workplace, the company director took a vacation because of pregnancy. I thought I could be promoted to a supervisor with my ability, but a supervisor (retired veteran cadre of the tax bureau) was airborne, but it was difficult for veteran cadres to do it because they were not in the same industry. After two or three months, he resigned, and then recommended another girl as the supervisor, who was as good as that girl. The head of the department wanted me to do it, but because of the recommendation of the veteran cadres, the girl was appointed as the new supervisor.
I don't like her feeling of pretending not to understand. It's not easy for department leaders to come to me if they have something to do, and it's not easy to get caught in the middle for half a day. She felt that there was no development opportunity and offered to leave. At this time, the original supervisor just came back from maternity leave and was still our supervisor, so he talked to me and said that he was ready to come back and didn't want to let me go. I also said directly that I am leaving my job because of my current supervisor. Now that she's back, I don't have to leave, and then she comes back to be the supervisor, so I'll stay.
In fact, this is to find a solution to the reason for leaving the company. Because the supervisor wants to leave. As a result, the company changed its supervisor and there was no need to leave.
People don't say it's fun to leave, and there is a certain reason. There is no need to leave as long as a solution is put forward to the reasons for leaving. After all, resignation is not only the loss of the company, but also the loss of the employees who leave.
In fact, not everyone will not leave if they are retained by the company. It still depends on personal considerations. These are basically the reasons why people will not leave. Of course, some employees have made comprehensive plans before leaving their jobs and may not stay.
This is a little humble opinion of Daya DuDu, hoping to solve your problem.
It is normal for a company to leave its employees. Which company has no employee turnover? As long as employees leave their jobs infrequently, the management of the company is normal. Unless employees leave their jobs frequently, there must be something wrong with the management of this company. If it cannot be corrected in time, the company's production and operation will be affected and the company's development will stagnate. This situation is true for a company.
Employee resignation is generally caused by the following factors. 1, career development has been affected, and it can't develop well in the company, so there is no room for development. So I left my job to seek better career development. The salary of the company is not in direct proportion to its contribution. In order to improve their quality of life and enjoy a rich material life, they have to leave their jobs and apply for a job with a higher salary. 3. The job I do is not what I like. I want to apply for a job that I am interested in and like. Only the job I like can make me happy and comfortable, so I choose to leave my job. 4. I had a quarrel with the direct leader and felt that I couldn't continue to do it, so I chose to leave. My colleagues and I are at odds, and the contradiction is irreversible. It will be hard to continue working, so I choose to leave. 6. If you threaten the company to raise salary by leaving your job, this situation is a trick. You don't really want to leave your job, so you only know yourself and can't express it to the world.
No matter what reason you leave your job, it has its rationality. Employees have their own reasons for choosing a company or a job. If they think they are no longer suitable to develop here, they can find another job (as long as it is within the scope of laws and regulations and the company's reasonable system). As the saying goes, "Man struggles upwards, while water flows downwards", everyone wants to work and live happily.
The subject said: the employee offered to leave, but the company retained him a little, and he stayed. Why?
Does the subject say "a little reserved" hide something? If an employee resigns to the company leader, the company leader will understand the reasons for his resignation. Let's take a look at whether the company causes employees to leave their jobs or whether the employees leave their jobs for personal reasons. If it is the company's fault, the company leaders will make improvements according to the situation, thus encouraging employees to actively work for the company and develop together with the company. If employees leave for personal reasons, company leaders will also find out. If it is for work reasons, the company leaders will answer, enlighten and appease the employees. If an employee has to leave his job because of family difficulties, the company leaders will take measures according to the employee's physical condition to help the employee solve the problems encountered in life to the greatest extent, which is also a kind of care for the employee. As for the "little retention" mentioned by the subject, I don't know if it is a * * * understanding reached between leaders and staff. It may be that the company leader promised to give employees a raise, and the increase was quite large, so employees didn't want to leave. Or the company leader promises to give employees a promotion and a raise, and it is right for employees to stay.
If employees are valuable to the company, the company will keep them. If employees who are worthless to the company leave, the company may also retain them emotionally, but will not raise their wages. If they insist on leaving, go with them and recruit new people, which will just replenish fresh blood.
I want my employees to leave, and the company leader said, "Don't leave. What job are you going to do? " The clerk won't leave, will he? I don't think it's that simple?
I hope to discuss the view that mountains and seas are happy together.
This situation is more common, usually for the following reasons:
First, on impulse, I resigned in a fit of pique.
This kind of situation is generally the stimulation that employees may receive, such as being beaten by work, scolded by the boss, or quarreling with colleagues, having the idea of not wanting to work and resigning in a fit of pique.
Since his resignation is mainly due to emotional problems, he may regret it after he calms down afterwards: why did he resign at that time? Coupled with the persuasion and retention of the leaders, he naturally stayed, and he will cherish and work harder.
Second, I didn't think clearly, but I can change it or not.
Some employees are very thoughtful. After a period of time, their work is not satisfactory and their performance is not progressing smoothly. They want to know whether different working environments will make them better. He has a changeable mind and has not made up his mind to leave.
After being enlightened by the leader, I feel that this job can continue and my own problems cannot be solved. Maybe other companies will encounter similar problems or even worse.
Employees who leave and stay after persuasion are not so much the company's problems as their own, and they have not asked for promotion and salary increase. If they ask for a promotion and a raise, the company won't stay.
The key to choosing to leave or stay in the company is to look at the mentality of an employee. Sometimes in addition to meeting his salary, he should also meet his inner needs and give timely guidance.