How Do Employees Break Their Salary By Resigning?

First of all, what can be done is basically a bit of material. (no key, no material, no bombs, no discussion, HR has a strong eye.) the staff asked for it. This shows that there are still feelings for the company, but he probably has already got offer, or at least has already known the market in the market. As long as the demand is raised, there is a chance to stay. If you don't ask for a request, you will simply quit your job.

Commitment, agreed performance, approximate salary adjustment time;

The specific salary adjustment can not be said, to understand the market, slightly higher than the market value, the employee's expectations can be valued, but it must be reasonable (if unreasonable, we must insist on, do not talk about it).

Small step run, feelings can stay, but money must be in place!

Faced with this situation:

Direct superiors need to review (probably ability problems, or at least personnel management capability).

HR needs to review (pay, performance, staff relations responsible person to reflect).

There are problems in communication and incentive mechanism.

About superiors: for subordinates, there is no ability to motivate, direct supervisor is not a state of mind, that is, the amount of information is not enough, individuals should review, upgrade, or displace.

about HR HR must regularly examine employees' performance and salary, whether they match the market, whether they match their performance ability, attitude and salary. They can't wait for the business manager to make a suggestion. Even if there is some regular salary adjustment, even if the direct supervisor fails to mention it, the HR problem should be mentioned. market In the case of mismatch, salary management (or HR leader) is not a simple operator, but should be able to find problems and make suggestions.

about Communicate Incentive mechanism: HR should communicate with employees frequently (whether HRC or HRBP or HR team of 35 people), understand employees' information dynamics, if they fail to get information, they will shut up their minds, and the communication between direct supervisors is also the same; key personnel are not motivated, not the policy problem is the atmosphere.

How do you do it?

No matter whether the request is excessive or not, it can not be directly agreed.

First of all, we must understand the reasons, and we must find out and improve the countermeasures.

It is not shameful to admit the problem, let the staff see your sincerity. (at the same time, it is clear that you can make a request, but you can't feel threatened. If you can't understand it, you don't have to talk about it. Of course, conversation skills are very important).