Early in the morning, an old employee of13 * * told me that she was handing over and officially left her job before the Spring Festival.

She has a low education, but she has made more efforts than ordinary people. She has grown from an ordinary civilian who has just joined the job to a business manager who can be independent.

For so many years, the work she has handled has been handled in detail, and the statements given to the leaders can always be passed at one time without modification. She is extremely grateful to the company for giving her the opportunity to change her life. The persistence in her duties and the pursuit of progress have made the company pay more attention to and trust her. For more than ten years, she has been rated as an excellent employee almost every year.

Why is such an old man who is in the same boat as the company forced to leave his job?

At first, she spoke to me in a relaxed tone, but her eyes looked at each other and after only a few words, her eyes became moist. I deeply felt her reluctance and helplessness. ...

Counting her, nearly 10 people have been dismissed or "forced" to leave the company in the past two years, which is also a great personnel shock for a small company with only 20 or 30 people. Among them, there are many high flyers who graduated from Peking University and Tsinghua and returned from overseas, and there are also many professional backbones who have worked hard in the industry.

The reason for the talent flow is that the company's business development is unstable and the boss asks for layoffs. The company never objectively describes the company's future development prospects, and never publicly mentions layoffs. Even some potential projects will be announced at the staff meeting to boost morale. But secretly, every few months, there will be news that a department suddenly leaves, because the workload of a department is not full, the performance is not ideal, or the attitude is not positive enough.

After a while, everyone found that every department suddenly lost weight. Those who stay are not people whose basic business must be satisfied, nor are they relatives who dare not offend. These untouchable relatives are a debt of gratitude that the top management can't push away. It was originally arranged in a muddle, but later I wanted to rely on these people to rally. On the one hand, I constantly criticize the unfavorable backbone work, on the other hand, I constantly lower the requirements and encourage related households to undertake more important work.

If such human feelings continue, who else is willing to continue?

Which company does not have a temporary downturn, excluding policy factors and the intervention of higher-level units, does this decline have nothing to do with the lack of outstanding talents?

We also have difficulties and can't find business to continue, but a small team of more than a dozen people support each other and work together. The former leader overcame many difficulties under pressure and led everyone to earn hundreds of millions of dollars, and everyone never left. The company strives to introduce outstanding talents and cadres, and constantly expand its own strength. All this, with the new team suddenly turned sharply.

Young people who clearly have potential and prospects will not be promoted for a long time; Clearly loyal business backbone, but was forced to change jobs; Clearly energetic and responsible enterprises have become indifferent and depressed.

On the one hand, it is an unbreakable affection for the related households, on the other hand, it is unkind to the backbone of the business.

Should the workplace talk about human feelings?

Educate employees blindly, ask employees to be dedicated and United, ask everyone to be brave in innovation and responsibility, and strengthen these cultural elements repeatedly on all occasions;

Young and excellent employees work hard and are buried by management layer by layer. Big cats never go deep into the grassroots and don't understand the real performance of employees. They only like people who flatter him.

The company does not attach importance to the development of employees, the enthusiasm of employees can not be stimulated, and management problems are never found. When they deal with related households, they can modify the standards unprincipled. It is their duty to be kind to ordinary employees. If they don't do well, they will be cleaned up immediately.

This kind of cultural communication makes people feel cold. Leaders always wonder why employees' performance is not ideal and why enterprises can't get out of the trough. They never thought that this kind of workplace mood really came to the wrong place!