I have met this kind, and I have a classmate Xiao Wang who is like this. He doesn't get along well with the direct leader and has a hard time every day. His direct leader is a new official. He has no previous management experience and his relationship with subordinates is quite tense. Xiao Wang wants to leave his job, and the direct leader talks with the leader above. After that, the direct leadership's attitude towards Xiao Wang was much better and the management style was much milder. Xiao Wang feels that there is still a mortgage to pay, and it is not easy to change it, so he will not leave.
The wave of layoffs at the end of last year and the difficulty in finding jobs after the year made many people flinch. Everyone's requirements are not high, but if there is a pit, you must endure it first. It is important to eat. Some even talked about leaving their jobs while sending resumes outside, and found that the market was particularly cold this year, so they withdrew.
It is possible that people stay in an environment for several years, are emotionally dissatisfied or have some ideological burdens on their backs. Everyone has this time, and I have had this time myself. Sometimes it's just an emotional outburst, and people are too tired, so they want to change their environment and mood.
At that time, the leader learned that I was leaving my job and told me that the task was too heavy recently and I didn't have a rest for several months. Gave me three days off, plus the weekend, a total of five days off. After a trip to Yangzhou, I was much more relaxed when I came back, and I didn't mention leaving my job.
In some units, the job is to increase the quantity without increasing the price. Especially in the current economic environment, in order to save costs, some employees will not recruit new people after leaving their jobs, but the original colleagues will share this part of the workload. Colleagues who took over the workload worked overtime, so they wanted to negotiate for promotion and salary increase through resignation.
The occurrence or non-occurrence of a thing will not be a single factor, but may be the superposition of the above factors, or it may just be that it is more troublesome to change jobs and adapt to the new environment.
If the situation is true, then this person's motivation is not simple. He may just be singing for a raise or promotion.
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 with his head down.
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!
Generally speaking, a person will not resign when he leaves his job, so he just wants to express his dissatisfaction or ask his boss to give him a raise.
Where I used to work, the boss was like this. When I offered to leave, he immediately offered me a raise, but I planned to leave, feeling that I would not stay without development.
Those who stay in school a little don't want to leave. I feel that I have been wronged. I want to vent. Knowing that the company would keep me, I went down the steps. It is also possible to get the company's attention in this way.
But staying is not a wise choice. If you make such a fuss, the leaders will certainly be dissatisfied, and it will be difficult to be reused and promoted.
In my previous company, there were many such people who told you every day that they were going to resign. More than half a year, I left, and he hasn't left yet, but he still says so every day.
This kind of person's psychological state is dissatisfied with the status quo, unwilling to work hard, and will only complain every day. It's the company's fault to seek approval from others. He didn't find the gold.
Usually in this case, the real purpose of such employees is not to leave their jobs, but to use them as bargaining chips with the company in order to achieve the purpose of promotion or salary increase on the original basis.
I remember an old colleague in the company always told everyone that he was leaving his job, and he felt that his work was boring. He listened to him and others in private every day. But then one day, he never mentioned leaving his job again. At that time, everyone was still puzzled, so they asked him half-jokingly why he didn't mention leaving his job. Are you reluctant to leave? This old colleague usually smiles without saying a word, and sometimes says: I do. ...
It was not until a long time later that I heard the assistant leader chatting with someone, saying that one day an old colleague went to the boss and put forward the idea of leaving his job. Seeing that his working ability was ok and he was an old employee of the company, the boss offered to give him 1000 yuan to continue working in the company, which completely dispelled his idea.
But then again, this old colleague is a little scheming. He began to tell his colleagues that he wanted to leave his job for a long time before looking for a leader. When he really talked to the leader about this problem, the leader already knew that he had the idea of leaving his job, so he quickly gave a mutually acceptable condition.
Of course, for those friends who also want to be promoted and raised, don't negotiate with the boss by leaving their jobs unless absolutely necessary. If you can't talk well, you will directly break your future. Even if you negotiate well, you will leave a bad impression on the leaders, and even make people feel that you are threatening in disguise.
"Retreat for progress" is not suitable for everyone. It is said that adventure is expensive, but usually in the workplace, maintaining stability is more important than adventure.
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:
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.
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.
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.
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.
Let's talk about the first question first. Most employees tend to stay in the same company and continue to grow.
Employees with this mentality should account for the vast majority in the workplace. Although the workplace is becoming more and more impetuous, I believe that most employees are very cautious when facing their first job in life. One of the most important reasons is that they want to choose a job that is satisfactory in all aspects, in order to expect to work in the first company as long as possible.
It should be said that this is just a good wish or goal. It is easy to set goals, but difficult to stick to them. In order to achieve this seemingly simple goal, both the company and employees need to make some improvements and compromises:
1, from the company's perspective:
The biggest expectation of employees with this mentality is that the company can create a relatively fair atmosphere and competitive environment, specifically:
1) has relatively perfect rules and regulations, which can be implemented and will not change;
2) Adhere to the correct concept of employing people, and basically realize the promotion and salary increase based on ability and performance;
3) Abide by the basic rules and bottom line in the payment of wages, pay wages on time as promised, and have a salary adjustment on time (usually once a year or once a year);
4) Managers should not be too arrogant, treat employees as human beings, give them basic respect, and pay more attention to communication rather than imperative management.
These seemingly simple common sense, in fact, many enterprises can't do it, so this is also the most important hidden factor that leads many employees to leave the company.
2. From the employee's point of view, if you plan to stay in the same company for a long time, you should also do the following:
1) When looking for a job, you must make a decision slowly and implement it carefully. Before looking for a job, you should set yourself a goal and draw a clear line. You should spend as much time as possible looking for a job until the target company matches your goal or line as much as possible, and then you finally make a decision, but you don't want the new company to match your new job to the maximum.
2) Even so, we should be fully prepared to understand the distance and twists and turns between goals;
3) To see clearly the complexity of the workplace and society, where there are people, there are rivers and lakes, where there are rivers and lakes, there are gangs, and where there are gangs, there are fights. Don't move your mind about leaving your job because of a little thing, which will lead to all previous efforts being wasted;
4) In any case, ability and achievement are always the first, ability is improved by oneself, and achievement depends on oneself to plan more, work skillfully and do well;
5) Try to keep a low profile, because low profile is a passport for low profile people, and high profile is a high profile epitaph. Before the strength does not allow, high-profile early birds will always be killed.
Second, the employee applied for resignation because the employee's requirements were not met, and the company met his requirements. After retaining him, the employee chose to stay.
In my opinion, it depends. In the face of the requirements put forward by resigned employees, it depends on whether they are reasonable or not, mainly depending on the comparison between the requirements of employees and their own abilities, performance and future potential.
1. If an employee asks for a promotion:
From the company's point of view, whether to allow a person to be promoted mainly depends on two points:
1) Whether there are job vacancies in the company, it is generally not recommended to assign posts to people, otherwise it will lead to bloated personnel and establishment of the company;
2) If there is a vacancy, it depends on whether this person is suitable, and whether it is suitable depends on three points:
A. whether you have the ability to complete the existing position;
B. Have you made any achievements in your current position?
C. Do you have the potential to be qualified for this position after promotion?
2. If the employee asks for a raise:
This can be handled relatively flexibly compared with promotion, because on the one hand, salary has always been one of the effective short-term incentives, which is very effective for solving short-term problems; On the other hand, wages are more flexible to handle, and the operation can be kept secret, so there is no need to publicize them in such a big way as employees' promotion.
How to evaluate and respond to employees' demands for salary increase;
1) See the absolute value of salary:
Where is the employee's current salary at the same level? If it is already the highest value, in principle, you can not only adjust your salary, but also evaluate whether you can be promoted.
2) Look at the relative value of salary:
If the employee's salary is not very high, it is necessary to evaluate the expected salary increase ratio put forward by the employee. Generally speaking, the salary adjustment ratio can be determined according to their ability and performance/ranking in the department:
A, ability performance ranking 10%, salary adjustment ratio can exceed 20%;
B, ability and performance rank between 20-30%, and the salary adjustment ratio can be15-20%;
C, ability and performance ranking between 30-40%, salary adjustment ratio can be10-15%;
D, ability and performance ranking between 50-80%, can be adjusted or not, mainly depends on the importance of the post, if important, can be adjusted, if adjusted, the proportion can be below 10%; Adjustment is not important;
E, the ranking of ability and performance is between 90- 100%, and there is no resignation or adjustment.
3. If the employee puts forward other requirements:
It is necessary to distinguish between closely related and irrelevant.
1) If it is closely related, such as important events such as transfer of household registration and children's schooling, my opinion is to help if you can. After all, from the company's point of view, you have more resources than employees, and helping employees solve important problems is also one of the effective measures and values for the company to care for employees.
2) If it is not closely related to the employees' own requirements, it is only necessary to make corresponding explanations. After all, from the perspective of employees, there is a high probability that they will not quit for something that has little to do with themselves.
3. For employees who resign on impulse and regret it after 2-3 days.
Resignation and management also focus on prevention in advance.
As long as the company constructs a relatively fair and reasonable human resources policy, it can basically be open and fair when it is implemented, which can prevent most employees from leaving their jobs to some extent.
However, in the workplace, there will be two types of people, and it will be difficult to keep them as long as they leave:
One is that they have clear career goals. It is generally difficult for such people to stay when they leave their jobs, unless they fully meet their career goals and pay.
The second category is impulsive people. These employees feel that once they leave, they will never look back. Although this is a bit impulsive, it is also common in the workplace. In fact, some preventive measures can be taken to solve this problem and avoid employees' impulse.
It is extremely prudent to resign in the company and divorce at home. Say it like spilled water. Once it is said, the boss or wife will take it to heart, and the cracks caused are often irreparable.
For the boss, when you leave your job, you are rebellious, and you are no longer that loyal baby.
Rule of survival in the workplace: don't threaten your boss with leaving your job.
Don't ignore it for a long time. The boss can't bear to part with you when you have feelings. This is all nonsense.
There is only one real reason: you are not easily replaced.
Maybe you left your job, and it's not easy to find someone to replace you right away; Or it is more expensive to find someone to replace, re-recruit and retrain, and it is more expensive to recruit people after the accident. I don't know if it's suitable ...
So the boss will keep it, that is, weigh the pros and cons. If you are an old employee, the boss may consider emotional factors, but it is not necessarily rare for you. He is more concerned about the impact of the old man's departure on the team.
The boss will certainly be unhappy when you mention leaving your job, but for the sake of the overall situation, he may still smile and show kindness like an old woman. But what he really thinks may be that I will find someone more suitable in the future and take you to fly right away.
Don't leave your job easily unless you are determined to leave, or you have found a good home.
If you think your salary is low, ask your boss to give you a raise. Don't pat the sheep's head, sell dog meat and get paid. You may succeed in doing so, but the consequences are endless. From the boss's point of view, can a rebellious person be reused? You forced me to give in. Will I still think of you in the future? Your future in this company is bleak when you meet a narrow-minded boss.
It's all wet anyway.
Maybe you have been wronged, angry and excited to leave your job. The company gives you a step, and you are a donkey, which shows that your emotional intelligence is not high. Maybe you are just dissatisfied with your salary and use leaving your job as a means. If the company raises the price, you give up. Some bosses really won't stay until you say you want to leave, but "a little retention" is obviously just a small favor. Is it worth a large-scale call from the beginning? This shows that the mind is not clear.
An employee resigned, and the company retained him a little, and he stayed again. There may be two reasons behind this:
First, I don't really want to leave.
If he insists on leaving, no matter how the company keeps him, he will leave without hesitation. On the one hand, the reason for his resignation is that he is not mature enough to be considered. On impulse, he resigned and regretted it. The company gave itself a step down and left a little.
On the other hand, he may negotiate with the company on the pretext of leaving his job. No matter whether the talk is finished or not, he won't leave as long as the company won't let him go. It doesn't matter if we discuss it well, which is exactly what we want, or if we can't discuss it well.
Second, there may be something you don't know behind a little bit.
It seems calm on the surface, but there may be undercurrents behind it. Those who dare to negotiate terms with their units by leaving their jobs are generally irreplaceable talents, except for knowing little about their own advantages. If the company thinks they can't live without him, they will agree to his terms, but they don't want to make too much noise to prevent other employees from following suit, so they will deliberately block the news to prevent adverse effects on employees. In fact, behind this seemingly slight retention, both sides have achieved their goals.
No matter what means you use to talk to the company about promotion and salary increase, as long as you think it's worth it, there is nothing wrong with it. If the company thinks you are worth it, it will compromise. If the company doesn't think you are worth it, leaving is a choice for both parties.
Ma Yun has a saying: Employees who want to leave the enterprise will get less money and be wronged. Personally, I think what Ma Dad said is quite comprehensive and can be divided into the following points.
Reason for leaving: 1. There is little room for development and learning. 2. Wage return is seriously less than pay or household expenditure is seriously greater than income. 3. Long-term lack of leadership appreciation. 4. The team environment cannot be integrated. 5. Reasons for working hours and working place. 6. The influence of peer comparison.
To answer this question: "If you stay a little, you will stay again." This is a bit of a problem. Why do you want to leave some, stay? To what extent does this little bit remain? What did the leader and the leaver say that caused the leaver to stay? Did the leader give the leavers a raise or make any small promises?
The person who answers this question is not clear about the scene environment, and can only understand it by personal feelings, so as long as it is within the scope of the above questions, it is normal thinking.
Staying behind is the result. Leaving aside the problems of low salary (seriously inconsistent with expectations), inability to integrate into the enterprise, time and place, promotion space, etc., the rest is emotional problems, which are estimated to be misunderstood with some people, probably caused by differences between direct leaders, and the big leaders will pass as soon as they are cleaned up, otherwise they will not say that they are slightly retained.
One more thing, don't easily rise to the level of personality attack. Personality and character are not good. This can't be said casually. It hurts people. We are discussing the problem invisibly and acquiesce in the moral level directly.
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:
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.
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?
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.