The reasons for leaving the company are as follows:
1, I feel that my personal development space in the company is limited;
2. There is a big gap between salary and personal expectation;
(Note: If the salary is lower than the average level of the same position in the same region 15%-20%, employees will complain to the company; The salary is 25% lower than the average level of the same position in the same region, and employees will most likely choose to leave)
3. The mutual credit between employees and leaders is poor, employees have difficulty communicating with their superiors, and their ideas are not valued by their superiors;
4. Differences with * * * in company philosophy (this article mostly occurs in the event of the resignation of executives);
5. The interpersonal relationship of the enterprise is too complicated, which leads to employees' depression and depression;
6. Company restructuring, changes in shareholders or major operators, and adjustment of resignation;
7. Personal reasons (such as choosing to start a business, leaving the city where the enterprise is located, going abroad, taking postgraduate entrance examination, etc.). ) choose to leave;
8. The company's career planning for employees is unclear, and there is a big gap with personal expectations in terms of employee promotion, training, salary increase, motivation and taking on more work responsibilities. Employees feel that there are fewer opportunities for growth and choose to leave;
9. Poor office environment, such as radiation, noise and passive smoking. ; (This item accounts for a certain proportion of the reasons why women leave their jobs);
10, the contract expires or the project (project) expires.
According to the provisions of the Labor Contract Law of People's Republic of China (PRC),
Article 36 The employing unit and the employee may terminate the labor contract through consultation.
Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.
Article 38 A laborer may terminate the labor contract under any of the following circumstances:
(1) Failing to provide labor protection or working conditions as agreed in the labor contract;
(2) Failing to pay labor remuneration in full and on time;
(3) Failing to pay social insurance premiums for laborers according to law;
(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;
(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;
(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.
If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without notifying the employer in advance.
What is the reason for the low turnover rate of cleaning company? In today's society with highly developed knowledge economy and information technology, the competition for talents, especially high-level talents, is intensifying. However, in the process of enterprise development, it is inevitable to encounter the problem of employee turnover. Reasonable and orderly employee flow can avoid the obsolescence and rigidity of enterprise management mode and thinking mode, and is conducive to the introduction and absorption of new ideas and concepts. However, too frequent employee turnover will increase the cost of human resources, affect the stability of the organization, and is not conducive to the long-term sustainable development of enterprises.
First, an analysis of the causes of employee turnover
There are many reasons for employees leaving their jobs, which are different in form, importance and influence. Its essential root can be analyzed from the individual's psychological activity and its psychological mechanism.
According to Maslow's hierarchy of needs theory, everyone has five levels of needs, namely, physiological needs, security needs, social needs, respect needs and self-realization needs. After the demand at any level is basically met, the demand at the next level will be transformed into the dominant demand.
Herzberg's "two-factor theory" shows that the relationship between individual and work is a basic one, and whether this relationship is effective depends on two factors: motivation and health care. Most of the factors that employees are dissatisfied with are related to the working environment or working relationship (such as correct management, supervision, working conditions, interpersonal relationship, salary, status, job stability, etc.). The improvement of such factors can prevent or eliminate employees' dissatisfaction, but it cannot be direct.
It plays an incentive role, so it is called health care factor. The factors of employees' satisfaction are mainly related to the work content or results (such as work performance, promotion, nature of tasks, possibility of personal development, sense of responsibility in posts, etc.). The improvement of these factors can make employees feel satisfied and produce strong and lasting incentive, so they are called incentive factors.
Combining the above two theories, we can see that the working environment or working relationship is a health care factor, which can bring basic living security to employees and realize their basic needs. Work content or work achievement is an incentive factor, which can bring employees a sense of accomplishment and respect, and realize the satisfaction of employees' personal needs for society, respect and self-realization. In this sense, the reasons for employees' resignation generally come from two aspects: enterprises and employees.
1. Reasons from enterprises
(1) Welfare benefits. The perfection and perfection of welfare and the fairness and rationality of treatment will affect the inner feelings of employees. If employees think that their inner feelings are too different from their expected thoughts for a long time, they may have the intention to leave.
(2) Working conditions. Bad working environment, lack of labor protection measures for employees, overloaded work intensity, too far away from the workplace, it is difficult to achieve the balance between work and daily life, and may also encourage employees to leave their jobs.
(3) interpersonal relationships. Poor communication between superiors and subordinates, bad relationship with colleagues, complicated interpersonal relationships and intrigue are all easy to make employees tired of coping with interpersonal relationships, leading to physical and mental exhaustion.
(4) Leadership style. Disagreement with the management style and level of leaders, lack of appreciation of leaders and lack of talents will also lead employees to have the idea of resigning.
(5) Enterprise development prospects. It is considered that the enterprise has no development prospect, the industry development is not good, the market share is not high, the customer does not recognize it, and it is not worth working hard for.
(6) Employees' self-development opportunities. Self-development space is narrow, promotion channels are not smooth, and development opportunities are lacking. Enterprises do not attach importance to the career planning and development of employees.
2. Personal reasons of employees
(1) Family life factors. Family financial burden is too heavy, or family members (such as children, spouses, the elderly, etc.). ) need to be taken care of.
(2) Personal self-pursuit and development. Employees have the willingness to study abroad, pursue advanced studies or start their own businesses.
Second, a correct view of employee turnover
The turnover rate is one of the important indicators to examine the internal human resources of enterprises, which directly reflects the flow of human resources, employees' job satisfaction and the human resources strategy adopted by enterprises.
Employee turnover has both positive and negative effects on society, enterprises and employees themselves. By maintaining a moderate and reasonable employee turnover rate, we can bring new ideas and ideas to enterprises, prevent the rigidity of the inherent management mode and thinking mode, and help to maintain the vitality of enterprises. This is the positive role of mobility in enterprise development.
Specific performance in the following aspects:
First, a reasonable number of resignees can promote the self-renewal of organizational blood and maintain the normal metabolism of the workforce.
Secondly, the vacancy caused by employee's resignation urges managers to re-allocate and supplement personnel, thus adjusting and improving the collocation relationship between existing employees and positions and enterprises.
Third, in order to cope with the phenomenon of resignation, managers will think and adjust the existing management model and management system to promote the improvement of management system.
However, if the number of resignees exceeds the normal range, it will affect the normal operation of the organization, increase management costs and have a negative impact, especially the resignation of key employees, core technical talents and key positions, and even the collective resignation of employees will bring serious consequences.
The specific performance is as follows:
First, the brain drain makes enterprises have to recruit and train new employees again, which increases the cost of recruitment and training. It is uncertain whether new employees can be competent for organizational work and whether they can integrate into the enterprise. These are the risks faced by the enterprise.
Second, before employees leave their jobs, their job performance will inevitably decline because they can't devote themselves to their work. After a new employee takes over, his familiarity with the work content, workflow and working methods will inevitably have an adaptation process, which will also lead to low work efficiency and affect work performance.
Third, the resignation of professional and technical personnel who have mastered core technologies or business secrets, or personnel in key positions, or even the collective resignation of employees may lead to the dependence of enterprises.
The leakage of core technology or business secrets and the loss of important customers have brought incalculable and even fatal losses to enterprises.
Fourth, leaving employees will have a negative impact on the work mood and attitude of other employees, resulting in low morale and reduced efficiency. If it is not solved for a long time, it may cause the "domino effect" of resignation.
Fifth, enterprises with high turnover rate will inevitably have adverse effects on competitors, customers and upstream and downstream enterprises in the same industry, damaging corporate image and not conducive to establishing a good reputation. Although this is a loss measured by non-economic indicators, in the long run, it will also affect the production and operation of enterprises, thus affecting economic benefits.
Third, management measures to deal with employee turnover
Regarding how to deal with employee turnover, the author believes that the following measures can be taken:
1. The entrance to the interview should be strictly controlled.
The stable and sustainable development of an enterprise needs a stable, reliable and high-quality team to work hard for it. If an enterprise's personnel are constantly beating, it is conceivable that it may have nothing attractive to retain existing employees, so its operation, management, performance and efficiency may have problems of one kind or another, which are not ideal. Therefore, enterprises should first do a good job in interviews to attract suitable talents for enterprises.
Experienced interviewers can see some clues from the resume of job seekers.
A job seeker who frequently changes jobs has a variety of work experiences on his resume and many companies he has worked for. It is vague and unconvincing to ask him the reason for his job-hopping. Therefore, enterprises should be cautious when hiring such job seekers.
2. Enterprises should be honest with job seekers.
It is not particularly difficult for human resource managers to find talents, but it is very difficult to find particularly suitable and excellent high-level talents. Because such talents will not easily let go of those enterprises that have good cultural heritage, continue to pursue sustainable development, and regard talents as their most precious wealth. Therefore, human resource managers are most worried about how to find those outstanding talents. However, after finally finding such a person, some human resources managers may try their best to describe the current situation, bright prospects and generous and competitive benefits of the enterprise for their own performance. After the talents are in place, after working for a period of time, you will be disappointed to find that the current situation of the enterprise is nothing like what was described at the beginning. Therefore, it is only a matter of time before talents resign and jump ship.
After finding the right talent, enterprises must not exaggerate their own situation, and do not give job seekers a bait that they will never get. It is necessary for job seekers to clearly understand the current situation of the enterprise and be psychologically prepared. Once job seekers choose to work in enterprises, they will not easily jump ship.
3. Attract and retain employees with high salaries.
If an enterprise wants to make great achievements, develop continuously and achieve its goals, it must first have.
A group of high-quality talents. Attract and retain talents, of course, not all through salary, there are many other measures, but salary also plays a considerable role.
(1) The salary should be competitive in the market. Enterprises should always conduct market research on salary and welfare, and don't let their salary level fall below the market level, which will not attract high-quality and high-ability talents, and of course will not retain high-quality and high-ability employees; You can't let your salary level be much higher than the market level. Although this is conducive to the introduction and retention of talents, it will increase the burden on enterprises. Once the enterprise is not well managed, it will face huge financial risks in the face of fixed and huge employee compensation and welfare expenses. Therefore, enterprises should provide competitive salary according to their own situation and strength.
(2) Implement the employee stock ownership plan. At present, in order to achieve greater development, many companies have embarked on the road of listing, and some listed companies let core employees hold part of the company's shares. In this way, we can more firmly retain core employees, combine their fate with the fate of the company, give play to the enthusiasm of core employees, and closely link their future with the future of the enterprise.
(3) Welfare diversification. The salary of a well-designed enterprise includes not only salary, bonus, various subsidies, but also various commercial insurance, and a part of funds will be set aside for team building of employees every year. These team-building activities include expansion, tree planting, dinner, play, fitness and so on. , or give gifts and shopping vouchers on holidays and employee birthdays. These activities let employees feel the warmth and enterprising of the enterprise family.
Cohesion and centripetal force of the whole industry.
(4) Encourage employees to improve themselves in knowledge. Many far-sighted enterprises encourage employees to learn to charge in their spare time, and give full or partial reimbursement for certain courses, short-term training and academic qualifications. When employees improve their knowledge and self-cultivation, they will also turn this knowledge into something that enterprises can use, which can realize the promotion and development of both enterprises and employees.
4. Keep employees with sincerity and emotion.
Employees are people, not a machine that keeps running. Strict discipline, assessment, majestic and insurmountable hierarchy, etc. It can ensure the normal operation of the enterprise to a certain extent, but working in such an impersonal enterprise will definitely make employees feel uncomfortable. As a complex person, people's needs are diversified, not only pursuing salary satisfaction, but also pursuing higher-level satisfaction such as respect, self-development and achievement. Therefore, if we only rely on unilateral salary measures, we can only temporarily retain employees. Once employees find a job that can improve themselves and have more room for development, they will choose to leave even if the expected salary is less than now. Therefore, enterprises should be able to retain outstanding employees with emotion, care about their needs, listen to their voices, solve the problems they face, let them feel the warmth of the enterprise family, and make them more loyal to the enterprise, work more actively and creatively.
5. Make long-term and short-term training plans and pay attention to employee development.
When employees enter a company, they will not only consider whether the salary is fair or not.
Richard will also consider whether there will be opportunities for growth and progress in this enterprise. The growth and development of enterprises and employees are mutually promoting and interdependent. Personal development will promote enterprise development and achieve enterprise goals; The achievement of enterprise goals will also enable individuals to achieve their goals and achieve a higher level of development. Therefore, enterprises need to formulate targeted, scientific and reasonable long-term and short-term training plans according to different levels, different needs and career development goals of employees, so as to provide employees with opportunities for continuous learning and further study, and make employees feel that working in enterprises is promising and promising.
6. Provide good growth and promotion space for employees.
An enterprise that can provide good growth and promotion space for employees will continue to stay in the enterprise even if the salary may not meet the current expectations of employees. Because their own development and achievements can bring greater satisfaction to employees, which is conducive to their future career development.
(1) Establish an internal promotion mechanism. By creating a benign competitive atmosphere, enterprises will promote those employees who work hard and make certain contributions to the enterprise, which will further stimulate the enthusiasm of the promoted employees, and * * * the enthusiasm of the employees who have not been promoted to work hard, so that enterprises and employees can move forward towards the predetermined goals. For example, some internationally renowned large companies adopt a promotion system every two or three years, that is, a comprehensive evaluation is made according to the performance of employees every year, and a decision on whether to be promoted is made according to the evaluation results. Therefore, regardless of the position of the employee, as long as the employee has made outstanding achievements in this position, he will also get the opportunity to be promoted and rewarded.
(2) Provide internal flow space. If an enterprise has a high degree of division of labor and specialization, on the one hand, it can improve the efficiency of the enterprise and enable employees to master professional skills, on the other hand, it will also make the work monotonous, hinder the flow of employees within the enterprise, and is not conducive to the future development of employees. If employees work too long in a post and find that there will be no room for development and promotion, they will feel uneasy and tired, and may even seek more developed jobs in other enterprises. Therefore, enterprises should provide employees with a variety of development channels, encourage employees to apply for internal job vacancies on the basis of respecting their own wishes, provide employees with a broader space, let employees fully display their talents, and make contributions to the development of enterprises and individuals.
What is the reason for leaving your job? What are the common reasons for leaving in an interview? Including: bad interpersonal relationship, unsatisfactory income, bad relationship with the boss, and great work pressure.
However, from the perspective of enterprise recruiters, these reasons are more or less related to job seekers themselves, which may affect their future work, such as interpersonal relationships with colleagues and customers, salary problems, and inability to withstand competition. So this reason is not recommended.
Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc. Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller.
It's best not to say that you quit because of low salary. Such an answer will make the company feel that you care about personal gains and losses. If you are hired by the company, you will not hesitate to leave once you face a higher salary.
The reason for leaving is in the workplace. The new owner may just ask casually, but if the answer is not correct, it will be very bad!
1. You can say that you resigned because of the salary problem. As for the salary, it can be said that the last company paid little attention to the welfare of its employees because of its slow business development.
2. Want to have a better development space
Be sincere when you say it.
2. Want to have a better development space
Be sincere when you say it.
Don't write about leaving for your own reasons, such as low salary, overwork, and disagreement with leaders. Because the new company will think you are too picky, and you may leave this new company for these reasons in the future.
Don't write too many reasons why you have to leave the company, such as complicated interpersonal relationships and incompetent unit leaders, so the new company will definitely not hire you, because they will think that if you leave the new company one day, you will scold them behind your back.
You must be careful about the cause of the company's bankruptcy. If your previous company was a big one, it's easy to find out whether it went bankrupt online. If your lies are exposed, the job will definitely be lost.
You can fill in the following reasons:
1. Some employees in the unit are relatives or friends of the leaders, but they are on the job, so many good opportunities always don't belong to them;
You are introduced to the company, no matter what achievements you make, you will be considered to be taken care of by the leader, so you want to change your job, which can better reflect your ability.
The original company always failed to pay wages on time, and it was in arrears.
The company's promises to customers are often not fulfilled, so you always have to explain to customers.
Note: the first two items will never have problems, and have been tested;
For the last two items, it's best to fill in the events that can be illustrated in advance, so as not to suddenly ask you nothing to say, and you may be ruined.
Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc.
Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller.
The reason is:
There is something at home, which refers to personal reasons (falling in love, getting married and having children, buying a house and moving, saving lives! )
Company transformation, referred to as structural adjustment (hopeless disasters such as the company going to the front desk, major business changes, and structural layoffs). ! )
Personal development, referred to as looking for challenges (small achievements, looking for new personal development prospects, personal transformation! )
Avoid:
Can't get along with people! (colleagues of mental patients, can't stand it! )
It doesn't agree with it! (big temper, putting on airs, don't admit your mistake! )
Negligence and incompetence! Careless and troublesome, I can't do it! )
Corruption and dereliction of duty! (I didn't go in, fortune teller is big, no one uses it! )
In short, seek truth from facts, but it must be revised! I didn't do a good job because I had something at home, my major was wrong, and the company made new products and changed. Never keep a clear head. Honesty is good, but if it's stupid, it's a bit silly and lovely!
1, personal reasons.
2. Not adapted to the company culture.
3. The salary is low.
4. Lack of development space.
5. Inconsistent relationship with superiors/subordinates.
6. Others: such as the distance from home, marriage, family diseases and so on.
Knowledge extension toolkit:
How to choose a job:
1, whether you are interested in and good at the work content;
2, the company's situation such as popularity, scale, management mode, etc. ;
3. Development space, positioning, development space, platform scale, etc.
4. Whether reporting the situation of the target is helpful for your career promotion and future development;
5. Working environment, the satisfaction that the workplace may bring to individuals, the comfort of the office area, etc. ;
6. Interpersonal colleagues are easy to communicate. ;
7. Whether the salary and benefits exceed their own bottom line, and so on.
Resignation means leaving your present position. Staff in public and private institutions leave their jobs due to retirement, resignation, suspension, dismissal and death.
An enterprise with a high turnover rate has no authoritative ceiling. The main reasons are as follows:
The key is the reason for leaving. If it is high in normal dismissal, it means that there is a problem in the recruitment process. If you resign voluntarily, even if the proportion is not high, you need to pay attention.
Another factor is whether it affects production, because there are two situations: insufficient staffing and excessive staffing, which are also related to the adequacy of reserve personnel. If it is easy to recruit mature new employees, the rational rate can be higher, and if it is difficult to recruit suitable employees, the turnover rate will be lower. If the staffing is seriously inadequate, once you leave, it will affect production, so you need to adjust, increase the number of employees, reduce the labor intensity, and the reasonable rate will also decrease.
What are the reasonable reasons for leaving your job?
For example, you can say that the company has moved.
It can also be said that the company department was cancelled.
What are the possible reasons for high-level resignation? I put forward some good ideas, which are beneficial to the development of the company, but someone stopped me or my superiors disagreed with me. I don't think my decision in the company carries weight. (2) salary or position, the salary/position given by the company is not proportional to the effort, which can't meet my expectations. I think there is a place more suitable for my development. 3 prospects, the company's prospects are not very good. I just received offer from other promising companies.
What if the staff turnover rate is high? Managers just walk around, have a cup of tea and walk around. Good management talents are hard to find, and people who can stabilize the team are hard to find. With unstable morale, many people naturally want to leave.
There are many reasons why beauticians leave their jobs. Some go to better beauty shops, some open their own shops, some get married and have children, and some just don't want to do this job anymore.