How Do Employees Manage To Impose Salary On The Grounds Of Resignation?

First of all, what can be done is basically a bit of material. (no key, no material, no bombs, no discussion, HR has a strong eye.) the staff asked for it. This shows that there are still feelings for the company, but he probably has already got offer, or at least has already known the market in the market. As long as the demand is raised, there is a chance to stay. If you don't ask for a request, you will simply quit your job.

Faced with this situation:

Direct superiors need to review (probably ability problems, or at least personnel management capability).

HR needs to review (pay, performance, staff relations responsible person to reflect).

There are problems in communication and incentive mechanism.

About superiors: for subordinates, there is no ability to motivate, direct supervisor is not a state of mind, that is, the amount of information is not enough, individuals should review, upgrade, or displace.

HR:HR must be reviewed regularly. staff Whether the performance, salary, match with the market, performance capability, attitude and salary match can not be fully met by the business executive, or even some regular salary adjustment. Even if the direct supervisor did not mention it, HR should find out problems, such as excellent staff performance, long term no pay rise, or mismatch with the market. Salary management (or HR responsible person) is not a simple manipulator, should be able to find problems and make suggestions, and can not ask HR to know every employee well, but key personnel must pay attention to it.

About communication and incentive mechanism: HR To communicate with employees (whether HRC or HRBP or the HR team of 35 people), to understand employees' information dynamics, if they fail to get information, they can think of themselves directly, and the communication between direct supervisors is also the same; the key personnel are not motivated, not the policy problem, but the atmosphere.

How do you do it?

No matter whether the request is excessive or not, it can not be directly agreed.

First of all, we must understand the reasons, and we must find out and improve the countermeasures.

To promise, Agreed performance A general salary adjustment time;

The specific salary adjustment can not be said, to understand the market, slightly higher than the market value, the employee's expectations can be valued, but it must be reasonable (if unreasonable, we must insist on, do not talk about it).

Small step run, feelings can stay, but money must be in place!