The Third Resignation

Who this book is for

Người làm nhân sự ở doanh nghiệp vừa và nhỏ Việt Nam: chuyên viên nhân sự tổng hợp, trưởng phòng nhân sự một hai người, hoặc quản lý hành chính kiêm nhân sự ở công ty từ hai mươi tới vài trăm người; tự lo từ tuyển dụng, hợp đồng, chấm công, bảng lương tới đào tạo, và thường báo cáo thẳng cho giám đốc.

Sound familiar?

• HR learns someone is leaving only when the letter arrives.
• Exit interviews only ever hear personal reasons.
• Turnover is calculated company-wide so no team stands out.
• Last-minute counteroffers only delay departures by a few months.

Each chapter answers one question

1. Chapter 1: Does one turnover rate tell us anything useful?

   Where are leavers concentrated in my company?

   Turnover rate is only useful when broken down by group, by tenure and by reason.

2. Chapter 2: Does a resignation ever really come out of nowhere?

   What signs do I see before the resignation letter arrives?

   People about to leave usually change their behaviour months before handing in their notice.

3. Chapter 3: Is pay the reason, or just the easy answer?

   Why do strong people at my company start looking for other jobs?

   The reason people give when leaving is usually not the reason they started looking.

4. Chapter 4: Is it too late once the letter arrives?

   What do I do every month to make strong people want to stay?

   Effective retention happens every month, not in the final week.

5. Chapter 5: Does the director need a spreadsheet, or an answer?

   How do I present turnover to the director?

   Leaders need one number, one cause and one proposal, not a long table.