The company requires the Personnel Department to issue a notice: before 5 p.m., each department will go to the Personnel Department to receive this month's high temperature subsidy. Unexpectedly, because of this notice, our personnel department received five copies the next day

The company requires the Personnel Department to issue a notice: before 5 p.m., each department will go to the Personnel Department to receive this month's high temperature subsidy. Unexpectedly, because of this notice, our personnel department received five resignation applications the next day. All of this is submitted by the Marketing Department. The deputy sales deputy general manager was very angry, and he directly patted the table. The general manager asked me to go to the office with the deputy general manager of sales for a long time and made three decisions.

The company continues the old practice: the annual high temperature subsidy begins in July each year for four months. The standard per person is 300 yuan per month. In fact, it's good for the functional staff of our office. After all, the air conditioning was on every day and it was good not to get cold. The main reason is that colleagues in the marketing department and warehouse management department are often exposed to wind and sun, and the working environment is worse.

This time, the Ministry of Personnel issued a notice in accordance with past practice. Because we need to work, we basically concentrate between 5:00 and 6:00. We usually leave at 5:30 a.m., but to get all the work done today, we worked until nearly 7:00 a.m.; because most of the people in the marketing department were out of town on business trips, it wasn't realistic to give cash. They are all transferred by money transfer.

Although I was tired, I was satisfied. First, I got a subsidy of $1200, and second, I finally completed a difficult task. But the next day, the directors of the three districts came to me and said they had resigned in their own areas. I counted a total of 5 people, including 3 after 95 years old and 2 after 90. Two of them are people who are valued by the vice president of sales. They are recruited exclusively from agricultural schools during the school recruitment period. One of them has been with the company for 4 years, and the other has just been hired this year, but it's also popping up.

Why did they suddenly offer to leave?

Does this have to do with our high temperature subsidies?

Every year. There is no such response. What happened this year?

The VP of Sales was very angry and asked me to investigate the cause as soon as possible so that the company would not lose money and people at the same time.

I've talked to five marketing managers (except that the supervisors are all called managers, which makes it easier to talk about customers). I spent three hours with five people, but I was persuaded by the hard work. I can roughly summarize the reasons why five people resigned. There are three points:

1. Why are the high temperature subsidy standards the same for the office and its marketing department? Obviously, the work environment is different, which is obviously unfair. The high temperature subsidy for the marketing department of competing companies is 700 yuan per person per month, which seems to have just changed this year.

2. Why don't they adjust their work and rest time during the hot months of summer every year? Although they travel on business and there is no strict time limit, they still need to clock in and out of work. Punching in four times a day is a waste of time;

3. In addition, the high temperature subsidy is only paid in July. Other companies have already issued and will be issued in one go. Of course, it is more advantageous for them to ask for resignation. Now that the money has arrived.

The general manager was also very angry when he heard the news. He called me and the deputy sales assistant to the office. I reported the reasons for their resignation. The deputy general manager of sales made a simple addition (mainly for the performance of several departing employees). We talked for about an hour and made three decisions:

The first is to increase the high temperature subsidy for the personnel of the marketing department and the warehouse management department to 700 yuan. It will be reissued next month and month instead of a one-time payment; starting next year, the high-temperature subsidy will be issued from June and January.

Second, adjust the work and rest time of the marketing department and the warehouse management department. The noon break is adjusted to 2 hours (formerly 1.5 hours) and extended by half an hour in the afternoon. Also, try not to schedule overtime. Even if overtime is really needed, shifts are arranged. The same person may not work overtime continuously, and overtime pay will be paid in full within the same time.

Third: The marketing department eliminated two clocks at noon, only the clocks after work in the morning and evening, and changed the daily system of work logs to a weekly system.

@Frank And Enthusiastic Kite: This resignation has taught me three lessons:

1. Not everything that the company inherits is good. For example, the high temperature allowance is decided by the former HR manager (a middle-aged man in his 40s, who is heard to be a distant relative of the general manager). I used to think the high temperature subsidy wasn't appropriate and wanted to change it, but considering the old tradition left behind by the former HR manager, I thought there was nothing inside, but that led to five people in the marketing department asking to leave.

2. Our HR department needs to understand the salary dynamics of competitors, especially commissions, base salary and various subsidies. After all, everyone comes to work and earn money. Whether it's a commission or a subsidy, it's normal for any company to pay a high salary and pay it to any one company. We can't say that employees are unfaithful, and that employee loyalty is their ability to make money, not just a company.

3. Now the workplace is gradually transforming into a post-90s and post-95s. Their ideas are very different from those of the post-80s and post-70s. We should gradually keep up with them and think about how to retain, recruit and motivate talent, rather than sticking to the old system and not innovating.

At the same time, this incident taught the general manager two lessons (said at the meeting):

1. If the company wants to establish a corporate culture that cares about employees, it should pay attention to every word and deed of employees bit by bit, rather than suddenly paying any subsidies, which means caring about employees. If not done well, it is easy to leave after paying a bonus or subsidy immediately.

2. Whether it is a quarterly bonus, a year-end bonus or a subsidy, it is necessary to carry out incentive plans according to the ability of employees, so that capable people feel that they are getting fairness, rather than the feeling of eating a big pot of rice. However, this article is still under consideration, and I believe that new policies and measures will be proposed in the near future.