Four sentient ways to fire employees that are definitely worth using

40 years of reform and development, the start of low-end manufacturing, and the promulgation of the new labor law in 2008 all brought a problem: dismissing employees has become extremely difficult, and it has become a normal job for the company, and in the end they are inseparable from each other. ending. As the saying goes, to dismiss ruthlessly and leave mercifully, the following four methods are for the reference of personnel practitioners.

Chief Personnel Officer: Four Sentient Ways to Fire Employees That Are Definitely Worth Using

① Agreed in advance in terms of performance

Many companies and leaders have never been willing to mention the matter of dismissal, but they fire people out of the blue without even paying compensation, which will only aggravate labor-management conflicts. Later gentlemen, make the rules clear. Of course, the company can not be fired, but the corresponding system must be in place.

② Processing through post transfer or demotion

It is definitely not the best choice to dismiss people, and the cost of recruiting new people is also very high. Therefore, regulations for job transfer and demotion should be established, and training should be used to reduce job incompetence. If this cannot be resolved, consider dismissal.

③ Arrange in advance to find a good job

Resignation will affect survival and development, and form a confrontation that is difficult to communicate. Therefore, it is necessary to treat them in an affectionate manner. Under normal circumstances, an individual knows how well an employee works. When the company is dissatisfied with him, the other party may also be dissatisfied with the company, and he is not sure if he is about to change jobs. Why not give the other party time to change jobs at this time? Therefore, even if you want to dismiss someone, you might as well inform them in advance so that they can find a good job before leaving.

④ Compensation through negotiation

The law clearly stipulates that compensation should be paid for dismissal of employees. This money is very important to employees, but it will not cause financial costs to the enterprise. Therefore, compensation should be actively negotiated. As for the amount of compensation, it can be compared with the law. Slightly less, so that the negotiation is valuable, and the employees can accept it, so that the relationship between the two sides will not be cold to the freezing point.

【Summarize】

It’s not good for employees to mess around, and the company’s gray methods can’t make it work. May the workplace always be quiet...