Why is it increasingly difficult to find reliable employees?

Why is it becoming more and more difficult to find reliable employees? This question can be answered from three aspects. The first aspect is social guidance; the second aspect is the current situation in the workplace; and the third aspect is low threshold for self-employment (self-employment in disguise). Let's try to analyze it and see if there is some truth? The first aspect is social guidance

With the continuous development of society, people have a new life for wealth or acquiring wealth. That is, "taking shortcuts." Both water and electricity (unconsciously) take shortcuts, not to mention people (consciously)? Taking shortcuts is a natural law.

It is easy to determine where water and electricity take shortcuts. As long as which interface comes first or which interface has a larger cross-sectional area, they will go where. It is not so easy to judge whether people take shortcuts or not. On the contrary, there are many chicken soups for the soul that say there are no shortcuts in life (of course I can understand the meaning of shortcuts in chicken soup). Is there any? Actually there is! That is the current admiration of "Only reading is good".

Through reading, people can change their destiny in life. They can study hard for twenty years (from the age of three in kindergarten to graduation from university), enter the society, and be admitted to a good employer. You can create a wonderful life. And the results of the distribution of interests in the real society also confirm this (of course not most college students have this result, this is just a desire for a better result in the pursuit of the process). As a result, people began to do many things to "do not lose at the start". School district housing became popular; children developed in many aspects and became popular (anyway, they have many arts and do not stress themselves); extracurricular tutoring became popular. Choose kindergarten to prepare for elementary school; choose elementary school to prepare for junior high school; choose junior high school to prepare for high school; choose high school to prepare for college. When I got to college, alas! Finally, I took a deep breath and felt like "I got it." If you continue to work hard for a few more years, the shortcut is finally over. So how many people are still willing to go back to the starting point of their lives and start with a basic salary? If someone insisted on saying it was possible, I would be speechless.

It can be seen that this type of people are unwilling to accept low wages from enterprises (except for not having food to eat). Companies cannot recruit such reliable people. The second aspect is the current status of the workplace.

Judging from the current status of the workplace, there are very few workplaces for careers, and there are many workplaces for the purpose of making money. Doing business can only be achieved if it is supported by theories, good values, noble qualities and responsibilities (responsibility to society and employees). Obviously making money is much easier. As long as you have a strong desire to make money and can make money, everything can make way for it. Competent bosses will find ways to find money in the market; incompetent bosses, in addition to finding ways to make money from the market, also find ways to "reduce wage costs" on employees. In the early days of private ownership, people did not think so, because during that time people were too When you are hungry, you will rush to eat whatever you want, and many "labor-intensive enterprises or industries" have emerged. Nowadays, society has developed, people's expectations of life have become higher, or the cost of real life has also increased. The salary level in the workplace is not very tempting in the eyes of ordinary people, let alone in the eyes of "reliable" people? "Reliable" employees have their own reliable direction and methods for development or accumulation. Therefore, it is difficult to find "reliable" employees in the modern workplace, and only ordinary employees below the "subsistence line" can be recruited. The third aspect is that the threshold for self-employment (disguised self-employment) is low

Modern society encourages people to start their own businesses, and "reliable" people have more capital and desire to start their own businesses, even if I am in the workplace No matter how hard you work, you can't make a fortune except to solve the life problems of ordinary people. Moreover, the older you get, the less valuable you are. Once puberty is over, you lose the value of your labor force and are likely to be abandoned by the workplace at any time. There are many reasons: "The workplace is not a charity", "The workplace does not support idle people", and "The workplace does not support idle people". This responsibility" and so on. Driven by the idea that you can be the boss, I can be the boss. As a result, many "reliable" employees have embarked on the road of independent entrepreneurship. Those who are more capable can start to engage in some products and services on their own; those who are less capable can set up street stalls or mobile sales, or wait under the bridge to be hired as employees; and some young people, especially some college students, simply eat youth food and engage in disguised activities. Start a business and start express delivery; if you have a little more capital, you can use some funds to open a taxi.

Take your destiny into your own hands. Although some people fall down, we still have to see more people rise again. Isn't life spent in falling down and standing up again? In this way, even if you can't make money, you will feel comfortable. So where are the "reliable" people to be recruited by you? To sum up, if you want to recruit reliable employees in the workplace, in addition to having a correct social value orientation, the workplace itself should also be "reliable". If you are not "reliable", it will be difficult to recruit "reliable" employees, even if you recruit When it comes to "reliable" employees, you can't keep them for a long time. When "reliable" employees enter the workplace, they regard the workplace as a "training institution" or a "paid training institution". Once they learn the skills, they will Will be my own boss. What do you think? I feel so happy to see such tranquility.

Judging from the question itself, it is obviously raised from the perspective of the boss. A boss who can ask such a question is either mentally retarded or has low emotional intelligence. It may be a bit difficult for such a boss to run a company well, because he himself is unreliable!

A boss or business manager with comprehensive qualities should have an overall view of the overall situation in terms of talent recruitment, training, job appointment, salary, job promotion, future planning and other aspects. The boss's employment mechanism can be directly reflected from the human resources department. If the company does not have a Bole-like human resources manager, it will be difficult to discern talents from the perspective of talent recruitment.

The so-called reliability is actually a very vague word. If it is placed in the context of enterprise development, the word loyalty should be more appropriate. How to make employees treat their jobs with loyalty, how to let employees have channels for their inner demands, how to make employees feel that they are the owners of the company, how to make employees feel the warmth and love of a family, how to match employees' remuneration and contribution value, etc. These require sound management systems and corporate culture to achieve their goals.

But the reality is very cruel. There are not many bosses who are emotional and warm, but the vast majority are those who pursue the ultimate interests. Therefore, many newcomers often feel the coldness of the company environment soon after joining the company. As time goes by, personal interests and demands are not reasonably met, personnel employment is unfair, and intrigues among colleagues are mutually exclusive and undermine each other. It makes people feel uneasy. With that being said, there is no loyalty at all.

Therefore, a good boss will never say whether his employees are reliable or not, but should think about whether he is a reliable boss and whether he can give his employees a psychological sense of security so that they can reach their maximum potential. . Even if an employee leaves one day, you should say goodbye and give him a farewell. I believe that this employee will come back one day, because in comparison, you still feel that you, the boss, are really humane. People's hearts are full of flesh. If you exchange sincerity for true love, your boss will find that your employees are really reluctant to leave you.

Ten years of experience in the industry, from a novice to a cross-industry employee to a veteran employee and then to a leader, tell you that it is not that reliable employees are getting harder and harder to find, but that reliable companies are becoming more and more difficult to find. There are fewer and fewer employees, resulting in fewer and fewer reliable employees.

This is not a tongue twister, I will explain it to you in detail. Many people have been shaped by the company since they started working. Therefore, many companies will wonder why many people look so unreliable. Let’s start with the company’s own problems. From the perspective of management, promotion, system, salary, and benefits, most companies are inconsistent with their intentions. That is to say, what they originally promised was not fully realized, but was maximized. employees to contribute to the company. As a result, many reliable employees have become tactful because of the company's behavior towards them.

Everyone knows that employees who are honest, down-to-earth, stable and reliable are very popular, but is the survivability of such employees really high in the company? The answer is no. Often in many companies, hypocritical, cunning, sycophantic and cunning people tend to survive longer. There is no need to give detailed examples, everyone understands. Similarly, in many companies, especially private companies, the bosses often like people who appear to be very smart, but are actually people with questionable character. Therefore, many employees who were originally reliable had to learn and improve their abilities in order to survive, and they went from being reliable to seemingly unreliable.

Of course, not only the company, but also the habits and work styles of some employees are quite staggering. Maybe this kind of people are not good at working in the first place, or they are not short of money, or they are young and energetic.

But most employees who have gone through ups and downs and have valuable experiences have changed themselves in order to adapt to the company. Therefore, don’t always say that employees are unreliable, the premise is whether the company is reliable. What kind of company will definitely produce what kind of people.

I have many years of experience and have deep feelings about this. Let me share my thoughts.

To put it a bit extreme, it is becoming increasingly difficult for many companies to find unreliable employees. Now many factories cannot even recruit ordinary employees. Reliable employees are hard to find.

Society is progressing, and people’s thoughts are constantly changing. In the past, those born in the 1970s were hard-working, law-abiding, and simple-minded. However, the current ideological concepts of those born in the 90s and 00s have undergone tremendous changes. They have never suffered hardship or sin since childhood, and pursue a laissez-faire character. , can't stand too much restraint and criticism, can't bear anger and grievance, is not very capable, but has a good temper, and has a strong self-esteem. This also makes people feel that today's employees are less reliable than the previous generation.

But having said that, how reliable are the current companies and bosses? Wages are in arrears, benefits are poor, promises are not fulfilled, overtime is not paid, and the boss only recognizes money but not people. How can the following employees work hard for the company wholeheartedly?

Take my current company as an example. The company has a lot of rules and regulations, and all kinds of distrust. It has set up a special audit department to review the work of the company's employees and cadres. The boss only looks at the mistakes made by employees, not the achievements. If you make a mistake, you will be fined, scolded, or even humiliated, but you will not mention anything about your achievements. The more things everyone does, the more mistakes they will make and the more fines and criticism they will have, but no one cares how many things you do. And those who do little or nothing have nothing to do. Who wants to do more under this system? Good employees also become bad employees.

No matter how high your position is, you don’t have a single decision-making power. Every penny you spend must be approved. And if one day they feel that you are no longer of use, they will kick you away without mercy. This makes the employees below think.

So, it’s not that there are no good employees, it’s that the environment cannot create good employees. Employees are also human beings, and they also need to eat and support their families. No one is willing to just give without getting corresponding rewards. The company and boss may say that people nowadays are difficult to manage, are not dedicated to their work, have no sense of responsibility in doing things, and do not consider the overall situation, so there is nothing I can do.

Compared with the company, employees are disadvantaged after all. The company and the boss set the rules, and employees can only obey but cannot change them. Therefore, this environment is also caused by the company and the boss, and the ultimate cause of this result is also the company and the boss themselves.

The company is everyone’s home, and there is no reason why employees should not be of the same mind. Even if you leave on your own, referrals are still okay, acquaintances are easy to talk to and warm!

It is difficult to recruit people because the company fails to retain them. No one would be willing to work as a general laborer all their life if they go out to seek wealth. Besides, when buying something, isn’t it necessary to “shop around”? ——Whoever thinks highly of me and is willing to invest in me will become "reliable" very quickly. This is the feeling I want.

Jobs are easy to find, but finding the one you like is not easy. If there is anyone who is reliable, I can gather an informant from an acquaintance!

The company has high requirements and quality is certainly guaranteed. The threshold is high and the cost is high. Everything is what people think, but when it comes down to it, they are still people. Let’s not talk about dividends, as long as the benefits are good enough. Finally, retaining talents and innovating can reduce costs!

Employees: Why is it becoming more and more difficult to find a reliable boss?

Boss: Why is it becoming more and more difficult to find reliable employees?

Employee: If I get 10k, then I should do 10k work. Why should I put in twice as much energy? The boss won’t give me more salary.

Boss: You have to complete the value of 20k before I can pay you 20k salary. You haven’t done it, so why should I give it to you? Not given.

Employee: I wanted 15k, but the boss gave me 20k. The boss was generous, so I worked hard to repay the favor.

Boss: Since all the employees are asking me for 20k, I will give them more work to keep them busy.

Why does this happen?

The two regard each other as enemies. The boss feels that the surplus value should be squeezed out after giving money. The employees feel that the boss exploits them and is not generous to others, so they will not work well.

Can’t find reliable employees? You should first think about whether you have been a reliable boss and given a reliable and reasonable treatment? Take the recruitment requirements of a new media operation I saw before, it’s really laughable

If you want to recruit reliable employees, first look at your own needs. ?

The employer and the employed are always a pair of contradictions. Nowadays, the workplace is more and more inclined to choose each other and two-way choice. In the final analysis, it is still a game of employees’ workplace prices. Talent is not "the best" for the company, but "the most suitable" is more appropriate. Bosses are well aware of this. It is far more suitable to find talents with the most cost-effective performance than to find the best talents. At present, it is not difficult to find jobs for talents with market-proven abilities, and it is often companies that compete for talents. Those who have difficulty finding a job are often newcomers to the workplace or “strangers” in the workplace.

In an industry, all bosses use two dimensions to select talents, one is their own values ??of understanding people, and the other is the professional level required by the industry. The former is a soft indicator, which varies from person to person; the latter is a hard indicator, which is verified by practice and word of mouth. For a boss, knowing people well and assigning them well is a basic skill. The quality of a company is often reflected in the boss's ability to know and employ people. Don't think about the boss's "wrongness" from the employees' perspective. The boss hires the wrong person. Employees can change jobs, but the boss may face bankruptcy.

Employees often get together to scold their bosses, and they feel aggrieved for less money and more work. Bosses generally do not scold employees in person, but often complain silently in their hearts that employees are not easy to use, their performance is not outstanding, and their abilities are insufficient. How to grasp the balance between the two-way choice between employees and bosses? I think there should be a 70/30 separation between bosses and employees, with 70% of the reasons and decision-making power lying with the boss, and 30% of the reasons and decision-making power with the employees.

From the perspective of the boss’s thinking in selecting people: first, they must be capable, able to perform well, and able to create benefits. Second, controllable character does not necessarily mean good character. People who are capable may not always have good character, but can the boss not use them? The boss has his own methods. Even if he is a villain, the boss must use it well. He just needs to use the villain's strengths and guard against the risks of the villain. For employees with good character, the boss cannot replace supervision with trust (or let go of power. If you are worried, be on guard). To put it bluntly, no matter how good the employee is, he may be tempted to betray the company by profit. The third is the employee’s personality, style, etc. This is not so important. For example, some bosses like employees to take the initiative to work overtime and be dedicated to their work, while some bosses just discuss matters as they arise, and all you need to do is hand over performance. If you have the skills, your boss doesn't care whether you work overtime or not. Only those who don't have great abilities are required to have "attitude".

From the perspective of employees’ thinking when choosing a boss: the first is more money, the more the better. Employees don’t care about their own worth, anyway, the more the better. They especially like to compare with other talents in the same industry or themselves. colleagues. The second is work intensity. As long as the first point is met, the work intensity is acceptable, but for low-paying, high-intensity work, there are a lot of complaints from employees. The third is respect from the boss. This will be highlighted when the first two are not met. When employees leave, they often use the excuse that their bosses and superiors do not respect them. The fourth is the company's interpersonal relationships and colleague culture. Unsatisfactory work is also one of the reasons for resignation. The fifth is the speed of job promotion. Employees especially like to compare with their classmates to see who can be promoted faster. This is related to the industry. Emerging industries are promoted quickly, while traditional industries are promoted slowly. This is an objective reason and is ranked fifth.

In summary, there is no good or bad boss, because the company is his own, and if he does not make good use of his employees, he will be the unlucky one. In the eyes of the boss, employees are divided into good and bad. The boss doesn't care whether the employees appreciate the boss, but the employees must care that the boss doesn't appreciate them. The decision-making power in the job market still depends on the boss. The boss's style determines his employment pattern. But it’s hard for employees to find jobs, so can they blame their bosses? No, the boss must be responsible for himself. How he recruits people is entirely his own responsibility.

Employees should look for reasons for this dilemma more from themselves. It has little to do with the boss. The boss recruits people just to make money for himself, which is natural. When employees cannot find jobs, they can only blame themselves, either because the industry is saturated or because they are not good at what they do. Is there anyone who can't find a job? No. The talent market is a structural contradiction. The supply of good cities, good companies and good industries exceeds demand, while small companies in remote areas and traditional industries cannot find suitable talents. As long as the talent is a little lowered, they can find a living job, but it is really difficult for the boss to find someone he is satisfied with. This is a magical era. Employees complain that good companies are hard to find, and companies complain that good employees are hard to find.

It is easy to understand why employees complain that it is difficult to find a good company, because everyone likes to have a high position but little responsibility, to have more money and less to do, and to be free. They can sleep until they wake up naturally and don’t have to drive close to home.

To be honest, it is not difficult to find a job now, but a good job is difficult to find. I would like to ask a young man who spent over 100,000 yuan to go to college, would he work as a security cleaner with a monthly salary of more than 1,000 yuan?

If you give something, you will be rewarded. If you give a lot, you will naturally want to give more in return. After all, in business, you must pay attention to recovering costs in the shortest time. Specifically speaking, it is becoming more and more difficult to find reliable employees, and there are five reasons why:

1. The post-1990s generation has become the main force of newcomers in the workplace. As the most common generation of only children, their living conditions are more favorable. Adults who grow up in honeypots are more self-centered, have stronger personalities, are less able to tolerate criticism, and are more likely to give up.

2. Education is seriously behind the times, and what is taught is often outdated and useless content that does not meet the requirements of the times and the company. Newcomers often have high ambitions but low ambitions. Their work ability has not yet been developed, but their requirements are not low. The company needs at least a few months to up to a year to train them to be competent at the job.

3. Today’s society is full of temptations, and new professions are constantly emerging, such as online anchors, short videos, self-media, and game training. Various careers that look more interesting are obviously more attractive and have higher returns, which makes young people pay less attention to traditional jobs and may change jobs at any time.

4. With high housing prices, everyone begins to become impetuous. When the salary is low, let alone buying a house, renting a house is stressful. If you have a little ability, you will naturally look for a position with a higher salary. Just like the grassroots employees of a certain research institute, the original annual salary of 120,000 yuan was directly increased to one million yuan after switching to a private enterprise. Only in the Year of the Monkey at the original unit can there be hope that it will rise to one-third of the salary after changing jobs.

5. Economic development has entered a stage where private enterprises generally find it difficult to survive. The world is full of people who provide icing on the cake, but few people who provide help in times of need. Few people are willing to stay on a ship that is about to sink. Poor operating conditions of the company, low wages, delayed wages, difficulty in fulfilling promises, poor development prospects, etc. are all important reasons for employees to leave. This cannot be entirely blamed on the unreliability of the employees.

I will answer your question from two perspectives: 1. People are not recruited, but attracted.

We all know that recruitment is a two-way choice, but in fact it is not that simple.

Let me give you an example. For example, if you go on a blind date, will you be able to find a partner if you change 100 girls? If this were true, there would be no single people in this society.

Therefore, we need to find ways to attract girls' attention so that we can have a successful blind date.

In the same way, if you want to recruit reliable employees in the workplace, you must have corresponding matches. If you have nothing, let alone reliable employees, you won’t even be able to attract ordinary employees. Think about it, do you want to use those people that no other company wants to use? If you don’t want to use it and you can’t recruit better people, what should you do? Many companies can only choose "something is better than nothing" and recruit these people.

The essence of management is that a group of people influence a group of people. If the company is full of employees who are dawdling, you will not be able to attract outstanding employees, because they are incompatible with this group of people and will never stay for a long time. 2. Whoever you are, you can attract whoever you are.

If you want to attract excellent employees, you must first make yourself excellent. Let me give you an example:

Most companies have experienced on-site recruitment, perhaps through talent market recruitment or campus recruitment. If your company can review, you will find an interesting phenomenon: you can recruit whoever you send out. For example, if you send a freshly graduated college student, he will find a bunch of resumes from college students. Therefore, many people say that on-site recruitment is ineffective. In fact, it is because the people you send are not suitable. In other words, if your company wants to recruit sales, look for sales champions, because people of the same type will attract each other and they will have many topics to talk about, which will naturally make it easier to recruit.

In the same way, as the boss of a company, if your structure is not high enough, you will not be able to attract the top executives of the large-scale structure, and naturally you will not be able to attract outstanding middle-level and grassroots people.

Based on the above, the reason why the company cannot recruit reliable people is because your company itself is not reliable. Think about it, there are so many excellent companies in our country with tens of thousands or hundreds of thousands of employees. If the employees are not reliable, can the company achieve today's results? Let's compare it with outstanding peers. Which company doesn't have a few outstanding employees?

As managers, we must understand one truth: I am the root of everything. If you want to meet reliable employees, you must first make yourself excellent, and there is no other way.

-End-

It’s not that employees are unreliable, but that creating a reliable employee requires many factors, not only the employee’s own quality and efforts, but also a good external environment. In terms of environment and reliable leadership, the three are indispensable.

From the perspective of employee quality, in order to become a reliable employee, employees must have a down-to-earth and hard-working character and proactive qualities. If an employee has a floating personality and does not know how to make progress, then no matter how the unit and leadership train and guide him, there is a high probability that he will not become a reliable employee. Employees have good basic qualities, which is the premise and foundation.

From the perspective of the unit environment, in order to create a reliable employee, the unit must advocate hard work, truth-seeking and pragmatism. If the overall style of the unit is floating and the atmosphere is not good, everyone will be vain. , then no one will be willing to be a reliable employee, because the more reliable the employee is, the more work they will take on, and they often do not get the rewards they deserve.

From the perspective of leadership level, if you want to create reliable employees, you must have a more reliable leader. In fact, whether employees are reliable has a lot to do with their direct leaders. If an employee's direct leader is an arrogant, ignorant, and bossy "tyrant", then the employee will not be a reliable employee in any case. You must know that only reliable leaders can create reliable employees.

As a small leader of my unit, I am fortunate to have a very reliable subordinate beside me. No matter what I do, as long as I leave it to this subordinate, I feel at ease, but if I leave it to others, I will always be a little worried. Facts have repeatedly proven that this subordinate is trustworthy and affirmative. Every time he is assigned a task, he attaches great importance to it and can complete it well most of the time. Now, he has become my right-hand man.

In fact, this subordinate was not very reliable at the beginning. During the more than three years when *** worked, it should be said that with our joint efforts, he worked very actively. I often self-reflect and strive to make progress. I also pay attention to my working style and leadership methods. I often praise and affirm him. We have not only built a good working relationship, but also cultivated very deep personal feelings.