Nowadays, enterprises often encounter such things, and some enterprises need technical backbones or employees in important positions such as drivers and salesmen

"Job-hopping" to a unit with better efficiency (such as a foreign-funded enterprise) or a large institution. These employees are the essence of the enterprise, and once lost, the enterprise will lose a lot.

So the company resolutely refused to let go, resignation was not allowed, people did not give files when they left, and they were stuck by means such as checking out.

Employees who want to leave go through the back door, or make a lot of noise and entangle the leader, and sometimes even make trouble to the point where the tension is incompatible.

How to deal with this? First of all, it is necessary to understand the significance, role and development trend of talent flow. Talent mobility is a new thing in the reform of the personnel system, for traditional cadres

"Departmental Ownership",

"Employee service manufacturer life-long system" is an impact and a revolution. Secondly, talent mobility is also a good thing for enterprises.

In fact, the traditional method of uniformly allocating scientific and technological cadres by the state can no longer meet the needs of enterprises, and enterprises can go to the vast talent market to select qualified personnel.

Talent flow to the enterprise has greater pressure, to retain talents, enterprises must have cohesion, to pay attention to talents, care for talents, to create a good environment for the growth of talents.

Our focus should be on how to increase corporate cohesion, rather than using various administrative measures to prevent people from leaving.

Finally, for employees who insist on leaving, it is necessary to find out their motivation for leaving. Is it because of the poor relationship with leaders and colleagues, far away from home, or because of poor corporate efficiency?

Then do the work of persuasion and persuasion. If the enterprise does make mistakes in employing people and caring for people, it can frankly admit it and correct it immediately.

It is impossible for any company to think about everything so thoughtfully, and admitting mistakes just shows the honesty of love.

You can advise him to take a long-term view, focus on the future of the enterprise, and hope that he will increase his sense of responsibility and mission, and work together with the company to tide over difficulties.

It should be emphasized that enterprises should be confident in defending their rights and interests if they have legitimate reasons.

For example, some college students want to leave before the service contract period signed with some enterprises in Beijing, and some people use the enterprise as a springboard to enter Beijing, and they want to leave as soon as they enter Beijing, these are not allowed.

Players hired abroad with high salaries must fulfill their obligations during the contract period, otherwise they will be held responsible.