Chengdu employer how to effectively discouraging for staff?

Chengdu employer how to effectively discouraging for staff? ??? Employing unit selection discouraging employees, most cases employees are not at fault, so to master the method to talk with staff turnover, as an equal exchange, and appropriate counseling employees' ideas in order to grasp the mindset of employees, so that employees We feel the company is to consider aspects of its development. (A) do the preparatory work, including: 1, the proposed discouraging employees a clear understanding of the relevant circumstances, including the entry time employees, pay and benefits, work performance, family situation, salary leave, overtime and other issues; 2, Mastery and employees involved in labor relations laws and regulations, in advance to determine a good lifting program, including withdrawal mode, leave time, with or without financial compensation and the upper and lower limits, in lieu of notice and other compensation issues; advance the interview process They are involved in legal instruments ready; (b) starting the interview: First, choose a quiet bright office or meeting room, a separate communication with staff, avoid choosing to work near or around lunch time communication; secondly, to be sure employees work, moderate certainly appreciates a little bit is enough, then pointed out that some of the employees work less, give it some friendly advice, to show concern. Again, after a modest bedding finding the right starting point, based on the situation described employees have mastered the company and the company's intention to lift the program. If the staff to make the "Labor Contract Law" stipulates that half of the compensation should be given less than six months, less than one year should be given a month compensation, compensation based on staff time, and require employees to submit his resignation. If the staff to make the "Labor Contract Law" stipulates that labor relations should be notified one month in advance, can tell the staff which is negotiated labor relations, is not bound by one month advance notice. After reaching agreement, the agreement may enter into labor relations. If the employee is still hesitant, you can talk with employees as a friend career development plan, the company has done its duty compensation, if desired, can also give the company issued certificates and letters of recommendation to leave. If the stalemate continues with the company, the company had the opportunity to find a legitimate reason to dismiss employees, and, if issued proof separation described lifted on the grounds that the dismissal of individual employees is detrimental to future development. (C) the first time the two sides signed an agreement in the case of negotiated agreement, the employer first time to sign a written agreement with the employees. Take the negotiation of labor contracts, shall sign the agreement negotiated labor contracts, a clear labor contract is terminated, procedures, time and financial compensation and other issues; take staff resignations labor contracts, employees should be required to submit a written resignation on the spot reports. Fourth, discouraging employees what precautions? Discouraging employees when the company must pay attention to the atmosphere of the negotiations, the business side must be calm, not intensify contradictions, but also to prevent evolving into arbitration or litigation. Therefore, we should pay attention to the following points: 1, to avoid insufficient preparatory work leading to the interview can not continue talking about the fight for a one-time; 2, during the interview should not directly deny some objective facts or opinions made by employees, to avoid conflicts or generate resentment staff the impact of negotiations results; 3, successful discouraging way that employees agree to retire voluntarily, then it must be the first time to writing a file, which requires staff issued a notice to resign or leave the application in order to avoid the staff to go back; 4, the company Be sure to pay attention to the resignation notice of the application or leave evidence preservation staff, to ensure that when employees go back based on evidence. Fifth, the discouraging have to pay financial compensation? Although the nature of discouraging an employer to terminate the labor contract can be negotiated, but have to pay economic compensation, depending on the method of choice on the lifting of the two sides and the results of consultations OK. From a legal perspective, there is no fault in the case of employees of discouraging its employees may require the employer to pay economic compensation. According to the "Labor Contract Law" Article 47 stipulates that years of economic compensation by workers in this unit work to pay one month's salary for each full year of the standard payment to the worker. Six months but less than one year, as one year; less than six months, half of wages paid financial compensation to the worker. Economic base compensation for the workers in the labor contract is terminated or terminate the previous 12 months, the average wage, if less than 12 months, the month in accordance with the actual work to calculate the average monthly wage.