How to make employees leave their jobs voluntarily

Question 1: How does enterprise management make your employees quit voluntarily? Once you make up your mind to let someone leave, make a decision quickly, keep your mouth shut without delay, and then take action (resignation, date of resignation, communication, etc. Once all these are arranged, talk to him. 2. Be generous. I will show my last generosity unless my employees are dishonest or make a big mistake. I will give some severance pay, although there is no requirement in the company policy or contract. I will give them some stocks, even if I am not obliged to do so, I want to freeze my resignation in as relaxed an atmosphere as possible. I'll put in a good word for them when they leave. I won't be stingy financially or emotionally. It's easier for both sides to leave! 3. Make it clear that you don't beat around the bush. Talk to them. They are the people who want to leave. Be sure to find out when and how to talk to them. Find out all the financial issues involved, don't beat around the bush, don't confuse people. In this case, most employees will ask for a statement, prepare it in advance and explain it to them calmly. The reason for leaving the company is not necessarily the fault of the employee, but probably the fault of the company. In start-ups, employees will be very casual, and the CEO has the right to ask any employee to leave for any reason, so try to be honest, think clearly about the reasons for dismissal, and resolutely avoid falling into endless quarrels. 4. In some cases, the company may face potential legal risks. When you are a small company, ask your lawyer about the specific situation, so that you will know when you will face these situations. When your company grows into a big company, your HR team should know when to encounter these specific situations. If you want to fire an employee, you should consult in advance and then sit down and talk. Once such an opportunity is missed, the situation will be very difficult. You must seek advice and be flexible in dealing with situations not mentioned in this article. 5. communicate more. Once employees are told that they will leave their jobs, they should immediately communicate with employees who may be affected in the company. For executives and partners, communication is very important and has a bearing on the overall situation. It is necessary to find out how to communicate internally after "employee communication". Make consistent statements before and after. You can't just say a word to a resigned employee and it will become another version within the company. People can speak freely. Once you are inconsistent, they will soon know that you are confusing, talking nonsense or worse. Xuzhou recruitment. Com said that when you ask an employee to leave, you need to consider two aspects of feelings, the fired employee and the employee who stayed. No matter how you treat those who leave, you will be seen by those who stay. Even if the person who leaves is unpopular, even out of place, or even "weak", those who stay will show sympathy for his departure. If handled well, it will send a very important message to the whole team. I found that many inexperienced managers ignored this subtle difference, which hurt those who stayed. Employees need to see that they are valued in the team, and they also want to be treated fairly and friendly. This is a very good performance opportunity.

Question 2: How to make an employee leave his job automatically without offending him? If you are a leader or company boss and want to let employees leave their jobs automatically, you can try the following methods:

Wage, bonus and welfare terms:

? No matter whether he asks for a raise (bonus), he hasn't considered a raise (bonus) for many years.

? Change your post and reduce your salary.

? Pay wages (bonuses) to employees who do worse than him, but don't pay him wages (bonuses).

? I promised to get him a raise (bonus), but I didn't take any action. Finally, I realized that I had too many things to tell him, and I forgot to mention them to my boss, and then advised him to wait until next year for a raise (bonus).

? The promised bonus is finally cancelled, or paid less, or replaced with other rewards that he doesn't need.

? Talking about increasing income and reducing expenses and reducing his employee benefits: for example, canceling the original travel benefits; Cancel the technical improvement and ability growth training of employees; Cancel or reduce the activity budget of the company, etc.

Performance evaluation articles:

? Although his work is very good, when it comes to bonus assessment, tell him that the company has a proportional requirement, only one person can get high marks, and the superior leader has another name. As a boss, you can't persuade him to obey the overall situation;

? No matter how his work performance is, give him the lowest assessment score.

? Don't provide corresponding resources and support for his work, and then publicly criticize him for not working hard, which will hurt his morale.

? Isolate his contact with the boss, and report his work through you. At the boss level, he talks less about his work, only about shortcomings, advantages and work plans, which makes the leaders have a bad impression on him and lacks opportunities for direct communication.

? In the public meeting, we did not consider the difficulties he faced, but criticized his shortcomings. We can criticize him for not paying attention to the work process, paying attention to the details of the work and considering the problem incompletely.

Work arrangement:

? Important work links and work conditions were not told to him in time, which made him bear more pressure.

? Give him a lot of work, so that he can't stand the intensity of work.

? Arrange work that is more difficult than his ability and scope, and arrange work that he is not familiar with.

? Don't trust to arrange work for him, let him be idle, and then criticize him for not taking the initiative in his work.

? Assigning work tasks, unclear description, let him solve it himself.

? Not knowing his job responsibilities, let him do odd jobs and arrange his work at will.

? I don't agree with his application for leave.

? Disagree with his sick leave application and question him with suspicion.

? Disagree with his training requirements.

? Arrange him to work overtime, but don't agree with his written application for overtime, don't admit that he works overtime, and don't pay overtime.

? Let him take over other people's work and let him take responsibility if he doesn't understand the situation.

? Arrange him to work overtime every holiday, and try to arrange overtime without overtime pay (such as not working overtime from New Year's Eve to the third day, and working overtime at other times, so that he can only chew bones and not eat meat).

? Every weekend, he is arranged to work overtime, but there is no overtime pay, but he is arranged to rest during normal working hours, so that he can't enjoy his holidays with his family normally.

? When he asked for a report, he said he was busy. Finally, scold him for doing nothing or making his own decisions without your consent.

Question 3: How to get regular employees to resign voluntarily? If an employee is unable to work for a period of time due to work-related injury or illness treatment, or is proved incompetent during the probation period, or the employee is incompetent, still incompetent after training or post adjustment, or violates laws and regulations, the employer may terminate the labor contract in accordance with relevant laws and regulations.

Moreover, if employees are fired for violating laws and regulations, there is generally no financial compensation.

However, if the unit dismisses employees on the grounds of violating rules and regulations, it should be fair and reasonable, well-founded and not arbitrary. If the parties feel unreasonable, they should be given the opportunity to appeal.

As for whether there is compensation for the termination of the labor contract, it should be determined according to the actual situation of the parties. Generally speaking, except for those who violate the law and discipline, others must be compensated.

According to the Labor Contract Law of People's Republic of China (PRC)

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.

Question 4: What means does the boss want employees to leave voluntarily? 100: The boss asked the employees to leave voluntarily: ① Make clear the production target that they can't complete the task, and stipulate that workers will choose to leave if they can't meet the target requirements; (2) Transfer from the post, do not organize pre-job training, and then let the workers resign because of incompetence; ③ When the agreed contract expires, the employee will leave automatically.

Question 5: How to make the employee resign voluntarily? You can give him a little salary reduction or find an opportunity to have a long talk with him. Chu Shi, human nature is not bad, as long as there is good communication, I believe he will "turn over a new leaf" (this word is a bit harsh, hehe).

As a leader, we should be more tolerant of employees. Maybe he's in some trouble.

If he still feels inferior, he can communicate with his colleagues again. For such a person, he can treat it coldly.

This is also a good way to deal with a man as he deals with you.

However, I still suggest communication.

Question 6: If the boss asks the employee to resign voluntarily, how should the employee respond and what should he do? The most reasonable way is to reduce salary, but different methods will be adopted according to different enterprises and different leadership levels. Whether to resign or not depends on your own wishes. If the leader or boss wants you to go, let you go directly. Few bosses will let employees leave voluntarily. Generally, unless it is Gao Zhenji or an arrogant senior employee, the boss will not use this method casually, because the boss doesn't want to go to so much trouble. Sit by yourself and see if they are such employees. If not, then don't bother, just be yourself. If you are unhappy and have a better place to go, then go. If not, then stay.

Question 7: As HR, how should we talk about letting employees leave voluntarily? According to the labor law, employees who leave voluntarily will not get severance pay, at least half a month's salary. If employees don't want to work in the enterprise, it is too difficult or even impossible to let employees leave voluntarily through HR conversation; The following measures are recommended:

1, cadres can reduce their welfare benefits, such as salary, office conditions, official car, etc. ; Let him leave voluntarily;

2. General employees should be transferred to some jobs with high labor intensity and poor environment, so that they can leave voluntarily;

3. Of course, as HR, when transferring employees, you need to prepare evidence that you can't meet the job requirements.

Question 8: Do employees need compensation for their voluntary resignation? Legal question: Does the company still need to pay compensation to employees when they voluntarily apply for resignation? Lawyer Wang: Payment can be made through negotiation; According to the Labor Contract Law, Cao, a lawyer who did not receive financial compensation when the employee resigned, did not need to be given financial compensation if he left voluntarily. If you have any legal questions, please go to the home page, call the free legal consultation number, and the online lawyer will consult for free. Related knowledge-payment standard of economic compensation According to the relevant provisions of the Labor Law and the Measures for Economic Compensation for Violating and Dissolving Labor Contracts, the payment standard of economic compensation should be compensated according to different situations of violating or dissolving labor contracts. The Measures for Economic Compensation for Violation and Termination of Labor Contracts more clearly stipulates different compensation standards, and stipulates four kinds of standard compensation for employers to pay economic compensation to workers: (1) those who violate labor laws and contractual agreements, deduct wages in arrears and refuse to pay wages for extended working hours; If the salary is lower than the local wage standard, the employer shall pay less than 25% of the salary and economic compensation. (2) If the labor contract is terminated due to the employee's illness, non-work-related injury or incompetence, the employing unit shall pay the economic compensation equivalent to one month's salary for each full year, and shall also pay the medical subsidy of not less than six months' salary. For serious illness and terminal illness, the employing unit shall also increase the Medicaid, with the increase of no less than 50% for serious illness and 100% for serious illness. (three) the parties to the labor contract reach an agreement through consultation, and the employer terminates the labor contract; If the employee is incompetent after training or changing jobs, and the employer terminates the contract, the employer will pay the economic compensation equivalent to one month's salary for each year of work, with a maximum of 12 months. "(4) The objective circumstances on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to be performed, and the employer can not reach an agreement on changing the contract after consultation, and the employer terminates the contract; If the employing unit is on the verge of bankruptcy for legal rectification or has serious difficulties in production and operation, and it is necessary to reduce the number of employees, the employing unit shall pay economic compensation according to the working years of the workers in this unit, and pay economic compensation equivalent to one month's salary for each full year of working in this unit. There is no limit of 12 months for the payment of economic compensation in this case.

Question 9: How to advise old employees to leave voluntarily? You don't need a hint.

If you come directly to KPI assessment, you will either be fired or demoted.

Set the standard higher so that he can't finish the work and has to leave, because you can use the reason that you don't meet the job requirements and are incompetent.

Question 10: What should I do if the company deliberately reduces salary and wants employees to resign voluntarily? 1. If a labor contract is not signed, according to Article 82 of the Labor Contract Law, workers are encouraged to have the right to ask the unit to pay economic compensation of twice their wages;

2. According to Article 37 of the Labor Contract Law, the employee may terminate the labor contract free of charge by notifying the unit in writing 30 days in advance;

3. If underpayment of wages, deliberate deduction of wages and non-payment of overtime wages are illegal acts, employees have the right to require the unit to pay economic compensation according to Article 46 of the Labor Contract Law;

4. If the social security is not paid, you can ask the unit to pay it;

5. If the unit refuses, it may apply for labor arbitration.