In few businesses, constant staff turnover can be a positive thing. For most employers, the departure of an employee is a stressful situation that negatively affects the entire work process and, accordingly, profit. Moreover, in some cases, the departure of a key employee can completely paralyze the work of the enterprise. And the requirement for a long time to prepare a new employee for the existing process can also complicate the loss. Let's look at the most common reasons why employees leave

Reason for dismissal No. 12 – divergence of principles

It’s not so common these days for people to work because of ideological and fundamental disagreements with their employer. But sometimes situations arise in which dismissal for these reasons is possible. For example, when a company where a committed vegan worked begins to build a cattle farm as a side project. Or when the company expresses support for certain policies that may cause antipathy in the employee.

Such situations make up only a small fraction of the total number of independent dismissals of employees, but for many employers they are the most unpredictable. However, such a layoff can usually cause serious damage to a business only when there are a small number of employees. And in small businesses, the employer always has the opportunity to prevent such events or at least be aware of the interests and principles of their employees.

In general, the head of the department, HR specialists or the employer himself are practically unable to influence such a situation. And such influence, even if possible, is unlikely to be justified - there is no point in sacrificing the interests of the business for the interests of one individual employee. However, if the company’s policies and actions cause massive dissatisfaction among employees, and such dismissals are not an isolated practice, you should seriously think about the chosen vectors of development.

Reason for dismissal No. 11 – long distance

In general, it is precisely because of the long distance from home to work that employees rarely leave their workplace. After all, when they go to work, they know what they will have to face. It’s another matter when a change in the distance to work arose after the start of the labor relationship. For example, after moving an office or vice versa – changing an employee’s place of residence. Extra time spent traveling to the office, increasing the cost of travel on intercity and city transport - all these factors negatively affect the employee and may even push him to quit.

At the same time, the employer has the opportunity to influence this situation. If an employee is very valuable to the company, but has difficulty getting to work, you can offer him various compensation options. For example, partial payment of the cost of transport or a narrowing of the actual requirements for staying at the workplace, if this is permissible. That is, a valuable employee can be released from work earlier, but expected back later. However, such a practice should be used on an individual basis, as it may negatively affect the rest of the team, who will be dissatisfied with such excessive indulgences.

In general, it should always be taken into account that when such a situation arises due to the fault of the employer, for example, when relocating an enterprise, it is best to determine a number of benefits for all working employees in advance and discuss options for additional benefits or other assistance with the workers themselves. If the increase in travel time to and from work was influenced by third-party factors - changes in public transport routes, closure of highways and roads for repairs - compromises should be sought with employees affected by such a change. If the problem is the relocation of one of the employees, any measures to improve his condition should be taken only if you are completely sure that they will not affect the situation in the team.

Reason for dismissal No. 10 - personal factors

In most cases, people quit precisely because of dissatisfaction with certain aspects of the labor relationship. However, this does not apply to all situations - in some cases, the employer and his company have absolutely nothing to do with the dismissal of the employee. The reason for dismissal may lie in completely third-party, personal factors affecting the employee’s life.

Such situations include various family changes. or vice versa - a wedding, the birth of a child, a family move - the list of such situations that can ultimately lead to dismissal is extremely wide. And the employer should not blame himself or look for mistakes in his own personnel policy if the employee quits precisely due to the circumstances in his personal life. The same situations include health problems that arise among workers that are not related to their professional activities. But in this case, the employer’s support and assistance can still be of great importance for the quitter.

At the same time, it is impossible to give recommendations that could definitely keep an employee at work in this case. Of course, the employer can carefully discuss this issue with the employee and offer some kind of compromise solution, but such a compromise may not always be possible. Dismissals for personal reasons do not happen very often, therefore, first of all, they should be treated as a given - after all, human life is unstable, and not every person in it has work in the first place.

Reason for dismissal No. 9 – critical situation in the company

In times of economic crises, many employees are looking for new opportunities and prospects, while others strive to get as much as possible right away, without waiting for difficult days. The same thing, only to a much greater extent, applies to crises not on the general market, but on the scale of an individual enterprise. A difficult situation or just an emerging crisis can force workers to quit in advance, without waiting for the business to go bankrupt, after which they will only know that they worked for free for several weeks or months without the opportunity to receive their earnings.

In the event that there is a crisis situation in business, a very important part of the anti-crisis measures should be events dedicated to ordinary employees and key specialists of this business. Difficult moments in business can become both a force that destroys the team and labor efficiency, and vice versa - a situation in which employees can rally and literally pull the business out of difficult times on their shoulders.

Therefore, it is important for the employer to communicate to employees as directly and openly as possible about crises in the business, however, without excessive exaggeration. Debunking rumors and preventing panic, together with providing truthful, albeit not the most rosy information, can do much more than simply hushing up existing problems and risks.

Reason for dismissal No. 8 – low employee motivation

Lack of motivation to work can cause dismissal only in the most advanced cases. However, insufficient motivation in itself is an extremely serious problem, and dismissals for this reason are a serious marker of structural shortcomings in the personnel policy of the enterprise. First of all, bonuses should be the main tool for motivating employees.

Current labor legislation allows the use of a wide variety of bonus systems for employees. However, many employers still approach the issue of assigning and paying bonuses only formally - simply writing them out to workers as an additional 13th salary or issuing them regularly. Such bonuses almost completely destroy the very motivational essence of this procedure.

At the same time, promising bonus systems should focus on specific key performance indicators for each individual employee. In this case, when the employee has clearly set goals and the awareness that their achievement will be rewarded by the employer, he is unlikely to quit due to lack of motivation. Moreover, a high-quality motivational system can even outweigh many other factors in the employee’s value system that could push him to quit.

Reason for dismissal No. 7 – lack or insufficiency of social guarantees

Despite the fact that the Russian Federation is a state with a strong social policy and a large volume of obligations of any employer to its employees, simple compliance with the Labor Code standards to a minimum extent may not always be sufficient for workers. Taking into account modern trends, where many enterprises strive to win the loyalty of employees precisely through social guarantees, their small volume can become a serious reason for subsequent dismissal.

First of all, it should be noted that if there are layoffs for such reasons, then this is the main marker of the need to change the social policy of the business. In particular, current legislation largely allows employers to provide additional support to their employees without unnecessary costs and bureaucratic obstacles.

Social guarantees can be expressed in various options, which include:

• Direct financial support for workers in difficult life situations.
• Providing related leisure, recreation and entertainment for both the employees themselves and their families, including the provision of vouchers.
• Possibility of treatment in specialized medical institutions or additional medical insurance.
• Providing free professional courses.

A very effective option for retaining employees with the help of social guarantees can be the obligation to pay permanent or similar contributions to employees who have worked for a certain period of time. In this case, the very fact of the presence of such additional security in the future may force employees to ignore other negative factors and distract them from thoughts of quitting or changing jobs.

Reason for dismissal No. 6 – inadequate assessment of employee efforts

Often, inadequate assessment by the employer and management of the efforts of employees leads to subsequent dismissal. If situations arise at an enterprise when some of the employees may not work at all, and someone has to work for the entire department, it is very likely that the employee working for the entire department, who does not receive any return from such activities, will simply, in the end, decides to change jobs.

It is necessary to distinguish between incorrect assessment of employee efforts and lack of motivation. In this situation, the employee quits precisely because the stable daily performance of direct work duties is not appreciated or is incorrectly assessed, and not additional initiative or other features of the motivational system. Most often, authoritarian managers do not pay due attention to working conditions and the distribution of work responsibilities between employees.

If the head of a department is only interested in meeting the department's overall performance goals, and does not pay attention to the specific participation of individual employees in meeting such indicators, then in the end the most effective employees will definitely think about looking for another job. Such dismissal can be avoided through high-quality daily assessment of work and proper distribution of work responsibilities. In addition, so that an employee does not feel undervalued and does not work for the entire department on his own, it is not at all necessary to directly encourage his activities - a similar satisfaction of his sense of justice, as well as sufficient motivation for ineffective employees, can be achieved by applying certain sanctions to underperforming employees.

Reason for leaving #5 – high stress level

Many work activities can be stressful. Working with people, performing responsible actions, operating in or under conditions - all of this has an additional impact on the employee. Excessive levels of stress and nervous tension during work can cause both chronic fatigue and even depression, psychological problems and subsequent dismissal of the employee.

It should be understood that the Labor Code standards do not always adequately assess the burden on workers. At one enterprise, a mandatory break with constant overload on workers will in no way be able to provide proper rest. At other enterprises, proper distribution of the load will make it possible to effectively use staff rest time for work purposes - for example, this is widely practiced in foreign IT companies, which regard staff collective rest time as an excellent option for developing the skills and cooperation between departments needed by programmers and other employees. on a purely voluntary basis.

note

To avoid employee layoffs due to excessive stress, you should first pay attention to the work of HR specialists and the existing working conditions. In case of too high load or simply increased stress-generating factors, their influence should at least be compensated. However, not always even high wages and additional bonuses can be sufficient for an employee to work unquestioningly in too harsh conditions - therefore, the workload should never be excessive, regardless of the established level of payment for such workload.

Reason for dismissal No. 4 – poor relationship with management or team

A conflict-ridden team or lack of trusting or simply fair relationships with superiors can often lead to the dismissal of employees. Therefore, professional HR specialists and employers pay great attention to both the process of team building - creating an effective team of employees, and the preliminary selection of applicants for vacant positions who are compatible with each other and with the existing team.

If a conflict arises directly with the manager or with the employer himself, one should clearly reconsider the relationship between such management and the employee and make an objective decision, not relying on subjective opinions. Moreover, from an objective point of view, both the employee himself and the employer or manager may be to blame for problematic relationships, and the solution to such a problem will depend on many factors.

In general, problems in the team at large enterprises can be resolved by transferring an employee from one place to another. If one employee experiences a problem with the team, penalties and methods of influencing the team can ultimately lead to the opposite result and only aggravate the existing conflict. However, if the tendency to constant conflicts with the team leads to the dismissal of a large number of employees, or to constant staff turnover, when the established team does not accept new employees or literally bullies them, one should not indulge such behavior. At a certain point, even a complete renewal of such a toxic and aggressive team may become justified.

Reason for dismissal No. 3 – boredom and monotony of the work process

The monotony of the work process and boredom in the workplace may seem like an ordinary factor that cannot affect the dismissal of an employee. However, it is not. Even with a sufficient level of wages, good prospects for career growth, social guarantees and other positive aspects of labor relations, excessive routine in the workplace can ultimately lead the employee to depression or even dismissal of the employee. Likewise, boredom in the workplace, even if it is due to the lack of tasks that are really necessary to complete, has a similar effect on the employee.

note

You can fight boredom and routine using various methods. So, if the work process is monotonous and does not require too precise qualifications with specific knowledge, constant rotation of workers between departments can be effective. Such rotation can be carried out either monthly or annually, or weekly or even several times during one working day. An excellent example of the interchangeability of workers can be fast food restaurants - few of their workers can complain about the monotony of the work process. Moreover, such interchangeability of employees will definitely increase their qualifications and significantly reduce damage to the enterprise if one of the employees is lost, since all other employees will be able to easily perform his duties without additional training.

Boredom is a sign of improper distribution of work time or work responsibilities. Of course, some positions may directly require employees to have free time. For example, when working as a watchman, repairman or system administrator, their free time is precisely an indicator of their effective work. To relieve workers from boredom, you can use a different approach. If the presence of an employee at the workplace or in its immediate vicinity is not necessary all the time, the working day can be shortened or employees can be released early. If they need to always be present at the workplace, since their work may be required at any moment, they should be provided with at least minimal tools for leisure activities. These could be simple access to the Internet, a special sports corner or a separate recreation area, the presence of board games or other entertainment, or a mini-library.

Reason for dismissal No. 2 – lack of prospects

Some workers quit simply because there are no real prospects in their workplace. Working for a long time with the same salary and in the same position without visible progress will definitely force an employee to think about looking for a more promising job. Even a small salary with ample opportunities for career growth in the future may not become a hindrance in this case for tired workers to remain at the same level.

At the same time, it is logical that not every employee is truly worthy of an effective promotion or promotion up the career ladder - in any case, there are not enough vacant management positions for everyone. However, it should be remembered that at any enterprise it is possible for employees to occupy additional positions. Thus, an employee who does not demonstrate leadership talent, but conscientiously performs his duties, can be increased in salary and offered the role of an instructor for novice applicants, or simply provided with additional income by giving him the position of someone responsible for fire safety or other labor standards.

In some professions there is also a certain ceiling for career growth, above which the employee simply cannot rise. In this case, the employee is unlikely to quit for this reason, but may begin to think about changing his specialty. If the employer values ​​such an employee in this capacity, a good option may be to offer him a part-time job with another position that provides for his own, separate career growth, if possible. Even the very fact of even minimal prospects for the future, when reaching the “ceiling” in a busy specialty, can easily convince an employee to quit.

Reason for dismissal #1 - low salary

The main reason for the majority of employee dismissals around the world is direct and banal dissatisfaction with wages. And correcting such dissatisfaction is both difficult and simple. Many employers prefer to simply turn a blind eye to the dismissal of employees due to low wages, and increase it after the fact that a valuable specialist has left. This behavior is associated with extremely common misconceptions and ineffective management methods that do not include direct contact from the manager and direct questions about salary satisfaction and possible needs.

In the post-Soviet space, many managers simply do not offer resigning employees higher wages, fearing that such dismissal is simply “blackmail.” But in the end, they are forced to raise salaries for subsequent employees, having experienced problems with hiring new personnel or their lack of professionalism. Therefore, it is better to prevent dismissal in advance and adequately assess the needs of workers and the market situation. If all the company’s competitors pay more for similar work, it may soon almost completely lose its professional workers and even further lose its position in the market.

In general, the key to permanent employment of employees at an enterprise and a minimum number of layoffs, no matter how trivial it may sound, is a direct and trusting relationship between the employee and the employer. In fact, the employer should not take an authoritarian position in relation to employees and demonstrate his power - both sides of the labor relationship, in a certain sense, are completely equal. Maintaining such an atmosphere of equality will allow employees to independently indicate their grievances or simply demonstrate their needs to the employer without dismissal, which will improve the performance of the entire business without undue stress for both managers and employees.

In order to work for as long as possible in a favorite and profitable job, an employee must understand why he is valued and what not to do in order to remain in his job and develop professionally. It turns out that statistics are being compiled on the reasons for layoffs at different enterprises in the country. You can find a job and not lose it thanks to not only high qualifications, but also the right attitude towards the company’s business processes, its mission and knowledge of the main reasons for layoffs.

So, the reasons for dismissal and fatal mistakes of employees:

A study conducted by the Head Hunter service showed exactly what actions committed by employees in the end can become the basis for his dismissal from his position and staff of the company.

The list of 10 fatal mistakes that are unacceptable for an employee:

• dispute with your boss and search for a new vacancy at your workplace;
• helping a colleague hide his mistake and telling colleagues about his own plans for the future;
• showing up at the office drunk and the fact that a potential candidate for dismissal took on someone else’s fault;
• collecting gossip about the boss and discussing it on social networks and by mail, as well as indecent behavior at a corporate party;
• embezzlement and embezzlement of company money, as well as intimate relations with a superior boss.

What do employees say about the reasons for leaving?

Post a vacancy for free, find a job and work, but in the end be laid off - such a fate can await every employee. At the same time, the official formulation will not say much about what is in reality and because of this, it is optimal to ask the dismissed people themselves about this and their attitude to the situation itself and this fact.

Among more than 1,000 citizens and residents of St. Petersburg who changed jobs last year, they took part in an anonymous survey and thereby showed the real situation on the labor market. As the results showed, it doesn’t matter whether it was work in Tyumen or St. Petersburg, among the leading factors that led to removal from position, i.e. more than 77 percent there is a change in plans of the company itself, as well as conflict situations and disputes with the boss - 55 percent. In addition, no less popular and widespread is a mistake made at work, concealment by management of a previously committed offense or mistake.
What is important to note?

Heading the list, compiled in 2015, the list of reasons for dismissals is the initiative of the company itself, when it no longer needs the services of an unwanted employee. And this is in sharp contrast to what happened before the crisis.

Before the crisis, the reasons for leaving a position, which relate to vacancies in Rostov or, for example, St. Petersburg, could vary, but the main one, which is noted by ordinary subordinates, is the lack of perspective. Almost 70% of surveyed fired people think so. In particular, it was specifically about low earnings and a small chance of increasing it, and lack of growth in terms of career. Conflicts with management as a reason for dismissal decreased and amounted to about 41%, and only 18 out of 100 noted that they were provoked to leave work by the employer’s violation of the Labor Code.

How do employers assess the reasons for dismissals?

If we judge such reasons from the position of management, then staff selection replacing those fired will not be difficult - quickly finding workers during a crisis will not be a problem, the main thing is that they do not make the mistakes of previously dismissed subordinates.

The main thing, in their opinion, is the subordinate’s failure to fulfill his own job responsibilities, which are directly stated in the job description. This reason was voiced by almost 50% of the surveyed employers, and as statistical reports show, it was 48 percent of people who were fired on this basis. At the same time, 1/3 of respondents talk about conflict between a boss and a subordinate as another reason for dismissal.

About 27 percent of respondents noted that they were forced to make layoffs due to problems that had arisen in the business, and here the question is not only about dismissing an ineffective employee, but also about reducing spending on the services of expensive experts who showed excellent work results, but as it turned out, during the recession they were not in demand as such. In addition, the reason for the dismissal was the use of company resources by employees, theft and disclosure of restricted information. In particular, about 9% of employees were fired for theft.

What are the reasons for dismissal that a new employer is not ashamed to name?

Dismissal is a rather painful process and a question when applying for a new job, however, there are wording options that are not ashamed to voice, so to speak. It is they, as employers themselves note, that will not create serious problems for potential candidates for a vacancy when they need to find a job urgently, during an interview, and in the future.

The list of such formulations includes:

• reorganization and liquidation of the company, as well as the employee’s lack of prospects for professional and career growth;
• an overabundance of irregular work or a sharp change in working conditions for the worse for the person, and as employers note in their data when posting them on the job site, this reason is not the best for them - it does not give them the best reputation among potential applicants and subordinates ;
• change of residence of an employee or relocation of a company, as well as a change of management who recruit a new team to their own standards;
• expansion of an employee’s job functions without prior agreements and reservations regarding an increase in remuneration for such a workload.

Chats, ICQ, social networks, viewing entertainment sites and films not only consume gigabytes of government traffic, but also greatly interfere with employees’ ability to perform their direct tasks. Discussion of the company or its management on the Internet - 21% Previously, it was possible to discuss all work problems only in the smoking room or at home in the kitchen. But now, in the era of Internet development, all the unsightly sides of a company can come out for millions of people to see.

Current issues

Vesti Economy

The organizations and enterprises observed by Rosstat employ 16.4 million people (47% of the number of employees of organizations, excluding small businesses).

Of the total number of workers laid off in August, 75.2% quit of their own free will, 5.7% by agreement of the parties, 2% due to staff reduction, 0.8% of workers worked part-time, 4.2% of workers were on leave without pay.

Labor movement

To study the movement of labor at enterprises, they keep records on the basis of primary documentation (applications, orders) and determine absolute indicators called turnover for admission and turnover for disposal.

Sources of workforce formation: Main valid reasons for leaving (necessary turnover):

Due to the unfavorable situation in the Russian labor market, new reasons for dismissal have appeared - due to the liquidation of enterprises, reduction in personnel due to a decline in production.

Document flow during personnel selection

For the process of filling vacancies to be successful, you need to build a clear selection system and describe all its stages in detail in the instructions. Excessive bureaucracy? No, a description of the personnel selection process is necessary for every modern company.

First of all, a Regulation on the selection of personnel should be developed.

Mass layoffs have begun: a chronicle of layoffs across the country

Director of the Federal Penitentiary Service of Russia Gennady Kornienko and Chairman of the Board of Sberbank of Russia OJSC German Gref signed an agreement on the creation of a trading house that will sell finished products produced in correctional institutions of the penal system. .

On February 12, 2014, the State Duma of Russia adopted a bill proposing amendments to the employment contract regarding the activities of foreign citizens.

Russian unemployment falls during layoffs

Rostrud announced layoff statistics

According to him, 200 thousand people is the official figure. “You need to understand that there are many unaccounted cuts, since people are often forced to resign of their own free will,” RIA Novosti quotes the words of the deputy head of the department.

Of course, it is now difficult to name the exact number of people laid off due to staff reduction and at their own request, since Rosstat monitoring is carried out quarterly.

Layoff statistics

“In October of this year, Rosstat estimated the total number of unemployed at 4.6 million.

Fear and layoffs in Russia

In addition, according to unofficial information, 1,700 employees of the Bezhitsa steel plant may be laid off in the near future. where components for railway trains are produced. The number of plant employees directly depends on orders from Russian Railways, and there are few of them in the coming year.

In the Kirov region, just over 10 thousand people received warnings about possible layoffs.

Of course, the added “today” is a little trick and in some cases even a convention. In fact, today, yesterday, and quite likely tomorrow, people have been fired and will be fired for the same thing. Statistics collected by Anti-Slavery show that there are only four typical reasons for leaving a job. I’ll tell you about them.

1. Professional mismatch
Theory. It doesn't happen that often, but it still happens. These are situations when a person objectively does not fulfill his work responsibilities. Moreover, “doesn’t work” in our time means something different from what it used to mean. Now everything is changing quickly, digital turbulence is very sharply and rapidly adjusting the rules and requirements for specific professions. And a person who was stalling six months ago may find himself completely out of work today. Important: yesterday's skills do not guarantee a job today!

Practice. The concept of “professional suitability” is now perceived very painfully; almost all industries are at a turning point. If a year ago a person was professionally qualified, this does not mean at all that today the situation will remain the same. This is especially painful for people over the age of 40-45, who are being pushed on by the younger generation.

A classic example from my practice is the case of a woman in an industry where such a situation was not expected at all.

A typical representative of the field of finance and accounting, the chief accountant of a small company, came to Antislavery. More precisely, it was actually a scattering of several small business companies united by one founder. At some point, it happened that the reporting form and tax requirements changed, but the accountant did not respond to this in time. The company received a fine, and the owner immediately changed the student of our courses to a person who owns more modern systems, and then completely tied the whole thing to the accounting service “Knopka”. In general, I fired the old employee, while saving almost a third on the salary of the new one. The most revealing story of the discrepancy between competencies and time. At the same time, the listener worked as an accountant in her company for six years, and until then there were no problems. She, of course, was ready to finish her studies, but the owner directly stated that he was not going to waste time on her studies, since the market is full of specialists who have known and can do everything for a long time.

What can be done? Regularly update your knowledge of the profession.

2. Corporate intrigue and war
Theory. Competitive battles at work are common. Dismissals are also common if a person spoke “on the wrong side” or, without speaking, ended up on the losing team.

Practice. We had another listener in “Anti-Slavery” who worked in a large company as the head of the real estate management department. As a specialist, she had nothing to do with the corporate war that was waged between the top managers of her organization. But its leader fought tooth and nail. For power, functionality, money. And, unfortunately for our listener, he lost. And he went nowhere, so he couldn’t take people from the previous company with him. The leader of the winning side, meanwhile, honestly said that he didn’t really need the people who worked on the losing team. Perhaps as performers, but not as heads of departments.

Accordingly, our listener received notice of dismissal. Of course, she immediately began trying to prove that she was needed and irreplaceable. Here they correctly hinted to her that this is not entirely true: it is possible to learn what she does, and either she transfers her knowledge to a new employee within a few weeks, or leaves her job no longer due to layoffs and without paying three salaries.

What can be done? Oddly enough, to become a real irreplaceable expert. If your knowledge cannot be transferred during a probationary period of two to three weeks, with a high degree of probability no one will remove you from your job under any circumstances. And even if you are suddenly fired, when you enter the employment market, you will become in demand instantly.

3. Biochemistry
Theory. Those are the very cases when an employee, for some reason, did not get along with the manager. Or not even in character, but simply didn’t work well together. This often happens when a leader changes. In the absence of objective reasons for dissatisfaction, a discrepancy occurs at some human, biochemical level.

Practice. Again the “women’s” story: it just so happens that more women come to us. Olga worked in a pharmaceutical company in the marketing department. For many years she reported and reported directly to the head office in Germany, and everything was great. Until the company decided to change the structure and appointed a regional manager. They hired a girl for the position, let’s call her Svetlana, and somehow it immediately became clear that Sveta did not like Olga: she felt like a competitor. And Olga herself could not find a common language with Sveta: she was used to reporting globally and did not internally recognize Svetlana as a leader.

A very strong internal conflict arose on both sides, and this despite the fact that formally there were no problems at work. Sveta began to harass Olga with nagging, bad attitude, and began to turn the team against her. Also, realizing that Olga is in good standing with global leaders, and her departure could raise a number of questions, Sveta began writing bad reviews of Olga to the head office in advance. No one really bothered to look into it: the employee had pulled before, but now he doesn’t—well, it happens. Olga, knowing that she was a good professional, did not fight for a position, but entered the market and almost immediately received several offers from companies ready to take her with open arms. When Olga came with her resignation letter, no one really valued her anymore and did not want to keep her. She and her old company quietly parted ways. Formally, this is, of course, not dismissal, but in reality the person was forced to resign.

What can be done? Know your worth as a professional and always be prepared for unexpected turns. Laying a straw on yourself is the right decision, because literally everything has the ability to change overnight.

4. Lack of corporate loyalty
Theory. This, in particular, means going to third-party interviews, making negative statements about your company, distributing information that interferes with its work, and so on.

Practice. Another classic story. The listener, let's call him Kirill, wanted to look at the market and, as they say, show himself. He posted his resume, closed it for the current company (there is such a function on leading recruiting resources) and began to look at what was currently being offered in his specialty. Moreover, he was 100% sure that his company would not find out anything about it.

Unfortunately, Kirill did not take into account that HR specialists are friends with each other and often communicate, so his company’s HR department found out about everything quite quickly. Kirill was a senior sales manager in telecom, and the company did not want to remove him or replace him. But until I found out that Kirill was going to interviews. Then, among his colleagues, they found an internal candidate who was promoted to Kirill’s place: the new employee was both loyal and could be paid less. Kirill was simply informed that his position was being transferred to another person, and he could be free.

Naturally, our hero did not immediately understand what happened and what the reason was. He started to find out, and privately, somewhere on the sidelines, he was told that the reason was because of the placement of his resume. Kirill was indignant, said that he could neither be laid off nor fired for this, and refused to leave. Here the company took a different route and simply raised its sales target. It was impossible to implement it because it was deliberately raised to a completely unrealistic level in the changed economic conditions in the country. Kirill spent several months on a bare salary, plus fines, and eventually left on his own.

What can be done? Don't look for a new job if you're not ready for it.

And further
It must be understood that dismissal in Russia quite often means that a person is not fired, but is forced to quit. In many ways this is a purely economic issue. It is quite difficult to fire a person under the Labor Code in our country - it is necessary to create different commissions, and this is all long, complicated and dreary. Nobody wants to deal with being fired “on the basis of their minds”, plus there is a good risk of getting a lawsuit from the person who was fired.

It’s a similar story with dismissal by agreement of the parties: they don’t want it because they will have to pay three or four salaries. What's the result? That's right - a person is driven to dismissal by psychological or some other pressure, and he leaves on his own.

Is it correct? Of course not. Bringing an employee to a state where the world is not nice to him, and he is ready to leave without a salary at all, the main thing is that he is not touched anymore - it is wrong and, in fact, in an amicable way, should be punishable. But until now, dismissal “at one’s own request” is most common in our country and, apparently, we will not be able to change this soon.