Also, let's talk about how to make things happen.

Chad and Jenny in the book "Monday morning leadership class" are the super stars of enterprises. Why did they leave the book clearly, but they finally came back. In fact, they didn't leave the company. They just left their supervisor. Therefore, the leader's behavior has a great impact on employees. One of the "primary problems" of the leader is to eliminate the confusion of subordinates. They have fired the boss's squid before they fired the company's squid. In most cases, the boss is the main reason for the employee's resignation.
From these facts, we can also see that as a leader, there are indeed many behaviors and trials that need to be learned and cultivated.
Some super stars, regardless of the burden on their shoulders, have always been super stars, but others will be squashed into middle stars by the extra pressure you put.
The role of a leader is not to reduce the minimum limit by taking care of the least performing employees; rather, it is to raise the maximum limit by recognizing and awarding a superstar.

From the story above, I thought of a question like this: can it make a good horse eat back? Actually, it should be okay. I just saw a document "let the horse go back" in "World manager", which is excerpted below. Let's analyze the situation.

The first is consciousness. This can be analyzed from two aspects: one is the person who leaves, and the other is the person who leaves. This made me think of a story, because I said the mistake, "it's time not to come." Then I intermittently added, "the person who shouldn't leave is gone ".
In today's era, it is not logical to think that leaving a company is about loyalty. People with the most valuable skills often face many opportunities. If one of your key employees accepts one of these opportunities, it may be because they take advantage of the favorable opportunities in the job market, it may also be because your manager cannot keep him.
In addition, a manager should not think that a person who does not leave the company is loyal, but he may not have any chance.

Second, both sides have advantages.
There are many benefits and benefits from the perspective of enterprises. There are many reasons to explain, such:
1. You can quickly complete the recruitment process. Recruiting outstanding former employees means you have the opportunity to quickly recruit top talents (it takes little time to find and evaluate them ).
2. They have recognized skills. Because they have been working in the company for many years and their performance has been recognized, the company knows in advance what skills and capabilities they have.
3. They can quickly get started with their work. Because they understand the company and its culture, they will get started faster than the average new employee.
4. They are less likely to be competent. Because they have adapted to the company's culture, and the company also understands their performance and performance capabilities.
5. They have competitive talents, new ideas, and new perspectives. These benefits from their former employer.
6. recruiting them will bring about a chain reaction. They often bring back other alumni, especially when the company welcomes the news that they have left the alumni for return.
7. recruiting them helps the collective construction. The Enterprise alumni program helps to form a sense of collective awareness among employees, because employees know that they can maintain relationships with the company even if they leave the company.
The pre-employment project should not list all former employees as target persons. For example, a person who is dismissed or forced to leave should not be put on the priority list, unless, of course, the person who forces him to leave has been asked to leave. Do not limit the number of years a former employee can leave, but those who leave the company for two years are most likely to understand the company's current culture and situation.

From the employee's perspective, there are also many advantages. For example:
1. Maintain original contacts and resources.
2. Quickly get started and reflect the value of yourself.
3. It is easier to avoid previous problems.

In addition to benefits, it also has negative effects:
from the perspective of enterprises:
1. Former employees often have "Fantastic memories" of the company (and the company may have changed) and will be disappointed when the results are returned to the company.
2. Employing a former employee with a high salary or high level of work (higher than a similar employee who has been staying in the company) may lead to jealousy or resentment from existing employees.
3. If a former employee has been away for a long time, he may have changed a lot so that the company needs to reevaluate him before asking him to return.
from the perspective of employees:
1. Other employees may be rejected and jealous. Different conditions may be different when you come out and come back.
2. There may be some discrepancies with the expectation before the return, and it must be adapted for a period of time.
3. The pressure on the company is relatively high. The boss has a higher expectation for employees, and the corresponding responsibilities are also greater.