c = “https://img.36krcdn.com/20200116/v2_8a68f83bf646403e9089ef5db7f0bab1_img_000″>

If you know something about labor law, you have to know that employees can’t stand the kind of difficult resignation and take the initiative to terminate the contract with the company according to the contract law. There are differences in compensation.

The company “plays tricks” to let employees “resign actively”, so that they can successfully lay off employees and save a compensation.

So the employee sent the chat record in an anxiety, which caused Flyby to sue him for infringing his reputation. Although he won public opinion, the future development of this employee is still in crisis.

1

I received a consultation a few days ago, and the visitor encountered a similar problem.

Joy (pseudonym), male, 29 years old, graduated from the 985 college English department. After graduating from university in 2013, he entered a startup company to do foreign trade.

However, I was interviewed not long ago and asked to be transferred to the position of personnel administration manager.

“I joined this company just after graduating, and watched the company do it a little bit in the past six years. Although my business is not the best this year, it is not the worst one. The leader said,” I value my ability, but Now let me change jobs, and do the personnel administration work that I am not good at and I don’t like, I think it is marginalizing me. ”

Joy’s tone was a little angry when he was here, and then he was a little panicky.

“If I stay in my current department without changing jobs, I will offend the leaders and feel that I will not get better in the future. If I change jobs, I do n’t like to do administrative work at all, and I feel that this is not good for me. Future career development. If I leave the company like this, I feel too aggrieved.

Joy is now in a deadlock. He can’t move forward, and he can’t move back.

To be honest, this is the end. What we can do now is not to continue to complain and keep ourselves in a negative mood, but to think about what to do next?
First, clarify the true wishes of the parties.

Would you like to continue to develop in the business field or do you want to develop in the personnel administration department?

After consulting, I understand that Joey is interested in doing business, and thisYears of accumulated capabilities and experience are in the business direction-that is, he still wants to continue to work in the foreign trade field.

Secondly, if Joey still wants to develop in the original business area, should he go?

For Joey, if he wants to continue to develop on the business side, either continue to do it here or leave the company.

So he needs to communicate further with the leader and ask if he still has the opportunity to stay in the business department.

You know, Joey’s transfer to the post must not have happened suddenly; there may be signs, but he didn’t realize it.

Once again, we have to analyze on a positive level.

Maybe the leader didn’t mean to target him, maybe he really didn’t think he was fit to stay in this position.

Of course, there is also a possibility that the leadership feels that the current personnel administration is lacking, and Joey is a good candidate.

In short, I do n’t recommend Joey to make up the imagination here, but to talk with the leader frankly and understand exactly why the leader asked him to go to the personnel administration post-maybe the result is not what he thought It’s so bad.

Finally, we will comprehensively consider and come up with countermeasures.

If, after communicating with the leader, Joey has expressed his unwillingness to transfer to another position, and if the leader still requires Joey to go to the personnel administration position, it is basically not ruled out that the leader may be playing a “fancy layoff” Already.

—— If this is the case, Joey needs to reconsider whether to resign and whether he can protect his legal rights through labor arbitration.

2

After the first consultation, Joey took the initiative to find a leader for a communication, and the results were much better than we expected.

Originally, Joey ’s company has developed rapidly over the years, and personnel administration is more chaotic. Compared with business posts, leaders feel that Joey is more suitable for personnel administration and procurement logistics positions.

However, the leader expressed his willingness to respect Joey ’s wishes as to whether or not to accept the transfer.

Joy found some good colleagues to understand the situation, and did a 360 career assessment, and then made an appointment with me for a second consultation.

The focus of this consultation is to sort out which pits Joey has stomped in his previous work.

1, Lack of active thinking.

Joey has a good executive ability in leading the work of accountability.

But what is the progress in this process? When can it be done? Wait, I found that he lacked the awareness of active communication. When the leaders asked him, he would report one by one.

The leader said that in the past few years, he felt that he was a newcomer and could teach slowly, but after six years, Joey was still in a state of step by step; obviously, his growth rate It is not directly proportional to his work experience.

In the workplace, there are some things that do not need to be accountable. We must learn to be proactive.

“Before others, before others”, we can better get the trust of leaders, which is also the basis for realizing personal value.

2, Lack of ability to innovate and break through.

In the words of colleagues, Joey is an honest man.

I found out in the consultation that it was “honesty” that prevented Joey from growing.

You know, the other meaning of “honesty” is to use the same old methods and methods when thinking about problems.

If you always have the same mindset to deal with different problems, your self-growth is limited.

The company is no longer six years ago, but Joey is still six years ago.

Recalling carefully, Joey doesn’t know what his strengths are or what his weaknesses are, and he is in a muddled state of his career development.

Joey feels that he has grown up with the company step by step, but it is not the case; to be honest, these six years is more like watching the company grow up step by step.

3. Herd mentality.

Joy is a good old man at work. He wants to live in harmony with his colleagues and is afraid of conflict.

When the leader made the work plan and set the performance goals, he hoped that Joey, the oldest employee, could give some examples to take the lead, but often when he needed to give some suggestions or asked him to make some voting opinions Joey is in a state of haggling and shuddering-this makes the leadership very disappointed.

The company is in a state of rapid growth.Whether the company meets the situation of unilateral dismissal, whether it is really difficult to operate, whether the process of layoffs is in compliance with legal requirements, whether it has listened to the opinions of workers or unions; if the company violates legal procedures, workers can refuse layoffs.

When facing illegal layoffs or salary cuts, workers must keep or keep evidence of their own, such as labor contracts, social security records, pay slips or payroll records, and corporate layoffs, pay reduction notices or related Documents and other information can be reported to the local labor administration in a timely manner, and labor arbitration can also be filed in time to protect their legitimate rights and interests through legal channels.

Above.