Leaving the company is to leave the existing position, generally speaking, the employee put forward more or less the reason is the problem of wages, the company belongs to a sense of reason. Here is what I do for you to organize the reasons for employees to leave the company, I hope to help you.

First, the staff development encountered? The ceiling? phenomenon, feeling that there is no room for development;

Secondly, the company is a carrot, the boss will not hire more than one professional to do management without going to do specific business managers;

Thirdly, when the employee can be found in other companies to find a high 2-3 times the salary of the job, the boss will not immediately help employees to raise wages and promotion;

Fourthly, the boss does not give the employee to make the decision;

Fourthly, the boss does not empower employees;

Fourthly, the boss does not give employees to make decisions;

Fourthly, the boss does not give employees to make decisions.

Fifth, the company is constantly reorganizing departments and transferring employees, resulting in changes in the environment and interpersonal relationships;

Sixth, the boss does not clearly communicate the goals and decisions to the employees, so that sometimes when the employees to complete a job, but was rejected or denied by the boss;

Seventh, the boss of the staff bias for some employees, giving them a better office environment, or more comfortable position;

The boss of the company is also a good example of a company that does not have the power to make decisions, but is not able to do so. stayed put?

Nine is the company's promotion boss? The company's main objective is to provide a better understanding of the company's business and its people. The company has a certain corporate culture, but it's mostly the boss's. But it is mostly the boss's personal culture. Personal culture? and dictatorship;

Eleven is the company incentives single, in addition to performance, is the sales;

Twelve is the peer? The company's incentives are single, in addition to performance, is the sales;

Thirteen is the employee's health problems, can not continue to work;

Fourteen is the family relocation, too far away from the place of work, due to the increase in the cost of work and leave;

Fifteen is the family, marriage, children's schooling and other reasons or other changes.

Employee separation is divided into two types:

1) employee initiative to leave, that is, the employee unilaterally to the enterprise to leave the application;

2) the enterprise because of the employee is incompetent for the position, the trial is unqualified or a serious violation of the company's rules and regulations, by the enterprise side of the termination of the two sides of the labor relationship.

Frequent Complaints and Arguments

Frequent objections by an employee may be a tactic to stall for time before officially announcing their resignation. When presented with a new task or job request, an employee may say ? Let me study it first? I'm not sure if it's a good idea," he says. I'm busy? or? I don't think this will work? etc. In some cases, employees may even start complaining about their work or start bad-mouthing their boss or the company.

Complaining

If an employee is constantly appreciating another company's culture and belittling their own, it's a clear sign that they're probably going to quit. Employees who are dissatisfied with their jobs will start to compare themselves to other companies, just as a dissatisfied husband will compare his wife to other women.

Office phobia

An employee who is thinking of leaving his job will often find all sorts of excuses to stay away from the office, such as calling in sick many times, being late for work, and so on. He may not be allowed to commute to work on time, find reasons to leave early, or he may use his sick days and gaps at work to meet with recruiters. A disgruntled employee generally hates the start of the working week, so managers should keep an eye out for ? Monday absentees?

Lower productivity at work

If a hard-working employee suddenly becomes lazy, you should be wary. He may be less motivated to complete tasks assigned by his superiors, or he may be delaying deadlines more frequently, or he may be ill-prepared for the next step in the process. While many people caution themselves to stand their last watch, they are actually distracted, and perhaps enthusiasm has run to the new position they are about to assume.

Decreased engagement

Have employees who have always been active in meetings suddenly become quiet? Are they reluctant to participate in weekend staff activities for no particular reason? Has overall team participation decreased? Indifference to all things work is the biggest sign that an employee is about to leave. If it's a manager who is planning to quit, he may become more mild mannered, treat people with ease, and not be in a rush to meet deadlines.

Changes in grooming

Small changes in a person's appearance and demeanor in the workplace can send an important message. The company requires formal dress for work, but an employee may have recently started to dress less according to the rules; an employee may usually dress more casually, but recently often wear formal dress, maybe he is going out to participate in the interview it.

Relationships with people around you are no longer the same as before

When you kiss the leader's ass, you show a sense of pride. I'm not sure if you're a big fan of this. Self-discipline? I'm not sure how much I'm going to be able to do that, but I'm going to be able to do it. Public welfare? activities are no longer involved; even if the former in order to make good relations with colleagues to rush to open the water and pour tea now also quit? The first time I saw this is when I was in the middle of a long journey, and it was a long time ago that I was in the middle of a long journey, and it was a long time ago that I was in the middle of a long journey.

Frequent leave

If the person has always abided by labor discipline, never easy to take leave and now suddenly began to frequent leave, I am afraid to consider whether the person is ready to jump ship, leave is to contact the new unit, or to do some preparations for employment. It is also possible to deal with personal matters, since they are ready to jump ship, there is no longer a need to be as active as in the past.

Go online and submit another resume

What if you find a resume for a current employee of your company on a job board? If the employee is an underperformer or average, ignore them? I can't wait for them to get out of there and save myself the trouble. If the employee is a good performer or a top manager, should they be reported to their superiors in the Human Resources Department immediately and privately? Why not report to the employee's direct superior? Because only the leadership of the Ministry of Human Resources know how to deal with the problem of employees leaving, and tell the employee's supervisor, the words will sometimes make a mistake, so that employees go faster.

Frequent packing and moving home

Once a departing employee talked about why he had to move things home bit by bit: "I'm very attached to the company, and I'm very happy to be here. I have a lot of feelings for the company, and I can't leave, I'm worried that I'll be swayed, so I move back little by little, and when I pack up pretty much, I'll ask to leave again, so that I don't have a way to get out of it.

But if it's a professional employee, then he'll still be working as well as usual, even if it's his last day on the job, and he'll be conscientious.

Methods to prevent employees from leaving and jumping

1, the establishment of? Defensive care mechanism?

Many managers only see employees leaving the application when it dawns on them - this employee is going to go, and then put down the work at hand to talk to him, want to keep him. This method is actually very difficult to retain employees, managers should establish? Defensive care mechanism? , before the employee leaves, it can be found trends and take timely measures.

The organization's staff dormitory arrangements. The new employees and the old employees are arranged in separate dormitories as much as possible. Some new employees will always be affected by the old staff to discuss, talk about things, the speaker has no intention to listen to the intention of the new employees may have a direct impact on the retention of new employees.

Explore the motivation of employees to leave. Try to put new employees in the same dormitory, and assign the company's top performers to spend time talking to new employees every week. Some of the phrases you can use in this conversation are:

? Zhang, you have been in the company for a month, how are you doing?

? I think our company is too tired, don't even want to do.?

? In what way is it tiring?

? Too much overtime every month and a lot of job responsibilities that I don't really want to do.?

Find out what the employee is thinking through the conversation, and record the message, then give it to the company's HR department. The direct leader or the human resources department to take appropriate countermeasures as early as possible, to find that have the idea of leaving the employee to talk, and then targeted measures to keep him, which is the defensive employee care mechanism.

2, the establishment of mentor-apprentice nepotism

The establishment of direct supervisors and ministers mentor-apprentice nepotism. In China eat network library "how to motivate 80, 90 employees" article introduced ? Ningbo Jintian Copper Co. The retention practice: recruit a number of employees, asked to sign an agreement with the immediate supervisor, the immediate supervisor has to bring the staff, and retain the obligation of the staff. Once the employee leaves, the immediate supervisor is jointly and severally liable.

Many companies put the newly recruited employees in a department, many supervisors do not hear, do not ask, do not care, so that the employees are left to fend for themselves. This kind of joint and several responsibility will be transformed passive into active, only let the supervisor take the initiative to care, cultivate, guide the staff, the relationship between the upper and lower levels changed to a friend relationship, will increase the chances of retaining employees.

4, to the benchmark enterprise learning

Recruitment of employees into the company, managers should tell employees, the first year to do a good job, the second year he was included in the reserve cadres; if the reserve cadres to do a good job, signed a three-year contract with the company; these three years have done a good job, the company will give him with a house or car; if eight years to do a good job, the future has the opportunity to be sent abroad for further training or promotion for the Executive. Give employees some vision and ideas, so that employees continue to work hard, which is to learn from the benchmark enterprise.

5, the establishment of incentives to distribute the benefits of the mechanism

For the establishment of incentives to distribute the benefits of the mechanism, some companies have also taken corresponding measures, for example, the year-end bonus may be relatively high, but is not a one-time sent to employees. A part of the year before, after the year to send a part of the May Day Festival, Mid-Autumn Festival until the National Day before all sent. Indirectly the bonus to employees, employees want to jump ship are unlikely. after October, to the end of the year and a bonus, employees are reluctant to leave.

6, the establishment of EAP care mechanism

Many companies have set up a love foundation, the establishment of an independent account. The general manager takes the lead in deducting a small part of the salary every month, all employees follow suit and deposit the money into the Love Foundation, so that the Love Fund is more and more. When any employee's family has difficulties or marriage and other temporary situations, will start the love fund to give some subsidies, assistance. This is the first idea of establishing an EAP care mechanism.

Each employee will use a lot of daily necessities every month, for example, to buy toothpaste, toothbrush, laundry detergent, etc., the company to carry out unified purchasing, the manager can negotiate a good lower cost, and then unified purchasing and then distributed to the employees, for the employees to save a part of the money every month. This is the second idea of the EAP care mechanism.

How to resolve the pressure of employees? For employees stressed in this regard, some companies have psychological counseling counseling, or contact pressure to vent emotional counseling room as well as some of the tools, so as to ease the pressure of employees, of course, also carry out some counseling and psychological intervention.

7, improve the treatment of employees and welfare

Working hours to take staff shift system, reduce labor intensity. The company organizes staff outings or tours in batches, which is conducive to emotional exchanges between employees and strengthens the harmonious construction between employees. The company cares for the staff, such as the provisions of the staff birthday can receive subsidies or holiday gifts, etc., to deepen the staff's feelings towards the enterprise. Furthermore, we can learn from the practice of Hong Kong's catering industry: Hong Kong's catering industry salary is not particularly high, but the boss at the end of the year always have to staff out of the "double food", that is, an extra month's salary, and at the same time the Spring Festival to issue bonuses, called "bonus". This has also become a practice in the industry in Hong Kong, and it is one of the criteria for employees to evaluate a "good boss". In order to retain employees, it can be stipulated that employees who have worked for more than one year will be entitled to "double rations" at the end of the year. Double food?

8

These are the most important benefits of a good boss.

8, employees can enjoy a comprehensive training system