Hello villagers, I am the village chief
Company layoffs must be decisive and do not hesitate.
The more hesitation, the greater the company's losses.
Last year, because of the company's operating problems, there was an optimization of personnel every month, and many employees were dismissed.
The last thing I want to encounter is to go to court with employees, labor arbitration, and hurt money.
So today, from the perspective of business management, I would like to talk to you about some of my experiences about corporate layoffs.
01
Too forgiving
lost 100,000
Speaking of this, I have a headache, helplessness, and anger. Original text: "Alas, I lost another 100,000!"
There was an old employee who did very well when he first joined the company, so he stayed.
Later, the business was adjusted, and because there was only one person in the position, I didn't think about dismissal and replacement.
But after a year and a half, they became old fritters.
Frequent late for work, punctual departure, low efficiency, lack of initiative, lack of sense of responsibility and entrepreneurial spirit.
The meeting was emphasized many times, but nothing has changed.
Considering that the old employee is a lady again, so I have been messing with it.
But then I couldn't take it anymore and decided to be fired.
Therefore, according to two years of work (less than two years) + one month in advance, three times the salary will be compensated, and he will be dismissed.
However, the employee went to labor arbitration on the grounds that we did not transfer him to another job, and it took half a year before and after, and finally we compensated for 4 months' wages.
There are many processes in it, so I won't repeat them, and it's uncomfortable.
02
Salary cuts and job transfers are more loss-making
I told a friend who was also a start-up about my experience, and he took a very formal approach.
First negotiate with an old employee to negotiate a salary reduction, but the old employee does not agree, because the labor law stipulates that both parties must negotiate.
Whether the enterprise is in difficulty in operation and whether the employees are not doing a good job cannot directly reduce salaries, otherwise it is illegal.
Then if it doesn't work to negotiate a salary cut, then carry out a job transfer.
And finally found a position that was somewhat similar to her work experience ability, and then carried out transfer training, and then took up the post.
So it's been almost two months, and it's legal.
Then the expulsion will be carried out, but such an initial will still have to be compensated according to N+1.
In this way, the company spends 5 months of wages, but the value generated by the employee to the company does not even cost 1 month.
03
Don't hesitate to expel immediately
After going through a few layoffs, I found that the most worry-free way is to pay full compensation.
Don't hesitate to dismiss in a reasonable and legal way.
The more hesitant you are, the more sympathetic and hopeful you are for your employees, the more you lose money.
If you let an employee stay in the company for an extra month or two if you don't perform well, it can have a serious impact on the atmosphere of the whole team.
The point is, one more day of time for someone else, one more day of wasted wages!
Excellent employees want to leave and don't want to be with him, and ordinary employees will be bad by this kind of person.
Therefore, the full amount will be compensated, and the other party will not pull a small group to spread rumors and complain, and there is no need for follow-up disputes, just leave!
Don't care about the extra month or two months of compensation, if the company is doing well, don't care about that little bit of money.
If the company is not good, the compensation should be paid off as soon as possible, and the loss will be reduced.
04
Do a good job of improving the system
and assessment records
In dealing with so many layoffs, my deepest insight is that as a manager, don't trust employees to have feelings for the company.
They are only interested in money, only in their own lazy wages.
I won't feel guilty because I'm fishing, and I won't feel that my salary doesn't match because of my poor performance.
For a small business, it's nice to be able to find one or two who are responsible.
At least the business I run, I distribute it fairly according to results and capabilities.
If you are worth 30,000, you will be given 30,000, and you should get 50,000 or 100,000 for your performance.
But many people, even if they have poor performance, think that you should give him 8,000 or 10,000.
Therefore, here, I would like to remind all entrepreneurs that business operators must not only have a human touch but also do a good job in system management.
Attendance, assessment, meetings and other aspects should be recorded, and employees should be trained, emailed, signed and even paper interviewed.
If this is not the case, if there is any dispute in the future, the employee will open his mouth and deny it, and you do not have paper, video, pictures and other proof, and the entrepreneur himself will suffer in the end.
Finally, I would like to express that the success of an enterprise does not depend on the boss alone, but on various factors such as the boss, employees, customers, and the government.
A cunning and stingy boss can't make a big business, and a lazy employee can't make a lot of money.
Enterprises respect employees to give due treatment and benefits, and employees also understand that entrepreneurs work hard, so that the enterprise will develop well, there will be more jobs, and the economic development will be more stable.
Otherwise, the boss wants to squeeze and deduct the employees, and the employees want to fish and spoof the company, which will only hurt both sides.
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