Do you accept resignation from employees to return to the company?

The CEConlines website (www.ceconline.com) recently conducted a survey on whether managers would accept leaving employees to return to the company. Among the 1,407 managers who voted, the vast majority were still willing to accept resignation, accounting for 80%, and only 20% were unacceptable (see the figure below).

Why it is acceptable

Managers who are willing to accept resigned employees believe that it is a good thing that resigned employees come back, at least it shows that the company is competitive, and the choice of returning employees fully demonstrates this. By comparing with the outside world, employees feel that the company is still good. As managers, they should feel relieved, and they should relax their hearts and welcome them.

The opinion of the site user "taotao5016" is, "A prodigal son will never change his return." He said that in management, especially when it comes to value innovation, it is impossible to succeed all at once. This is the same as when employees choose to resign. Who can guarantee that every choice they make is correct? Besides, they also need courage when they choose to come back, so I think they should accept it and give them a fair chance for promotion.

There are many benefits that leave employees returning to the company, which, combined with the opinions of some managers, are reflected in the following areas.

Reduced training costs Most managers believe that accepting departing employees can reduce training costs. Because recruitment can only be said to be selecting "talents" and laying the foundation for cultivating a qualified employee or excellent employee. But in fact, it is difficult to recruit employees who are 100% suitable for the requirements of the position, and it will take a period of time to run in. Even because of the company's various business needs, it is necessary to carry out talent reengineering projects and provide skills training for employees. The cost of which can be imagined.

The returning employees can adapt to the company's system and business philosophy in a relatively short period of time, and can start work quickly without further training, which greatly reduces the cost of training and management.

The reemployment experience after resignation is a valuable asset for these employees. Website user "sd_CHRP" believes that different environments and work content can allow him to absorb other knowledge, expand his horizons, further exercise their abilities, and improve their overall quality. After returning to the company, you can also work better for the company.

Loyalty increase often says "this mountain looks at that mountain high". Some managers believe that employees have climbed other hills and learned that the outside environment is not as good as they thought. When they come back, they can feel more at ease with the work in front of them. Of course, first the company must show a high profile. If it is a middle-level or above employee, it is best for the boss to personally come forward and have a heart-to-heart talk with him, strengthen communication, and mutual understanding, so that he or she can truly relax and avoid worries.

In addition, returning employees can also serve as role models for other employees in the company, allowing them to see the company's affinity culture and the company's attractiveness.

Why not accept

Managers who cannot accept departing employees have some concerns that they are setting a bad example for other employees and that accepting them will have a bad impact.

Poor loyalty Some managers believe that they are less loyal. These employees feel that the company is not as good as other companies when they are employed, but when they go to other companies, they feel that they are not as good as the original company. This kind of mentality reflects that such employees do not love their positions when they are on the job, do not cherish their work, just want to gain and do not want to pay.

The user "nickqi" of the enterprise talent flow website is worried that the current overall sense of social responsibility is low, and many employees have developed frequent job-hopping in order to get high wages. If they accept those who return to the company for high wages If so, it will be misleading for the employees of the entire enterprise in this regard, which will lead to more serious brain drain in the enterprise.

How would existing employees feel if they accepted the resignation? Do you feel that leaving the job is insignificant, and that it is a big deal to come back? Therefore, some managers do not want to have an impact on existing employees by accommodating departing employees, or even form a wrong concept.

They hope that through this choice, they can help existing employees to establish professional psychology and quality, and make them realize that any choice they make should be responsible for themselves and the company.

There are hidden dangers If the employee leaves voluntarily, it means that he is not satisfied with the company's current operation, prospects and some of his own factors, as well as the cooperation with the company. In other words, he and the company have not yet reached the realm of integration. That will inevitably lead to unsatisfactory cooperation between the two parties. If you ask to return to the company after resigning, you may perform well for a period of time, but as time goes on, all the drawbacks will be revealed, which will eventually lead to resignation or dismissal from the company.

A change in behavioral habits A manager believes that if an employee leaves and returns shortly after, he will accept it. If it is more than three months, he will definitely not accept it, because his behavior and habits may have changed, and he may not adapt to the company's environment and philosophy. Even if he accepts it, it will be more demanding than the requirements of new employees.

To accept or not to accept a departing employee, each manager has his own considerations. But what the site user "ragen" has to say may shed more light on us. He said: "To be honest, I used to have a lot of criticism about the employees who left, but then I turned to think about it, what was the reason for his departure? Personal value could not be realized? The position is too low? Colleague relationship? In fact, after all, It's still the company's problem, the company doesn't have enough charm to keep employees, so we have no reason to reject employees who leave."

CINDY BIN is the editor of the CEConlines website.