The highly valued employee suddenly asked you to leave, and I was caught off guard, I never expected him to leave the company, and he left so suddenly!
I believe that the vast majority of managers have a deep understanding of the resignation of employees, and when it comes to the reasons, they may not be able to complain on a piece of paper.
And in the face of your inquiry, he can summarize it in a few words: "Because of personal development!".But how credible are these high-sounding words?
In fact, the boss knows best in his heart that this is just an excuse to leave!
The more I talk about personal reasons, the more I talk about some scenes, I just don't want to embarrass both parties.
At work, once an excellent employee often says these 4 sentences, the manager must pay attention to it, which is likely to be a sign before leaving, as if it shows that he has the idea of leaving, you see if this is the case.
Subordinate resignation, 4 major signs?(1) "Leader, I have something to do temporarily, and I want to ask you for a leave!."”
An employee who basically does not ask for leave suddenly becomes frequently on leave, then most of them are busy with interviews to contact with the next family.
In today's environment, most employees do not have the courage to directly resign, they often prefer to ride a donkey to find a horse, at most to ask for leave, no matter how much they will get paid, at least they will not make ends meet.
2) "All right, I have no opinion!”
With the idea of leaving, employees don't have to worry about their core interests and the company's growth.
Even at work, he obviously has better value ideas, but he is unwilling to waste his tongue in front of the leader, and he will always be in a state of pretending to be deaf and dumb.
In the past, this kind of employee was sharp, and he was a little Zhuge in the crowd, which was different.
But now, when others agree, he pleases with both hands, others oppose, and he remains silent, the main thing is to be beautiful alone, and everyone is the same.
(3) "The specific work assignment is as you like, and I can do it!."”
An employee who wants to leave is often restless and cares nothing about the work arrangement.
When an employee suddenly becomes disconnected and gives up various job opportunities, this is a sign that he is going to change jobs.
Now that he is ready to leave, many things are meaningless in his eyes, and it is important to spend more time finding a good next home than to fight for it.
In the face of work, they are also confused, and they can do anything, but if the leader does not urge, it can be delayed for a day, anyway, it is the same to solve it today and tomorrow, as long as I can complete it.
(4) "I'm just cleaning up!”
The longer an employee works, the more personal belongings he has at his desk, and once he has the idea of leaving, the workstation will be emptied in an instant, leaving only office supplies.
Faced with the leader's question, he was also vague and casually perfunctory: "It's just a matter of cleaning up!."”
When an employee's desk is neatly packed and things are getting less and less, in fact, he is not only packing up his personal belongings, but also the last trace of emotion for the company.
Once the above situations occur, the manager can carefully consider whether the subordinate has the idea of leaving according to your understanding of him.
Subordinates resign, do they stay?
In the face of the resignation of subordinates, should managers stay?
In the face of the sudden resignation of subordinates, some managers think that there is no need to retain, after all, 90% of the cases are retained, and even if they retain people, they can't keep their hearts.
But I think we have to do everything we can to keep it.
And also to say solemnly: "I hope you can stay, if there is a problem, we can communicate well." ”
Unless the other party is someone you really want to eliminate, you can just let him go.
So why "go the extra mile"?
(1) People go teaNot cool
One more friend, one less enemy.
In the face of a certain situation, sometimes the interview is not entirely for retention, but to take the opportunity to talk better as a friend.
Otherwise, it will inevitably make subordinates have the stereotype of "it seems that I am going right, and the leader does not even want to stay". Perhaps, the hearts of employees are also waiting for you to keep a soft word.
If you don't stay, the relationship between the two parties will become more rigid, and your subordinates may scandalize the image of the company and you.
Therefore, if you can't keep people, you must keep your heart.
(2) Make amends
Although we often say that "it is too late to make amends", it is still useful to "make amends" in time in the face of employee departure.
Try to retain employees through communication and better understand the real reasons for employee turnover.
Is it a problem with the company's system, or is there a deficiency in management tools?Or is there some unspoken rule that he can't see that he can't stand it?
These answers, which happen to be something you can learn from the departing employee**, are very important for future management development.
(3) Do not leave the alliance
To a large extent, the resignation of subordinates is also a change of position, and the next company is still in this position.
If he is really determined to leave, he does not have to impose a spiritual retentionYou can give some good advice appropriately, fate one, and retain the last dignity.
For some subordinates, they will all be mixed in the same circle in the futureNot only can it develop into a new alliance, but it may even become your partner or brand ambassador in the future.
Therefore, in the face of the resignation of outstanding employees, we must do retention, so how to retain?These 4 methods are worth trying.
How to keep a subordinate when he leaves?Ma Yun once said: "There are only two things that are most true about the resignation of employees, one is that the money is not in place, and the other is that the heart has been wronged." In the final analysis, it's just unpleasant!”
(1) The money is not in place, and the salary is raised
Most of the resignation of employees is a matter of the development of remuneration package.
According to Maslow's theory of needs, people's physiological needs are put first, and ultimately the needs of self-actualization.
If the employee is not satisfied with the salary, then you have to objectively judge whether he is worth the ideal salary according to the marketIf it's worth it, can you give it to him?
Similarly, for an excellent veteran employee, he is a veteran, familiar with the business, and has a good run-in with you.
If you start from scratch to train new people, not only do you have to pay more effort, you don't know whether it is a mule or a horse, and it is always full of "gambling" risks.
For employees, the cost of moving to a new company is much lower than the cost of training new employees.
As the saying goes, "Money is not everything, but no money is also everything!".”
For those capable people in the team, you should give training plans and give them the most intuitive salary development, which is the best way to attract and retain backbones.
(2) There is no future, and the cake is retained
There is a saying that "people go to high places, water flows to low places", subordinates want to change jobs, often because they fancy the development prospects of the new company, and feel that there is no future under you.
In the face of this situation, you have to "draw cakes" appropriately, those "cakes" that you cannot give now, but can give in the future.
However, it should be noted that this "cake" must be reached by subordinates in time, and it must be able to be eaten. Otherwise, he felt deceived, and the more he worked, the more boring he became, and in the end he still had to leave, leaving an empty one.
(3) The heart is wronged, and the feelings are retained
As the post-00s gradually occupy the market, compared with the post-80s and post-90s, their performance in the workplace is more self-asserted, and they will not endure unfair treatment.
At this time, it is not advisable for managers to be hard-hitting, but necessaryWith subordinatesGo play the emotional card and let it goShelf, briefly on the same level as subordinates, better to blend in with them, talk about real feelings.
Of course, this is not for you to inquire at will, after all, they are more private, you have to have a target, a job, and a purpose to talk.
(4) If you are dissatisfied, self-reflection and retention
There is data that shows that 80% of excellent employees are tortured away by mediocre middle managers!
In fact, the biggest reason for many employees to leave is that they are dissatisfied with their immediate superiors and do not deal with their leaders.
At work, whether your subordinates are compatible with you or not is more or less perceptible.
When a subordinate has an opinion about you, you have to knock on the side to find out where his dissatisfaction isIs it a disagreement in character, or is it a dissatisfaction with you in my heart?Only by understanding the situation can we prescribe the right medicine and make effective retention.
AbsolutelyManaging the young people of the present, managersWe must also learn to look at people from the perspective of development.
For example, keep a humble attitude and keep Xi new thingsmanagement style, to actively adapt to changes in the workplace, rather than using the same old ways to deal with employees.
Write at the end:
Although sometimes an employee's departure is silent, once you capture the changes in his heart, interview him in time according to the situation, and seize the opportunity to dig deep into the internal causes, it is also possible to keep him.
Of course, I often say that the most effective way to retain employees is to keep them from leaving, and to do this is not an easy task, and these three sentences can be remembered:
1. Wealth gathers people scatter, wealth scatters people gather.
2. Pay attention to the poetry and distance of employees, and also pay attention to the reluctance in front of employees.
3. Be good to the employee, so good that he is reluctant to leave;Cultivate employees who are strong enough to leave at any time.