What To Do With The Suggestion Of Automatic Departure

Do you feel that the workload has been getting less and less lately, and the content of your work has been deliberately made by your boss.

So I began to wonder if I was implicitly resigned.

Or does the company have other arrangements for you?

And produce a series of troubles?

Basically, no company wants executives to deal with unsuitable employees in a way that deviates from the statute or does not conform to human nature.

A company with a system will use a clear objective management and performance management process to assess and measure employee performance and to deal with employee retention fairly, rather than allowing the manager to deal with it privately.

So, when you really encounter a sudden drop in workload or an unreasonable irrationality, is it really a sign that you are going to quit voluntarily?

First of all, when you encounter such a situation, at the very beginning, the best attitude is to hold the idea of "human nature is good". Even if the supervisor really has difficulties in your performance, let's assume that the supervisor is not malicious to trouble you.

Because no matter what the final confirmation result is, the suspicious supervisor, who is suspicious and suspicious, suggests that you will affect your work mood and performance.

In addition, you can confirm whether your situation is a single event.

Do other colleagues have similar problems?

For example, you may find that the supervisor often throws a few temporary jobs to you, demanding to complete the work in a very short time. Or when the plan is changed or changed, you think that the supervisor is a bit of a bone in the egg, even when other colleagues blame you.

These may be just the personal traits of supervisors. Different managers have different management styles, and the same behaviors may have different meanings. Especially for new recruits, it is very important to inquire about and understand the personality and style of the supervisor, so as not to misunderstand the intention of the supervisor.

If you believe that you are left behind by your suggestion, you may still encounter the same problem when you come to another company.

Having ruled out these rational considerations, if you find that the supervisor has been acting on irrational emotional factors and made unreasonable actions against the individual, there are different ways to protect himself from malicious dismissal.

The first common hint is that, as in the above case, supervisors often make unreasonable demands to make employees difficult to quit.

In order to avoid labor disputes in the future, the early stage is mainly based on the principle of meeting the requirements of supervisors. On the one hand, it is another opportunity to discipline itself, and on the other hand, it can start saving backup.

In other words, in order to prevent the supervisor from leaving the job in a timely manner, such as the failure of his job performance and other unsuitable reasons, employees can reconfirm their work with the supervisor in the form of e-mail, or when the supervisor takes the blame for your performance, you can write down the direction of improvement and actively communicate with the supervisor.

Even if the supervisor has not replied, you have made a reaffirming action, and also have a clear record. When the dispute arises in the future, it can be left to protect the rights and interests.

Another possibility may be used to suggest that the situation of automatic turnover is to deprive employees of their sense of achievement, that is, no longer assigning new tasks, and even half of their business is taken over by other colleagues, leaving employees in a state of embarrassment where nothing can be done.

If such a situation is encountered, of course, it can not be held that the company does not give me work, nor is it my attitude of not doing so.

On the contrary, you should take the initiative to help your colleagues around you, and even express with your colleagues who take over your work. The company may have other arrangements for me. Before that, I can help you get into the situation faster and record the daily work.

Alternatively, you can create new jobs by yourself, use time to gather information and put forward new projects.

In a word, don't let yourself do nothing, so as not to let the company have more reason to ask you to leave.

When you suspect that you have been implicitly resigned, another appropriate way is to seek assistance from the HR department.

No matter whether the head of the department thinks that you are really unqualified or irrational, it is necessary to force you to go. It is more appropriate to deal with the objective position of the third party through the human capital department, and also avoid emotional conflicts.

In addition, you can also seek opportunities for job pfer and job pfer through the HR department.

Fortunately, most institutional companies usually have certain procedures and practices when dealing with incompetent or underperforming employees.

From the beginning, if oral communication can be carried out, if it is still not able to improve, the deadline and goal of the improvement will be defined together in writing, and the staff must be reached.

If there is still no way to achieve the goal, the human capital department will intervene in the process to mobilize job guidance or turnover intention.

Therefore, employees can not always worry about whether the behavior of the supervisor implies anything.