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【管理手記】避免同事「裸辭」有妙計
19 May 2016

之前談過愈來愈多打工仔「裸辭」,即是未找到新工作前就先辭職,這班打工仔看來無比瀟灑,但對公司管理層和人事部(HR)來說,卻隨時因此措手不及。究竟有甚麼方法避免同事動輒就「裸辭」呢?

 

 

1. 嚴加把關,費事請錯人

要防止同事「失驚無神」就遞信,就要由源頭著手。HR請人時,最好針對職位要求,對應聘者進行性格測試、企業文化匹配度測試等,了解他們的性格特質,總之寧願請不到,都不要請錯人,要從根源上減少人才流失。

 

2. 提供渠道宣洩不滿

打工仔經常在工作上遇到樽頸,容易令他們洩氣,公司應該提供足夠空間,讓打工仔表達意見,容許他們就薪金、福利、升遷等發表意見。HR有責任讓公司管理層知道同事意見,以及考慮為同事提供在職培訓,以協助同事增值,讓他們看到職場上的前景。

 

 

3. 構建正面企業文化

「話走就走,太不負責任!」管理者對「裸辭」者諸多抱怨,但有無問過自己,公司有無認真看待每名員工?員工死心塌地為公司打拼,但可以瀟瀟灑灑地離開,講到底都是公司缺乏「留人文化」。員工忠誠度是衡量企業管理好壞的重要指標,面對同事「裸辭」,管理層應自我反省,反思有無尊重、愛護和關心員工,令他們感受到被尊重和信任。

 

 

4. 公平工作環境

相信沒有打工仔願意見到,自己努力工作,但表現得不到上司認同﹔相反一些喜歡偷懶,愛擦鞋的同事卻年年有人工加。所以公平的工作環境才能提升員工滿意度,令他們踏實工作。管理層要時刻留意,公司招聘、考核、薪酬、晉升機會等方面,是否真正做到公平公正?有無因為年齡、學歷、性別等界限,令同事遭到不公平待遇?只有平等的環境,才能令同事對公司忠誠,盡情發揮他們的長處。

 

總而言之,要避免同事「裸辭」現象,管理層要調整心態,設身處地為同事想一想,才能令公司穩步向前發展。

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