To increase wages. One of the strongest motives to work effectively is money. If the employer has the opportunity to interest the employee in the material incentive, he is unlikely to want to quit.

To offer a new position. Lack of career advancement – not at least common cause of layoffs. According to experts Superjob, self-raising, management personnel, less than half of employers (47%). So leave them prospective employees.

To improve working conditions. The lack of air conditioning in the office, an old computer, the mouse uncomfortable, ugly chair – these home appliances not only reduce the efficiency of employees but also encourage them to seek a more comfortable place to work. Perhaps addressing the root cause of inconvenience to the employee, you'll save valuable specialist.

To send on vacation. A tired worker is prone to reckless action. Maybe he just needs to rest. Temporary absence of employee layoffs.

To offer a more convenient schedule. The reason for the decision for dismissal of employee may be banal lack of sleep or the inability to pick up the child from kindergarten. Try to offer him a more convenient time.

To offer the training. Acquisition of valuable skills on work, internship on interesting training courses, specialized study programs – all this can be good incentive to stay in the workplace, and to delay dismissal.

To interest prospects. At the moment the possibility to raise the salary or offer a new position yet, but in the future she will appear. The majority of workers are dissatisfied with their position and work exclusively in the future.

Legal grounds not to dismiss the employee on their own initiative not. The employer can only delay the employee two weeks after receipt of the application. This is the time given for the completion of current Affairs and employee identification for the position of a new candidate. You can use this time and for persuading the employee to resign.

To show the importance of the employee's reluctance to lose such a valuable professional – another method of psychological influence with the aim to motivate the employee resigns. Employers are often quick with criticism and late with the praise. As a rule, the application to resign is written when found a better job, so the staff member's decision is final and it is impossible to convince without offering more favorable terms.