At the moment of the epidemic, five routines commonly used by employers to force people to leave will suffer a loss if you understand them
> > The company's benefits are reduced, and five common routines for employees will make people hard to guard against. >
The COVID-19 epidemic has been going on for a year and a half. Although the overall effect of China's epidemic prevention is good, it is still not optimistic. Up to now, there are still a large number of enterprises. Due to the epidemic, the benefits are not good, not only the social The employment situation is severe, and a large number of companies are using various methods to resign their employees in order to reduce expenses; those companies that have problems with capital turnover are not thinking about improving efficiency, but laying off employees in disguise to reduce expenses; wanting to let employees leave , There are really too many companies that don’t want to provide compensation. In the face of such companies, if employees want to protect their legitimate rights and interests, they must understand the routine of layoffs in disguised form; Five routines commonly used in unit layoffs, friends who want to know, quickly follow the editor to take a look!
- For employees to be laid off
When the company does not want to lay off employees, it must take good care of employees, and it will be polite in normal times, which is a manifestation of the importance it attaches to employees; but when the company is targeting employees, it will suddenly appear this attitude, even if the subordinates work If there is no major problem, the leader will specifically look for the trouble of the subordinate, pick and choose in the work, just like picking the bones in the egg, even in the work meeting, when the subordinate's work is written, all kinds of criticism will follow. Here, the various performances of the leaders have already indicated that the subordinates should leave quickly; if the subordinates do not understand the routine of the leader, and they still think about using the positive performance to impress the leader, they will eventually suffer even more. Therefore, when leaders find various reasons to target their subordinates, it is an obvious signal of layoffs in disguised form.
- Continue to increase the workload of employees
If the employee's work is relatively good and the performance is usually good, the company may also lay off employees. After all, the company's benefits are there; usually the unit will arrange an excess workload for the subordinate, so that the employee can't work at all. If it can’t be completed, some leaders even call it a good opportunity to exercise in order to make the subordinates unable to refuse. In the face of the huge amount of tasks, no matter whether the subordinates complete it or not, the leader will not give any resources. After all, the leader has long been unwelcome. subordinate. If it goes on for a long time, no matter how strong the ability is, people will not be able to complete or do well, and then the leaders will seize the handle of being incompetent for the post; many employees who do not understand, most of them can resist in a short period of time, But it didn't last long.
- Do not arrange work for subordinates
When leaders reuse subordinates, they will give them reasonable assignments, and subordinates will not only be very fulfilling in their work, but also be able to achieve good results. This is the performance of the company's emphasis on employees; if leaders suddenly stop assigning any work to subordinates, they will Put it aside, the subordinates have no sense of presence in the company, and when the performance declines, they will only be able to get the basic salary. The purpose of the leaders doing these things is very clear, that is, they are chasing people and want the subordinates to take the initiative. Leaving the current company; if the leader does not arrange work for the subordinates, he is just posing as a subordinate, making the subordinates have no value in the company, and friends who do not know how to deal with it will definitely not be able to continue to stay in the company. Therefore, no longer assigning tasks to subordinates is also a signal of layoffs in disguised form.
Fourth, the subordinates are left out in the cold
I believe everyone has heard this saying, if a person does not fit in for a long time, then his own risk is very great; some leaders in disguised layoffs, if they can’t find any excuses, they will also use The method of being left out is to completely marginalize the subordinates; even if the subordinates have achieved good performance in their work, usually the leader will not give any reward for neglecting the subordinates, just like pretending not to know; the subordinates are ignored in small talk and meetings When the grade is achieved, the leader has already regarded the subordinate as a transparent person, and ignoring the subordinate is the most obvious signal of layoffs in disguised form. The subordinate who cannot understand can only finally take the initiative to apply for leaving.
- Directly ask subordinates if they are willing to leave
There are also some companies that directly ask their subordinates if they want to leave their jobs when there is an obvious downward trend in efficiency. Although the company does not use any routines and directly speaks it out to the subordinates, the company also hopes that employees will leave voluntarily. Usually, the company will Tell employees directly that the recent benefits are not good, and if they persist, there will be a possibility of delayed salary payment in the next few months; those who want to earn salary will choose to leave the company directly, and as a result they will fall into the trap of the company; , the company just wants a few employees to leave, and those who do not understand will face the embarrassing situation of unemployment.