What methods do your bosses use to force you to quit?
I have been an hr for so many years, and I have been in the workplace for so many years. Regarding disguised optimization, I have been in contact with several leaders, and the styles of different leaders are also very different.
Those who are straightforward will basically tell them directly, "Your current abilities and achievements do not match the company's job requirements."
To be honest, this method is actually the most humane. It saves each other's time, and everything follows the labor law, and no one owes anyone anything.
Of course, there are some indirect ones, hoping to force employees to leave by themselves through other means, and then save the cost of layoffs.
Below I will give some common examples to illustrate.
1
High kpi guide
Can't finish leaving
For example, if you are a salesperson, then your average sales will fluctuate around 10w. By formulating a high KPI, such as 15w, or even doubling it, you must have no chance to achieve it. Because long-term performance is not up to standard, under high pressure, he chooses to resign.
Or the company will open you because of insufficient work ability and unable to complete the relevant indicators.
2
relocation
Of course, this is not to say that all relocations are signs of forcing you to leave. It's just that you did a good job at the headquarters, and then you were transferred to a remote branch to be in charge of an unfamiliar business. After a long time, you run back and forth in several places by yourself, you can't stand it, and you leave your job voluntarily.
What methods do your bosses use to force you to quit?
3
The edge of the workplace isolates you
This is a trick that many leaders will use, if they definitely want you to leave. The project doesn't involve you? It can be seen that he is intentionally isolating you when he asks other colleagues not to call you on occasions such as celebration banquets and so on. After a long time, you will get rid of your own mind.
4
workplace cold violence
This may be the most damaging. For example, when he wants to resign a certain person, when he greets the leader, the leader ignores it directly, and when there is an unimportant matter to the leader, the leader replies that he is not available now, and we will talk about it later. Of course, when you are @leader in the group, the leader basically doesn't reply, and the meeting naturally doesn't ask you to attend.
Those jobs that are critical to achieve results are definitely not up to you, they are deliberately mad at you. Then you will eventually go.
5
Make you a negative model
When there is a small mistake, criticize in public. Then through some of your pigtails, in other colleagues (whether in the same department or not), establish you as a negative model. Even said that sometimes the voice of scolding you can be heard by the whole company.
After a long time, you will be forced to leave your job voluntarily, and you will feel that you have no face to stay. It is even said that excessive leadership will speak ill of you behind your back.
In fact, the leader forced you to leave the office in disguise, just wanted to break up with you, but he didn't take the initiative to mention it, forcing you to be the one who spoke first.
In fact, for me, if you really encounter these situations, don't think too much, no one will be left here, and you will have a good place to go. Don't be too entangled. During this time, you can ride a donkey to find a horse, and find some companies that are really suitable for you. There are opportunities, so why bother?
But at the same time, I also hope that everyone will reflect on themselves, their abilities, and the value they can create. No matter where you go, the core company will count the input and output. Your salary means creating more value than your salary.
Going back and forth, but summarizing and learning still need to be done. Otherwise, when you arrive at the next company, there will be such problems. The workplace will always be the survival of the fittest. Good luck to you all.