Why do employees resign when chemical company management becomes strict?
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Why do employees resign when the management of chemical companies becomes stricter? Based on years of experience in advising chemical companies, Hu Tianmou, an enterprise management expert, has identified the following main reasons. The main reason is that chemical plant employees are dissatisfied with the management methods and style of their direct supervisors. Many of them often tell me that the real reason they quit is that they can’t stand their supervisors’ bad temper; these supervisors act so arrogant all the time. This is also very frustrating for managers; they believe that everything I do is for the good of the company and to help employees grow faster. Why don’t they understand? If employees don’t do their work properly, can’t managers say a few words about it? Many managers say they’re not afraid of offending people when doing their work. I ask them then: can’t one work if they avoid offending others? Therefore, effective communication with employees requires skills and methods. For example, when employees fail to perform their duties properly, some people lack the skills needed for management and criticism, which can hurt the employees’ self-esteem; in other cases, it may even arouse resentment among the employees. The second major reason is the unreasonable management systems and processes in chemical plants. Many chemical plants take only the interests of the company into account when establishing their policies, with little consideration for the feelings and opinions of their employees. The last time I was in Tangshan, the owner of a chemical plant asked me that the system for allowing employees to take leave often led to dissatisfaction among them, and there were even cases of employees lying about taking leave. Upon asking more carefully, I found out that their company allows employees to take two days off per month, and there are no holidays for weddings, funerals, or other similar occasions. Employees who take sick leave have one day’s salary deducted from them, while those who take personal leave have two days’ salary deducted. The decision regarding whether to approve such leave falls on the managers, and such a system only encourages employees to lie and try to please their managers. Therefore, unreasonable systems and processes can greatly affect employees’ motivation; thus, I suggest that we establish a system review committee to re-examine our current systems, ensuring that they are acceptable and approved by the employees. The third major reason is that employees in chemical plants feel that their compensation does not match their contributions; they work hard but receive little in return. This requires timely follow-up in terms of corporate performance evaluation. For a growing company, employees are less concerned about such things, but for companies that are already well-established, performance evaluation becomes extremely important and necessary. Employees need to feel that there is a difference between working more or less, and between doing a good job or doing a poor job. The fourth reason is a lack of confidence in the future development of the company. In fact, many chemical companies have good plans and promising prospects, but the employees are not aware of this. Good prospects should be shared with employees in a timely manner, so that they feel there is a future in working for the company. The fifth reason is that employees are dissatisfied with the working environment and conditions in chemical companies. The sixth reason is that employees do not like their jobs. This is also extremely crucial. Many employees do this job out of necessity. At the slightest dissatisfaction, they leave the company, or even the industry. Many people also believe that the chemical industry lacks status. The seventh reason is unreasonable workload. The working hours are too long, the workload is excessive, and constant overtime leaves one’s body overworked. Many employees are reluctant to work overtime, as there is no overtime pay or compensation in the form of extra time off. The eighth reason is the frequent conflicts between work and life, leaving no time to do things one enjoys. No matter which chemical plant you work at, keep in mind: Salaries are given to those who perform their daily tasks; high salaries are given to those who take responsibility; bonuses are given to those who achieve results; shares are allocated to those who are capable and loyal; honors are given to those with ambitions and ideals; termination letters are sent to those who show no results yet still insist on being stubborn. The market has no four seasons; there are only two: Hard work is the peak season!
Strict management can lead to employees quitting their jobs, but this isn’t always the case; what’s important is whether the corporate culture is appropriate and whether the compensation is attractive. Many successful companies have very strict management practices, yet their core teams remain stable, thanks to a strong corporate culture and effective salary incentives that are directed in the right way.
Strict management is not necessarily the main reason for employees to quit; in my opinion, the primary reason is the lack of prospects for career advancement. On the other hand, there is a feeling that the effort put into work does not match the income; frontline workers in chemical industries indeed face quite tough conditions
With humanized management, a pleasant working environment, a relatively fair promotion system, and appropriate salary compensation, who would want to quit such a company?
Examples of serious violations of the Labor Contract Law are also cited as such examples; how can such companies expect their employees to feel a sense of loyalty to them? A sense of responsibility? Loyalty? The boss actually complains that employees lie in order to ask for time off – such companies are nothing but trash; they should be eliminated as soon as possible! It doesn’t come with staff! A boss like this should be made to lose everything! Put it this way: at present, the needs of many employees in the chemical industry still remain at the first and second levels – physiological needs and safety needs – and they certainly do not reach the third, fourth, or fifth levels ； In short, the money isn’t being paid properly; there’s no need to even talk about anything else, as they keep exploiting the employees relentlessly ； Requiring an employee who earns 3,000 yuan to talk about responsibility, dedication, loyalty, and management is simply laughable
Whether to resign or not comes down to money; who would want to resign if their compensation is satisfactory? Everything else is a lie
At first, the management was too lax; they probably won’t be able to accept stricter rules
Front-line operators in chemical plants are the ones who are closest to hazardous areas, and they need to have both mental and physical strength. If managers don’t understand, these people will be very resistant. Chemical companies are facing difficulties in the overall current environment; verbal reassurance and practical assistance are very important, especially for operators in key positions. A well-developed and continuous management evaluation and reward system is also key to stabilizing the workforce. The harder the times, the more important it is to maintain stability.
Why not learn from foreign chemical companies?
Different perspectives lead to different conclusions
I hate this way of posting the most! Is it discussion, or is it the condescending contempt for corporate management? I hate those who claim to be experts the most.