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高管辞职信100(18篇)

格式:DOC 上传日期:2023-03-23 17:28:09
高管辞职信100(18篇)
时间:2023-03-23 17:28:09     小编:zdfb

人的记忆力会随着岁月的流逝而衰退,写作可以弥补记忆的不足,将曾经的人生经历和感悟记录下来,也便于保存一份美好的回忆。范文怎么写才能发挥它最大的作用呢?以下是小编为大家收集的优秀范文,欢迎大家分享阅读。

高管辞职信100篇一

您好!我想了很多许久才写下了这封辞职信。首先想对您说声谢谢,您壹年来给予的信任和厚爱,让我在任何时候内心都洋溢着感激之情。

回顾这壹年多来的工作情况,我深感能得到您的赏识进入××公司工作是我莫大的荣幸。我一直非常珍惜这份工作,且也十分认真努力地对待工作。在公司工作壹年多啦,您用您的大智慧为××公司的发展和未来规划描绘的宏伟蓝图,我深信不疑!在您的英明领导正确决策下,正在一步步实现……申请著名商标成功、××工业园项目逐步建成、“×××”××项目申报成功、×××扶助资金正在审批中、××项目也已通过专家评审、成立集团公司指日可待,这一切一切都历历在目,仿佛就发生在昨天……

回首在××公司这壹年多来,我受益良多:在自动化办公方面增长了知识,尤其是跟随×总您学到了不少书本上学不到的东西,必将令我受用终身,在此我深表感激!

现基于我对家庭的经济负担,觉得目前公司支付给我的薪酬对于我来说太低。为此,我进行了长时间的思考,为了尽量减少对公司现有工作造成影响,同时也为了自己的人生追求和做为一个男人对家庭应该肩负的责任,我请求辞去在公司的职务。

我非常感谢×总您在这壹年多来对我的厚爱信用和关怀,在工作中如果有什么失误与不足的地方,我只能对您说声抱歉,请您原谅!在××公司的这段经历对于我而言是非常珍贵的。将来无论什么时候,无论在哪里,我都会为自己曾经是公司的一员而感到荣幸。我确信也祝愿您:必将用您的大智慧引领××公司走向一个更加高远的、全新的末来。

再一次真诚地感谢您及公司全体同事对我的关爱与信任! 祝您和×总及您全家身体健康、生活幸福、工作顺利! 再次对我的离职给公司带来的不便表示抱歉,谢谢!

高管辞职信100篇二

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高管辞职信100篇三

尊敬的领导:

我正式向公司提出辞职申请。 来到这里已经一年多了,领导和同事一直给予我关心、指导和信任,使我获得了很多帮助。经过这段时间在公司的工作,遇到了不少机遇和挑战,也让我学到了很多东西,在技术上,为人处世和职业素养上都有了不小的提高,对此我深表感激。

自感越来越不能胜任目前的工作,在过去的一段时间里的表现不能让自己感觉满意,也明白在过去半年没有给公司做出什么贡献。自身的能力还差的很多,一直没什么太大的突破。考虑了很久,想换一个环境来磨砺自己。

为了不因为我个人的原因而影响公司正常的工作进度,在辞职尽力做好本职工作,在这个过程会给公司带来一定程度上的不便,对此我深表抱歉。

我已准备好在本月底从公司离职,并且在这段时间里完成工作交接,以减少因我的离职而给公司带来的不便。所以,经过自己慎重考虑,现向公司提出辞职,望公司给予批准。

此致

敬礼

辞职人:年 月 日

高管辞职信100篇四

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高管辞职信100篇五

尊敬的董事长、总经理:

提笔写此辞职报告,内心是百感交集。

不知不觉间加盟我们a公司已经近两年了,伴随公司走向高速成长,个人也增加了不少见识,遗憾的是本人没有足够的能力和实力挑起我们a公司公司转型成功的大梁,自己工作失误颇多,不能有效的根据公司实情进行变革,再加上个人工作作风相对刚硬,缺乏灵活性,工作方法不到位,以致造成诸多不良影响,有负董事长及各位董事的厚望。

这两年来我们欣喜的看到员工进步都非常的大,在我们这个行业来说,整个华中大区中,我们a公司的员工素质已经达到了一定的高度,让很多客户非常满意,这都是以董事长为首的董事们长期努力倡导的结果。但员工素质提高的速度还是远远落后于企业发展的速度,这对绝大部分转型的民营企业来讲都是一种挑战,很多企业因此走向了不同的命运。这个阶段我们不仅仅是跟竞争对手较劲,更重要的是我们要跟自己较劲,自己无法突破,只会限于以打击竞争对手为主要竞争策略的误区,不过这是中国民营企业发展过程中的一个必然现象,并不是我们a公司公司所特有。

结合企业前期员工骨干化,董事长您提出了骨干素质强化提高;根据企业组织结构的设计,针对重点岗位推出了内部竞聘,并初步制定出了时间表;重点抓细节,从生活和工作各个方面的细节优化来促进变革等等,这些高屋建瓴的做法让我深感佩服。

说到加入我们a公司的原因,其实也很简单,刚开始我并不是特别看好咱们这个行业的公司,因为发展水平太低了,加入需要时机,是董事长你的那句“做一个让y省最受尊重的大企业”打动了我,来到这个企业现在想想,也就是

奔着你本人来的,因为在y省像您这样放得开的有强烈的社会责任感的企业老板很少见。在y省前几年流行有句话:一个好员工碰到一个好老板不容易,一个好老板碰到一个好员工也不容易,您是一个好老板,但我不是一个好员工。

非理性的冲动总是会受到惩罚的。当初加盟我们a公司的时候我没有深入的了解企业的实际情况,对在企业的家族成员情况知之甚少,没有做好充分的前期准备,以至后期工作不力,严重影响了公司的发展和士气的提高。我想以后不管何种空降兵到来,特别是中高层的空降兵,董事会都要将公司的详细情况介绍给职业经理人,尤其是公司的思想观和价值观,做事的通常原则和做法,特别是中高层管理人员这方面的原则和做法,不充分了解公司的情况都会形成职业经理人与高端决策层的分歧,这是思想认识层面上的差异引起的冲突。我们决策时的许多意见不统一,就是这个问题前期没有沟通好。我坚持以职业操守和成熟的决策模式为基础,而执行董事或企业中的其他家族成员及受他们深刻影响的中高层管理人员,却是根据企业现有的不甚合理的规则。我们a公司以后需要在这个方面多留意一下,毕竟以后高管多了,要注意思想认知上的一致性,不然必然会造成职业经理三步曲:一见衷情、互相猜疑、不欢而散,这种宿命模式我希望我们a公司公司可以打破。

企业管理的变革有时需要的是外力的挤压或是改革了就走的匆匆过客。只要把组织结构以战略为导向,细化流程,疏通晋升通道,利益均沾的机制打造好,企业就不是因为职业性经理人的离职而产生较大的动荡。对于我们a公司来说,我属于那种匆匆过客,在主人家待的时间太长了对企业来说是不利的。这主要会表现为人力资本与股本间的冲突,经理人在企业的收益中占有一定的比例,毕竟这是以智慧为增值性的收益。中国民营企业中,人力资本的收益并没有资本投资收益来的直接和实在。中西部地区,包括部分发达地区的企业中,说话份量重的多是资本的话语权,而非职务权,从这个角度来说,企业员工更尊重的是资本,而非人力,即是俗语所说,拿人钱财,替人消灾。职业性的经理人要想在企业中成功的变革,就必然

走向权力三步骤,谋权、掌权、固权,这三步也就是企业内部权力斗争的三步曲,没有足够大的权力和势力为基础,想在中国的企业中成功的变革是不可能成功的。职业经理人在中国难做最主要的因素就是这个,一边要根据自己的职业操守去认真的工作,不能让公司出现外部性的问题,一边要进行内部权力的斗争和较量,权力斗争失败的一般在企业都待不住,任何权力斗争失败的人都不会得到尊重。

许多人认识不到未来的趋势,看不清前景又不知道如何去变,最有把握的就是保守,稳定于现在就是最重要最主要的。这类人群就是这种思维模式,思想的重大差异就会导致更大的行动上的差异,冲突到一定级别肯定就是激烈的权力斗争了,这是不可避免的。我们a公司公司一直极力避免这类斗争上升到一定级别,尤其是在公司高速成长时期,大规模高级别的权力斗争将会严重影响公司的生存质量。在此方面我也一直尽力维护,因为新人的融入有个过程,而我是去变革的,新人初期会把希望都寄托在我的身上,他们不懂的企业逻辑,是很容易以支持变革为表面现象,以激进式的变革来争取自己的权力和利益,从而造成新旧冲突,思想的差异会拉开的更大,毕竟大大小小的新人都是我一手招聘过来的。因此,必须有一方要忍耐,妥协。不然企业瓶颈不可能及早解决,只会随着权力斗争的结束和机制的完善而告终。现在我们a公司公司还很脆弱,经不起折腾,更不能因为政治性的冲突将您全部的心血毁于一旦,毕竟一个企业家建立一个具有口碑不错的企业是很不容易,我不想我们a公司公司的转型因为我个人而推迟或是毁掉许多人赖以生存的前途,您的亲人和大部分的元老离开了我们a公司是很难生存下去的。

我们a公司公司温和的、渐进变革式前进是非常必要和重要的,因为我们a公司品牌虽然有很大的优势,但人员各方面的素质的提升却是渐进的,必须积累到一定程度,公司不会因为局部的外科手术或是全局性的调整影响到公司的生存。阴去其弊则怨不生。抓住要点,循序渐进。以利益均沾机制打造为基础,以人才的全面能力培养为重点,公司发展瓶颈的突破就是靠所有中高层管理人员管理思维的扩散度、处理突发事件的能力、系统化运作的能力、团队作业能力。将职业性经理人放到股东的位置上去运作效果也许更好一些,但就我的问题来说,是公司一个难题,我们a公司要突破的最佳时期也就是这两三年,但我在20xx年是不可能以股东的身份出现的,这只会让其他的股东及家族的一些成员不满,产生更复杂的局面,从而影响到企业的生存和发展。这是我不愿看到的。20xx年至20xx年这两年公司最重要的事情有三件,一是法人治理结构的调整,提前做出框架,解决公司高层建筑的组织结构与运作的问题,二是将利益均沾的分配机制打造出来,稳定和绑定骨干力量,三是将中高层决策机制及运作模式磨合出来,中高层必须形成一个利益一致、目标一致的高效团队。

对我们a公司来说,我也只能尽心尽力尽到这个份上了,毕竟我也是想让我们a公司好起来,改革并不能立时解决许多问题,我们需要的更多的是等待、忍耐,创造能解决问题的时机。我是做咨询出身的,带有许多咨询的通病,加入企业后最易犯的就是“晁错之错”,以已度人,而推恩令是行之有效的。我们a公司现在也是因为我的变革无成效而疲倦、不满、郁闷,总体来看也算是给企业是做了一点铺垫性的工作,但没有有效的改变企业的行为习惯,这是我的责任,我的能力不强造成的。好在,已经已经有了一个好的开端,变革的火已经烧起来了,所有的仇恨都会冲着我来,但许多新的规则已经在执行了。我的离开对我们a公司来说是一个新的契机,也是一个新的良好的开局,您只要守住这些就行了,我相信这方面您比我的心更为迫切。

xx副总一职的人选要求我想是这样的:年龄在35---40岁之间;有三年以上企业高层的实际工作经验;基层工作经验比较扎实;拥有系统化的思维和相对成熟的变革策略;略懂政治和权力的运作规则;最重要的是对企业忠诚。建议可以把副总们的家属都逐步的安排到企业的下游单位去,解决副总们的后顾之忧,这些副总就可以安心的投入于我们a公司宏伟的事业中了。

也非常的感谢您对我的理解,在各个方面包容我,好的也罢,坏的也罢,真的也好,假的也好,都过去了,我也不愿再想。个人身体也需要一段时间的静养,毕竟前几年身体透支过于厉害,现在也需要专门的恢复一下,个人的思维和想法也需要静下来整理整理。

公司的战略规划已经进行完了,基本上大的思路都明晰了,战略推进您是高手,这方面工作比我抓要高明而且有效的多,其他的日常类的管理事务其实都好做,只要想着员工的小事,员工自然会想着公司的大事,心里装着员工、客户、股东、社会,让这四类的群体都感到我们a公司是可以靠得住的就可以了,在您的带领下我们学会的吃亏,当吃亏再也吃不进去的时候就开始占便宜了。这方面我不担心,因为大部分的骨干都已经在思想中种下了这棵苗。

所有的工作就用60天左右的时间交接吧,实际内容也不多。务虚的部分跟您和总经理详细说一下,如果需要,我再出份专门的报告就行了。

鉴于此,特申请辞去xx副总之职,请予批准。

申请人:您的xx副总

20xx年4月13日

高管辞职信100篇六

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高管辞职信100篇七

x总:

您好!

今天,当我怀着复杂的心情写这份报告之时,心中充满了迷茫和遗憾。今天算来差不多是我上任总经理一年了,其间的酸甜苦辣,一封信估计很难讲清楚。尽管这一年里已经取得了我们公司历史最好的业绩,但我还是决意离开,这种结局带给我更多的是反思和迷惘。

当初经过跟您和猎头公司协商,我对公司进行了为期三周的调研,呈交管理诊断报告后我选择了放弃。两天后您亲自开车到我家,而且告诉我,您组织过中层管理人员集体表决,一致通过聘我做总经理,并让他们每个人签了“保证书”,如果某一天因为新任领导的管理需要,对他们进行调整或辞退,任何人不得有异议。我当时很感动,自感无法望孔明先辈之项背,更无需三顾茅庐;也看您变革决心之大,告诉我把权力完全下放,可以大胆放手地去干;还有一点是我的私心——大学毕业二十年一直在外漂泊,中国人有个叶落归根的情结,而我们公司正好在老家,许多复杂的原因让我接受了这份任命。

问题恰恰出在这里:是因为一些原因接受了任命,而非因为目的——我迈出的第一步就错了;而作为您,在各项条件尚未完备,尤其在您没有足够思想准备的情况下,就匆忙引进了一个总经理。

进入公司两个月后,在逐渐意识到公司过分注重短期目标,授权也远不够充分时,我提出了离开。是您的诚意再一次打动了我,是啊,来的时间毕竟太短,完全放权也存在很多风险,公司失败不起,而员工的渴望、管理的现状也的确需要引进外聘的高管;我同样也失败不起,作为从业多年的职业经理,更不愿意轻易看到自己的失败。

企业发展之初,老板的主要管理方式是靠人治。当企业十几、几十个人的时候,企业所有情形都能一目了然,问题一句话就能解决,当组织规模扩张到上百人的时候,自己那双眼睛已经远远不够用了,自己所到之处满眼都是问题,而且说个十遍八遍都不管用,就连睡觉都得睁一只眼睛。您招聘我的目的不仅因为自己飞得太高太快,感觉那些熟悉得连乳名都能随口叫出来的老臣已跟不上自己的思路及企业的形势,还希望借他人之手革除组织的痼疾,又能避免被人说成是炮打庆功楼的朱元璋似的领导。

今天看来,我们双方的定位就没有从根本上取得一致。您是想透过一个外聘的高管把自己的管理思路贯彻下去,您需要的不是总经理,而是一个总经理助理或者执行副总,无非为了促成我进来,冠了一个总经理的名头,尽管您对此一直讳莫如深。

但我们配合的最大问题在于,老板您希望透过一个职业经理去改变下边时,却没有意识到系统问题的根源大多出在自己身上。职业经理依之,将因错位导致舍本逐末;反之,试图改变老板的结局,往往注定失败的是自己。

因此,我们公司招聘高管,必须在您认识并接受改变自己的时候。

一个企业的`成功80%在于执行力,优秀的执行力可以弥补和发现战略的失误。而在我们公司有一个很奇怪的现象,同一件事情,不同的人安排会出现大相径庭的结果。下面从公司最基本的几个方面,分析一下我们不能有效推动工作的问题出在了哪里?

一个公司,组织结构的确定要服从于公司的整体战略,然后根据企业发展的需要进行岗位分析,进而把合适的人员选拔到合适的岗位。而在我们公司,核心权力层都是跟随您十年以上的老部下,如果这不是问题,那您身边的司机,陆续做了部门经理、副总经理的时候,还感觉不出其中的问题吗?感恩的方式有多种,如果送出去深造,对彼此是不是一种更负责任的做法?当然,也许问题出在了因为待遇匹配了相应的职位。

建筑学中有一个很形象的比喻:只换一个包工头,想领着原来一帮盖草房的泥瓦匠盖起高楼大厦,简直是天方夜谭,除非队伍素质提升,要么服从统一指挥,可这在我们公司却难以实现。

在公司组织伦理的管理上,您远没有意识到越级指挥对一个企业带来的危害。您对公司的情感是任何人无法比拟的。您喜欢事必躬亲,对企业的了解甚至哪个角落有个螺丝您都清楚;当您看到工人维修效率太低,挽起袖子就下手,或者认为哪个地方需要调整,现场就调动起资源。效率倒是有了,但结果是连他们的主管都不知情,原有的计划也被打乱。试想老板您担任了多年的“救火队长”,其结果是不是“火势”越来越大?问题也像您带的手机一样变得越来越多?对此我曾不止一次跟您沟通过,您也意识到其中的问题,但您认为自己就这个脾气。

人事权的控制,将决定一个管理者的权威。我曾做过两个不同类型企业的总经理,虽不敢说取得过什么成就,但至少运做过他们品牌跃升至前几位。我非常清楚变革的艰难程度,在千名员工中近1/4是夫妻的复杂环境中,一招不慎甚至连自己怎么“死”的都不知道。在我们公司,人力资源部经理要接受双重领导,人事调整过分艰难。

生产系统内部一个车间主管的任用上,根据其业绩已明显不适合,我建议其直接主管予以调整,主管说自己早想调整,但此人是您不久前直接任命的,强行调整会带来系列的问题。我曾三次跟您沟通过,但最终的结果是人事变动我事先都不知情:在其出问题后,您一怒之下当众拿下。如此一来,他的直接上级权威何在?部属有必要在乎他们吗?一个个被架空的主管,员工会服从他们的管理吗?当层层都可以不服从安排,企业会是一个什么样的局面?

您告诉我,不听就狠罚。罚款就能解决所有问题吗?当罚款带来更艰难配合的局面下,对这些阳奉阴违的部属怎么办?

让一个人执行不太愿意做的事情时,只有两个办法:一个是通过沟通改变其观念,二是如果不执行意味着将出现其担心的后果。在纪律规范的过程中,为了有效推行企业的一系列举措,我首先实施了部分赢得民心的措施,然后草拟了企业基本规范十条,组织员工充分讨论修订、全员学习、考试并排名奖罚、执行日期事前公布、责任人处理、部门领导违纪率排名、定期张榜公布等,同时为了有效推动,实施了检查和处罚两权分立,并阶段性借用新入职人员检查。感谢您在这一点上的大力支持,实际看到的结果是,一路下来被罚的几乎都是一些主管,还有您倚重的那些员工。公司纪律也随之出现空前的好转。

但问题在后边,很多人开始提出异议,穿工作服重要吗?开会响手机能影响企业效益吗?还不如把精力放到多生产一个配件上。在元老们的眼里,他们就是把太阳叫出来的公鸡,企业是他们拼死拼活挣来的,大家拼来拼去拼到最后却突然发现一个陌生人仅凭那点所谓的资历就在坐享其成,不仅高高地坐在他们的头顶上,而且还要享受着他们为企业辛苦半生都无法企及的待遇,内心会产生极端的不平衡,恨屋及乌,自然对新推行的一些政策极具抵触情绪。而更要命的是您的态度也随之开始动摇。其实我的目的在于给员工一个信息——从现在起,凡是新颁布的文件都会以此为例,以便为将来推行新的管理制度铺平道路。心理学中,这叫“首因效应”或“第一印象”。可是……

还有企业文化建设与冲突,等等。

以上种种问题,作为老板您心里也非常清楚,而且感受颇深,甚至对下面一个个小圈子能恨得咬牙切齿。但面对那些元老,您想变革又不能不投鼠忌器,导致这些棘手的问题一拖再拖。

也许原因在于您承载了一个企业矛盾的核心,既有自身理性和感性的矛盾,也有自己超前思路与原有滞后管理团队的矛盾,还有与外聘高管管理思路和文化的冲突,还要面对各种矛盾的平衡,不同力量博弈的结果往往成了判定决策执行的依据;而更深层的原因在于,对新招来的人,除了不放心外,潜意识里总希望看到自己的某种影子,既想管住他,按自己的思路运作,又想让他干好。种种原因导致了牵而不放,或者收收放放。

故此,公司的变革必须在您痛下决心的时候!

我们的根本分歧在于,缺乏统一的价值评判标准。

管理中有一个很耐人寻味的数字,一个组织对某人的评价,如果30%的员工说好,50%员工不了解,20%的员工说差,按说人无完人,这个人还是不错的,事实上这种比例带来的结果却是近70%的人认为这个人不怎么样。原因是影响切身利益的那些人会不遗余力地大肆宣扬某人如何差劲,而认为不错的那些人是很少主动站出来纠正的,最后,那些不明真相的员工也就自然倾向于舆论宣传者观点。

现在我把任职期间与去年同一时期的几个指标简单对比一下:去年同期每月人均产量957个,我任职期间每月人均1158个,人均产能增长率约为21%;产销比率为98。7%;质量指标也由原来的总成品率93.6%提升为95.7%。人均产能、产销率、质量、成本等指标均创公司历史最好记录。按说这些指标的取得,不应该成为否认我系列措施的理由,事实上,我错了!

我们对一个管理者评价不是看业绩数字,而是就事论事,凭感觉。

我知道,您耳朵里每天塞满了各种各样的声音,您知道吗?您的一个家庭会议,其影响程度超过我几个会议的总和不止。我知道您喜欢听这些声音,兼听则明,这本身没有错,但那些汇报者如果真正想解决问题(不含投诉),为什么不直接找他的上级?而您又总是在有意无意地寻找支持您信念的信息。

记得我曾跟您探讨过n次,这个世界上,任何事情没有绝对的对与错,不是看过程,而应该放到某个特定的目的或环境中。这就是现实中为什么有人把某人看成战犯,有人却把他推崇为民族英雄;而做同一件事,在某一个阶段可能是正确的,而在另一个阶段可能就错了。

也许,我们职业经理只是站在绩效的角度上看问题,绩效上去了就自以为成功了;而老板您更关心某种决策给组织带来的后果,评价是建立在信息传递者评价的基础上。

在对待具体问题的处理上,职业经理往往认为有益于企业发展的就要坚持,错误的就坚决否定;而站在老板的角度上,有时即使明知职业经理的做法正确,出于各种因素的考虑,也会断然否定,哪怕是牺牲掉。

我们的根本分歧在于,缺乏统一的价值评判标准。

多年的外企经历一直促使我思考,是什么原因导致了国内企业的平均寿命不足2.9年?也许现阶段大多数企业需要的不是如何去创造成功,而是首先要懂得如何才能避免失败。这或许是中国培训业的悲哀。

x总,这次我离意已决。我真的太疲惫,本来很多容易做到的事情,在我们公司我却显得无能为力。每一项措施的推行都让我精疲力竭,到头来却多是半途而废,面对政策的随意性,我不知道接下来该怎么做?先要适应然后改变,谈何容易!那种缓慢的进程更让我后怕将来某一天成为公司的罪人。也许作为第一任外聘的总经理,本来就很难打破短寿的魔咒,与老板彼此陌生感也是一种常态。

我的离开不是为了证明谁对谁错,那毫无意义,管理上也没有哪一种理论界定某种思路就一定对或错。如果老板不对,就不可能有今天企业的成功。我只是对公司未来的命运充满了深深的忧虑,希望通过这次离职促使彼此深入的思考,或许能对公司的稳健发展有所裨益。

我怀着极其复杂的心情,怀着对公司和您的感念,怀着希望公司成为百年品牌的良好愿望,一口气写了这么多,说的不一定对,却是我的肺腑之言。

感谢这一年来对我的关心和照顾,您的心地宽厚、雷厉风行和敬业精神让我由衷敬佩。为了避免给企业造成一些不必要的负面影响,您可以考虑一种有利于公司的方式让我退出。

再次感谢!

此致

敬礼

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高管辞职信100篇九

尊敬的公司领导及各位同事:

您好!正如本信的名称,我已决定辞职。

首先感谢公司领导及各位同事在此期间的帮助,是你们的点滴帮助与教诲使我一头闯进了公关这个行当,感受了其中的辛苦与喜悦。每当坐在电脑前时,脑海中不断浮现广告界一些前辈巨人的惊世之作,并以他们为学习与前进的榜样,在我写作的仅有的一两个方案中我尽力将某些已经证明为行之有效的策略注入其中,不断学习新的知识,汲取公关界最前沿的精华。既然是一家这么好的公司我为什么还要离开呢?下面即是原因:

一、自身职业规划或者是人生目标因素。我的理想一直是做一名媒体人或是纯正的策划人员,能够驰骋才思,将不可能的变为可能,处于狂热的思想状态及极度的夸张与想象之中而不悔。咱们公司却是只服务奥迪的公司,基本上是区域下任务我们来执行,所以很多东西是死的不能有太多的发挥,即使是很好的创意却因为区域不同意或者是经费的问题而不能实现,这是创意人员最大的痛苦。所以离职之后我会去北上广或其他沿海城市的行业当中寻找机会,并不是说我离开以后一定会有更好的发展,至少可以看看他们的先进经验及前沿的思维方式,毕竟年轻人就应该多闯闯多看看,以后才能有更大的发展潜力。

二、公司的管理与我的天性不相合。我是那种喜欢自由,放任思维扩散的人,有太多的束缚的时候想不出好的点子,也写不出有文采的文章。而公司却有严格的制度,当然没有规矩不成方圆,一个组织一个单位必有其规章制度,而个人以为广告公司尤其是策划创意部门却并不一定遵守最严格的制度,他们应该有自主活动的空间。再者公司的组织形态有点紊乱,有项目时总部可支持本来是一件很好的事,可人来人往也不知道公司领导的分工,以我的话说就是“管事儿的婆婆太多”,没有强有力的领导核心,缺乏现代企业的管理理念,最重要的一点看不到个人的发展前景在哪里,缺少足够的公司员工培训机制!

上述离职原因可能有个人主观色彩在里面,也可能有些原因是不成其为原因的,甚至有些过激的言辞,希望公司领导多包涵,如对公司发展有利则甚慰之,如有不适之处就当是一个后辈的不成熟言语吧。

xx是一家纯正的公关公司,虽然只服务奥迪,可其涉及范围却相当广,所以在期间经历了很多东西,也学到了很多东西,与各位同事更是时间虽短却情意深厚!每一个人身上的优点及长处都值得我去学习。虽然我即将离开大家,也会到新的公司,甚至到不同的行业,可我会一直牢记大家的教诲。

在公司期间与大家共同执行了两个案子,一个是重庆车展,一个是世界杯,而在a5正在执行过程中我却选择了离开,因此深感对不起大家。希望a5项目的执行一切顺利,希望公司接下来的项目圆满成功!祝愿各位同事工作顺利,祝愿公司发展越来越好!

xxx

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高管辞职信100篇十

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高管辞职信100篇十一

尊敬的xx总:

您好!我想了很多许久才写下了这封辞职信。首先想对您说声谢谢,您壹年来给予的信任和厚爱,让我在任何时候内心都洋溢着感激之情。

回顾这壹年多来的工作情况,我深感能得到您的赏识进入xxxx公司工作是我莫大的荣幸。我一直非常珍惜这份工作,且也十分认真努力地对待工作。在公司工作壹年多啦,您用您的大智慧为xxxx公司的发展和未来规划描绘的宏伟蓝图,我深信不疑!在您的英明领导正确决策下,正在一步步实现申请著名商标成功、xxxx工业园项目逐步建成、xxxxxxxxxx项目申报成功、xxxxxx扶助资金正在审批中、xxxx项目也已通过专家评审、成立集团公司指日可待,这一切一切都历历在目,仿佛就发生在昨天

回首在xxxx公司这壹年多来,我受益良多:在自动化办公方面增长了知识,尤其是跟随xx总您学到了不少书本上学不到的东西,必将令我受用终身,在此我深表感激!

现基于我对家庭的经济负担,觉得目前公司支付给我的薪酬对于我来说太低。为此,我进行了长时间的思考,为了尽量减少对公司现有工作造成影响,同时也为了自己的人生追求和做为一个男人对家庭应该肩负的责任,我请求辞去在公司的职务。

我非常感谢xx总您在这壹年多来对我的厚爱信用和关怀,在工作中如果有什么失误与不足的地方,我只能对您说声抱歉,请您原谅!在xxxx公司的这段经历对于我而言是非常珍贵的。将来无论什么时候,无论在哪里,我都会为自己曾经是公司的一员而感到荣幸。我确信也祝愿您:必将用您的大智慧引领xxxx公司走向一个更加高远的、全新的末来。

再一次真诚地感谢您及公司全体同事对我的关爱与信任!祝您和xx总及您全家身体健康、生活幸福、工作顺利!再次对我的离职给公司带来的不便表示抱歉,谢谢!

此致

敬礼!

xx

20xx年xx月xx日

高管辞职信100篇十二

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高管辞职信100篇十三

尊敬的朱总以及公司的各位领导:

首先,非常感谢您这一段时间来对我的信任和以及工作上的支持,我非常荣幸的于20xx年6月26日起,担任鑫怡家酒店管理有限责任公司营运总监一职,然而我现在因为身体原因却要辞职了。

这几天我认真回顾了我这一段时间的工作情况,觉得来公司工作是对我的锻炼和磨练,我一直非常珍惜这份工作,这一段时间来,公司领导对我的关心,下属对我的支持让我感激不尽。在公司工作的这段时间中,在工作上我学到很多东西,也给我了发挥才干的舞台,在很多方面都有了很大的提高,对于我此刻的离开,我只能表示深深的歉意。

非常感激公司给予了我这样的工作和施展的机会。我向公司提出辞职,主要是因为以前本来就有腰肌劳损的职业病,此次来到鑫怡家后因为工作上的压力和工作时间跨度太长的原因,现在这些病症愈加严重,需要很多时间来调养;严重影响到工作的进度和效率。考虑再三,我决定向公司提出辞职,请您谅解。

我在公司工作的这段时间得到了您的大力支持和帮助,对于您的帮助和公司的支持我非常感谢,也希望我们能有再次共事的机会,我会在离职前做好工作的交接,对所有交接的相关事宜做持续性支持。

企业发展之初,主要管理方式是靠人治。当企业十几、几十个人的时候,企业所有情形都能一目了然,问题一句话就能解决,当组织规模扩张到上百人的时候,自己那双眼睛已经远远不够用了,自己所到之处满眼都是问题,而且说个十遍八遍都不管用。这个时候,就是企业需要完善的组织、制度、计划、执行和控制。我们历练了很多孕育期的改革、变故、阵痛。希望以后的鑫怡家用最好、最适合的机制,发展企业、运作企业。

我很遗憾不能为公司辉煌的明天贡献自己的力量。我只有衷心祝愿公司的发展前程一帆风顺!公司领导及各位同事工作团结、为规范公司化管理提高一个台阶,最后想对运营部的每个参与工作的员工说声谢谢,您们辛苦了。

望朱总批准为谢!

此致

敬礼!

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高管辞职信100篇十四

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高管辞职信100篇十六

各位同仁和朋友:

由于个人未来发展的原因,今天是我在qsmc工作的最后一天,非常感谢各位同仁和朋友一直以来对我工作的支持和协助,在此衷心的说声谢谢!

首先感谢qsmc给我的一次工作的机会,非常感谢董事长黄健堂先生在百忙中对我亲自面试和加薪,非常感谢nb2/5工程部林佳鸿先生在十分繁忙的间隙给我面试机会!使我能获得3年半的稳定工作!非常感谢nb2工程部陈国振先生对我在工作中的悉心点拨,没有你们的协助,我不可能在qsmc顺利的工作,再次衷心的谢谢你们!同时感谢nb2bil工程课的各位兄弟姐妹,是你们真诚陪伴我度过在qsmc的每一天,使我充实坚强而且更加成熟!感谢其他协助部门兄弟姐妹的真诚协作,使我们的工作能顺利完成!没有qsmc提供的这份3年半稳定的工作,我不可能在上海这片热土打拼,我不可能每年有时间邀不识字的双亲来上海小住2月,以解每年只能回家2次的难舍亲情!没有这份稳定的工作,我不可能认识如此多优秀的员工和主管!我不可能成熟和长大,不可能认识到自己今后要走的路!

人生最重要的不是努力,也不是奋斗,而是抉择!不知不觉来qsmc已经三年半了,从25岁一晃就28岁了,人生最宝贵的青春在qsmc停留;此时的心情是非常复杂的。我知道,离开qsmc我一定会依依不舍,也许还会流泪!但我相信,流泪和不舍后会更坚强和自信!因为人生的路还很漫长,而我必须认真面对和正确把握!

此致

敬礼!

xxx

xxxxx

高管辞职信100篇十七

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高管辞职信100篇十八

最近满城风雨,矛头都是我作为一个ceo怎样失败。我多谢大家的意见和抨击,事发后也承诺过深切反省和负责。想了一星期,我再为我的错误向员工道歉,也多谢董事会再一次肯包容我的过失。但工作由个人的事,变成了所有人的事,性质已起了改变。

雨过天青不难,但可以保证暴风雨不再来吗?我问了自己这个问题很久,意识到我这次的错误并非如一些记者说是技术上不小心,而是能力上出现了明显的缺失。我会正视问题,完善自我,不排除寻求专业辅助。在有信心改善之前,我明白到我在大家的心目中,不再是个称职的ceo,更不配做员工的领路人。

为了令公众安心,为了显示我的后悔和承担,我决定引咎辞职,和公司结束合作关系,做回普通的消费者。这无疑是极大的损失,但我相信传媒界,和公司的客户,都会欢迎我这个痛苦的决定。我不是个称职的ceo,但做个称职的顾客,我很有信心。

我在xxxx公司工作近二十年,一向互相支持和了解。今日因我的不称职分手,也不会影响我们继续来往,处理合作的日常事务。我做错事,认了错,向董事会交待了,也得到董事会的原谅。基于问责分手,已是极刑。以前种。种,我和董事会不会再作响应。以后种。种,请大家尊重我和董事会只是朋友的关系,不要再订出管理者的标准。假如我们的关系再有变化,我们一定第一时间通知传媒,令大家可以再行监督。

我已搬离xxxx,再一次多谢董事会多年来的包容,和传媒多年来的鞭挞。人头落地了,退一步海阔天空,希望事情可以告一段落。

此致

敬礼!

xx

20xx年xx月xx日

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