This article is from WeChat official account:Nonsense about the workplace (ID: HRInsight)< span class = "text-remarks">, author: Sean Ye, the original title: “colleagues slack after leaving, how they deal with? “, the title picture comes from: “I, get off work at a point”

Will the employee be passively sabotaged after he resigns?

Trust me, it will.

I remember my status after Mercer submitted my resignation letter.

Although I claim to be the last person to be the last guard, I will find that I have begun to imagine the future.

For the job at hand, of course I will do my best to hand over and stand on the last post. But I must have lost something to continue to do something innovative.

In this situation, as employees, bosses and bosses who have not resigned, how should we deal with it?

My suggestion is to understand. The post-employment status of an employee is definitely different from the status of normal work.

We have to accept this reality.

He is going to break up with us. That being the case, we should leave the job like Bajie-it’s time to divide the luggage.

The so-called split baggage is the handover work.

I often mention people who have already submitted a resignation letter and I complain: “I have already submitted a resignation letter, and the boss is still arranging a new project for me…

This is a terrible way of thinking.

Think about what couples who are about to break up should do?

Divide things, take yours, and return mine.

You can’t count on someone who is about to break up and no longer loves you, and still devote yourself to giving you a breakup gun.


For another example, I was a fan when I was a student, and every time I heard the commentary that a certain star was harassed by transfer rumors, I couldn’t figure it out:

Playing football, just play normally before the transfer. Can you still play while thinking about the signing scene?

I learned later that preparing for a transfer means it’s best not to get hurt.

So the full sprint must be small, the kick must be small, the pass must be small, and the competition for one-third of the ball must be small.

There are so many small players, and the performance is definitely not comparable to those players who are all-round.

Similarly, the employees who want to leave, think about:

1. What requirements does the new owner have for themselves;

2. How to cooperate with the future boss;

3. How to get better career development in the new club.

Although the labor law requires notification 30 days in advance.

But for 30 days, the members are not in love with each other.

Accepting this reality, leaving the staff to stand on the last shift and complete the handover, is already a sign of professionalism.

1. Work handover

Most of the time, when an employee wants to quit, they are all pushed to work.

Because he has neither the heart to do it well, nor does he have enough time to finish it.

Even if it is the work in hand, it is not left after finishing it, but handed over to other colleagues.

This is reasonable.

For bosses and bosses, remember, Don’t give the job to someone who doesn’t want to fight.

Many small company bosses have a psychology of taking advantage and want to make full use of every minute before employees leave to fully squeeze out value.

This kind of psychology often makes you lose money.

You thinkIn fact, these jobs will have a high probability of being reworked.

The minds of the departing employees are no longer on your job. Don’t hand over important tasks to them and let them quickly hand over them.

Second, don’t have to pinch for 30 days

The labor law stipulates 30 days in advance, but to be honest, employees who are not thinking here often want to report to the new owner as soon as possible.

The National People’s Congress may increase the salary, go one day earlier and increase the salary one day earlier.

As long as the work is handed over to you, even if people stay in the company, it doesn’t make much sense. On the contrary, it will easily interfere with the work status of other employees.

If the other party wants to leave early, as long as the work handover is complete.

If you are a boss or a boss, you should be clear:

Convenient for others, convenient for yourself.

In the book “Redefining Google”, the founder of Google wrote a chapter on employee turnover, the title is “Love him, let him go”:

If the employee’s departure is the right choice for personal development, let them go.

3. Congratulations to the leaving colleague

The founder of LinkedIn, Reed Hoffman once said:

Even if an employee leaves, your relationship with the employee may not end. When a valuable employee announces his decision to leave, the first thing you should do is to try to reverse his decision. But if this is not effective, you should congratulate him on his new job.

Although outstanding employees resign, it makes people feel uncomfortable, but it is always the time for a company to establish an employer brand image.

EspeciallyImportant core employees leave.

Everyone is an adult, and there will be opportunities to use each other in the future.

Don’t make it all the way, thinking that you have to fuck him and disgust him.

The correct way of thinking is: Such an excellent colleague may become our company, my personal future noble person.

If you can gather for a meal among colleagues, get together a meal for farewell.

If you are his leader, take this opportunity to have a farewell ceremony and give some small gifts.

When someone is moved, send a circle of friends:

“Thanks to the boss for taking care of me, as soon as I enter the company, my life will be the soul of the company…”

Who is his circle of friends?

With his colleagues at the same level, friends, and colleagues in the new company, what a good employer branding is this.

Not only that, but the other colleagues who participated in the farewell party saw that our boss was really magnificent and admired. There is a future mixed with him.

I have a friend, a very good Internet person, who was hated by the general manager when he left, and asked not to give him a farewell party by naming him. However, his immediate superiors paid for himself and asked some colleagues in the department to secretly hold a farewell party for him.

Later, this immediate boss changed jobs, and my friend immediately helped with advice. And that general manager will never be in contact with each other forever.

Finally, how to deal with leaving colleagues who are passively sabotaged?

  1. Understand their behavior

  2. Hand over their work

  3. Support them to leave early

  4. I wish them a bright future

In this way, you may have more friends.

This article is from the WeChat official account:Nonsense about the workplace (ID: HRInsight) , Author: Sean Ye (Sean has 10 years of human resources experience in the industry and has worked for leading global provider of human resource services Randstad and consulting firm Mercer. Official account: Nonsense about the workplace (HRInsight), if you need to reprint, please contact the original author)