Dismissal on the initiative of an employee is one of the most common. Even employers often resort to this formulation when they want to part with a negligent employee. But what to do when one of your most valuable specialists quits? How to keep it?
Raise wages. One of the strongest motives for being effective is money. If the employer has the opportunity to interest the employee with a material incentive, he is unlikely to want to quit.
Suggest a new position. Lack of career growth is an equally common reason for layoffs. According to Superjob experts, less than half of employers (47%) are ready to independently "raise" managerial personnel. So promising workers leave them.
Improve working conditions. Lack of air conditioning in the office, an old computer, an uncomfortable mouse, a disgusting chair - these household little things not only reduce the efficiency of employees, but also encourage them to look for a more comfortable place to work. By eliminating the cause of the worker's inconvenience, you may be saving valuable expertise.
Send on vacation. A tired employee is prone to rash actions. Perhaps he just needs to rest. Temporary absence of an employee is better than dismissal.
Suggest a more convenient schedule. The reason for the decision to dismiss an employee may be a banal lack of sleep or the inability to pick up a child from kindergarten. Try to offer him a better working time.
Offer training. Gaining valuable skills at work, internships in interesting refresher courses, studying specialized programs - all this can be a good incentive to stay in the workplace and postpone dismissal.
Get interested in prospects. At the moment, there is no opportunity to raise salaries or offer a new position, but in the future it will certainly appear. Most workers are dissatisfied with their position and work exclusively for the future.
There is no legal reason not to fire an employee on his own initiative. The employer can only detain the employee for two weeks after receiving the application. This time is given for the completion of current affairs by the employee and the search for a new candidate for his position. You can use this period to persuade the employee to quit.
Showing the importance of an employee, unwillingness to lose such a valuable specialist is another method of psychological influence in order to motivate the employee not to quit. Employers are often rushed in criticism and late in praise. As a rule, an application to resign of his own free will is written when a more successful place of work is found, therefore the employee's decision is final and it is impossible to convince him or her without offering more favorable conditions.
