Joke Collection Website - Mood Talk - Why is it so difficult to bring the post-90s generation in the workplace? Why do you leave your job easily?
Why is it so difficult to bring the post-90s generation in the workplace? Why do you leave your job easily?
I emphasize two points: (1) it's hard to bring them after 90, not that they can't bear hardships after 90, but because they seek a place where they can realize their self-worth; (2) Resignation after 1990s is not because of disloyalty, but because of being responsible for one's own life. They will never give in and will never tolerate life propositions involving the realization of their dreams.
Why does 0 1 feel that it is difficult to bring it after 90? As a manager, I find it difficult to bring the post-90s generation well. What I see is often just "appearance", just looking with my eyes, not my heart. Why it is difficult for the post-90s generation to bear a profound brand of the times;
(1) Pursuing inner comfort
The post-90s family environment is superior, and there is no survival crisis. They really grew up enjoying life, not being proud. Therefore, there is no strong sense of crisis in the workplace after 90, and I want to find a job as soon as possible to survive and have plenty of food and clothing.
Have we forgotten the famous post-80 s workplace saying: "Choose radish for quick pit, regardless of depth;" If you are ahead of others, you are the winner. "
The post-90 s professional motto is: "I am me, unique me!" "
(2) strive for personal independence
After 90, many people are only children and feel that the whole world is opening the way for them.
In the workplace, the post-90s generation is often the "little prince" in the workplace, feeling that they are the "black knight" in the workplace and have unfinished tasks.
Therefore, the post-90s generation tend to be independent, have their own ideas, and will not blindly accept discipline easily.
(3) emphasizing self-existence
The post-90 s generation is the most "face-saving" generation, with bursting self-esteem and emphasizing self-existence everywhere.
The workplace is a field that emphasizes the collective and despises the individual, so the post-90 s will often have rebellious psychology in the tone of command.
This is one of the most unacceptable reasons for the post-90s generation. If you can't find a sense of self-existence, you can't keep them even if you give them a monthly salary of 1 10,000.
Why do post-90s always resign? Resignation after 1990 is easy to cause decoupling between family and society. I think there are two main reasons:
(1) Family education lags behind social education.
The growing post-90 s families are basically warm harbors and have never felt the real storms.
Entering the workplace, fierce social competition and cruel elimination mechanism will inexplicably hit their self-confidence to some extent. Many times, for the sake of so-called self-esteem, the post-90s generation would rather leave their jobs and jump ship than compromise in the same company.
The essential reason behind it is that the concept of perfect family education after 1990 is out of touch with the reality of the workplace. Any so-called injustice will be like a stone thrown into a still pond, which will set off a ripple in the minds of the post-90 s and cause quite a wave of thoughts.
(2) overemphasizing the value of life and career dreams.
The most prominent feature of the post-90s generation is that it overemphasizes its own life value and pays too much attention to its long-buried dreams.
However, reality often teaches them a good lesson: what is the value of life? What are your career dreams?
In fact, the value of life will be realized, and the dream of career will come, just: the timing is wrong!
What do you mean "the time is not right"?
The so-called "bad timing" means that after 90, just entering the workplace, even the basic workplace skills can't be mastered, and they rush to look at their own life value coordinates to see if it will be realized. As we all know, the realization of the value of life needs precipitation, time carving and sweat casting, which can not be realized as soon as you enter the workplace.
This is the biggest reason for the post-90s resignation.
Conclusion If you want to bring the post-90s generation well and keep them, you must grasp the psychology of the post-90s generation. From management methods and work arrangements to communication and ideological guidance, managers need to invest some energy and time. Because that rude and direct management method is no longer applicable to the current society, humanized and scientific management ideas can follow up the characteristics of personality independence, ideological independence and freedom independence of the post-90 s.
End—
Yes, why is it so difficult to bring the post-90s generation? This is a new problem faced by all managers today.
What is the cause of this problem?
With so many enterprises, job seekers have more choices. I remember reading a survey in a journal more than ten years ago, saying that 80% of foreign professionals skipped the work slot.
At that time, I showed this data to my mother, and she didn't believe it.
For people of their time, a job can last a lifetime. Everyone has never thought about why they want to jump ship. At that time, people jumped into the sea.
What is the reason? Because many enterprises were state-owned at that time, it was not easy to enter. There are few private enterprises.
But now, the proportion of private enterprises in all enterprises has reached 99%.
Since the beginning of the new century, the two-way choice between enterprises and job seekers has been deeply rooted in people's hearts.
In the past, companies unilaterally selected job seekers. Now, job seekers are also picking companies.
For every job seeker, I hope to get a good platform and give them enough resources so that their efforts can be recognized and rewarded.
As far as enterprises are concerned, is their management really scientific enough? In our enterprise, there is a department called Human Resources Department. It is not difficult to see from the name that enterprises do not regard employees as adults, but only as human resources.
Stephen Covey pointed out in the book "The Third Choice" that if we want to cooperate with each other, get the third choice and solve the current problems, we must first recognize our own ideas and not be entangled in any interests or identities; The second is to treat each other as adults.
In fact, in today's fast-paced society, many people never treat others as adults in the process of interacting with others. They write down each other's names, looks, occupations and abilities, put various labels on each other, bring each other into their own circles and become their own network resources.
After all, people have become resources.
But are people resources? Are you willing to regard yourself as a resource after 90?
The post-90s generation grew up with the Internet, and their horizons were broader and their self-awareness was stronger. After 90, I hope that managers will treat them as real people, not human resources.
Therefore, they hope that managers will listen to their voices and give them enough respect. In decision-making, they can reach a joint effort and introduce a third option to safeguard their interests, instead of making them endure, pay and sacrifice again and again to meet the interests of enterprises.
After 60, talk about dedication.
The post-70s and post-80s will emphasize collectivism.
However, the post-90s generation all hope to make contributions and their interests can be fully satisfied.
However, managers who are still stuck in the old concept feel that employees should obey the arrangement of enterprises. If you don't pay, you can't grow. 996 is a blessing.
If you tell this to people born 7080 10 years ago, they will agree with it and even drink it as chicken soup for the soul.
However, not after 90.
Chicken soup for the soul has no practical significance except chicken blood, and is spurned by contemporary youth.
996 is just chicken soup covered with a coat of exploitation, and the eyes of the post-90 s are so transparent.
The post-90s generation may not be unwilling to work hard, nor may they not know how to struggle. However, they are unwilling to work passively and are unwilling to be squeezed.
I pay for the enterprise, and the enterprise will give me back.
I am a new employee, but I don't feel inferior.
To sum up, the way of managing the post-90s generation should be changed. Instead of managing them as human resources, we should treat them as living people equally. The post-90s turnover rate in the workplace is generally higher than that of post-80s and post-70s, which is a common situation in the workplace now.
The subject mentioned in the narrative that after half a year, after leaving three batches of 90, I think these people have three characteristics:
From my personal career experience and observation, I think there are three reasons.
First, after 90, the new generation has different ideas. People in the past believed in the iron rice bowl and the golden rice bowl, and pursued stability before pursuing development. At that time, the post-80 s relied on the popularity of civil servants. At that time, it was reported in the news that civil servants crowded into this wooden bridge every year, which was memorable.
It is still very popular to take the civil service examination now, but compared with the popularity at that time, it has dropped.
Because the post-90s generation mostly pursues development rather than stability, this is a generation that likes new things.
Second, fresh jobs and free career choices. Compared with the last 10 year, freelancers now have lower employment threshold and more employment methods, among which the outstanding ones earn as much as most of their peers from nine to five.
At an earlier time, the media industry was the hottest. This is an era when everyone can come from the media, and the welfare and support of various platforms and traffic support are very strong.
In recent years, the rise of small video websites has spawned many excellent video producers and network celebrities.
Generally speaking, the employment environment is bigger now. Young people who leave their jobs in a fit of pique have more choices.
Of course, people who leave their jobs at will from time to time, if they don't have real skills, then the employment environment is "nothing to do with you."
Because of those freelancers, he actually has the ability to face "Party A's father" alone. This ability makes him stand out in some company positions.
Third, young and energetic, the times are changing, but people's changes will not change substantially.
Although we have always said that the younger generation is more open and avant-garde in character and thought than the previous generation.
But the question of "loyalty" mentioned by the subject, I think it has something to do with the enterprise environment. After all, people are environmental animals. In an enterprise with high turnover rate, people will inevitably be affected, especially young people, and their blood is boiling. Are there too many family burdens to worry about? If you don't stay well, the probability of patting your ass and leaving will become much greater.
Therefore, I think from this aspect, we can attract and retain talents and solve problems by creating a better corporate environment.
At that time, a good corporate culture will inevitably attract suitable talents, and those who can't stay will be people that enterprises don't need.
As a 20-year-old human resources manager, I want to talk about the views that are hard to bring after 90:
After 90, "I like to enjoy freedom and play, but I also work hard." The characteristics of post-90s workers are as follows:
0 1
When looking for a job, the salary should be high, and the development prospects should be good. The ideal job that just meets your hobbies and requirements is not important. Whether you work overtime or not, social status is not important. Of course, I hope to get regular praise from my boss and affirm your work achievements in time. This is the greatest motivation for the post-90 s work. Appreciation management is more likely to win praise.
02
Public places dare to show their individuality, their strengths and even their weaknesses, and they are used to expressing themselves. I often express myself in a self-deprecating way, but I don't really deny myself. Don't agree or misinterpret others. Make public personality, self-confidence, selfishness, sensitivity and fragility, because without relatives around, the heart will be very empty, and if you make improper friends, it is easy to make negative and decadent things.
03
If you don't like this job, you can leave directly, and your salary can be exempted, but you must leave in a handsome posture. If it is a job you like, you will work hard and die. They care more about whether they are happy at work and whether the working environment is comfortable than their salary. They don't want to be down-to-earth workaholics, let alone diligent workaholics. They are willing to choose a lifestyle of work and entertainment.
04
Superior material conditions and family overindulgence lead to poor psychological endurance of post-90s employees, and it is very easy for them to have emotions at work because of such and such things, instead of working hard, coping with work at will and lacking ideals and beliefs.
05
Like freedom, like sloppy, open and unrestrained work, lack of sense of responsibility, can not focus on the overall situation, always consider yourself first. No matter how urgent the task is, as long as you are unhappy or have something to do, you don't come to ask for leave, find various reasons to avoid overtime, often arrive late and leave early, or even resign immediately, and some will do some damage or take away enterprise information before leaving.
06
I like to judge others by their behavior. Judging a person by his appearance is a typical representative of the object of value control. The speech is based on an appropriate speech, and it is difficult to impress anyone who is knowledgeable and attractive!
Enterprises should establish a more humane corporate culture according to the characteristics of post-90s employees.
1. Care for the post-90s mental health, guide post-90s employees to establish a correct outlook on life, values and world outlook, and let them love life, enterprises and work, bravely face difficulties and setbacks, and know how to respect others and cherish life.
2. Establish a warm and harmonious working atmosphere. They not only pursue fashion and enjoyment, but also attach more importance to friendship. They not only value the working atmosphere and living environment of enterprises, but also value interpersonal relationships. Therefore, in addition to continuous improvement in accommodation, catering and amateur cultural activities, enterprises should also let them feel the warmth of the group and the care of colleagues.
Admiring management, leadership management and colleagues' attitude will not only affect their work enthusiasm, but also affect their self-confidence. Therefore, leaders and colleagues should adopt an appreciative and friendly way to motivate and encourage these sharp-edged and flamboyant "post-90s" new employees and create a relaxed and happy working atmosphere for them.
It is an irreversible trend for post-90s employees to become a new force in enterprises. Enterprises must face the characteristics of post-90s employees, build a more humane corporate culture, treat problems with a tolerant attitude, seek advantages and avoid disadvantages, take effective measures to stimulate their initiative and creativity in their work, give this group a broad space to display their talents, and then enhance their competitiveness.
There is no direct relationship between whether you leave your job and whether you are born after 90.
People born in1September, 9901are almost senior three, and those born near the Millennium are almost graduating from college. Therefore, the most difficult group of people in the workplace now is almost the post-90 s, who are replacing the post-80 s and becoming the most dynamic handyman and overtime pioneer.
At present, the main force working in our company is the post-90s generation, and several groups of people have joined and left in recent years. As for the reasons for leaving, there are generally the following three situations;
First, the pressure of life is small, and the mentality of long knowledge and long experience has just graduated from college. Most people are still single. In addition to renting a house, they eat and dress, and occasionally spend a little money on their boyfriends/girlfriends. Basically, they don't have car loans and mortgages, so the economic pressure is small.
After graduation, it is difficult for most people to determine their accurate career orientation in the future in a short time. They all apply for jobs by feeling with a try mentality, and treat their first, second or even nth jobs with a knowledgeable attitude, and do not expect to work forever.
One of my classmates is from Qingdao. In the first two years after graduation, he always changed eight or nine jobs, and each family only worked for more than a month before leaving. He doesn't care about the probation salary, just to learn, understand and study, but this is not a complete tour.
At first, he went to a professional advertising company. After several visits and four years in college, he felt that his mind was not professional enough, so he stopped looking for an advertising company. Then I went to some securities finance companies for internships and learned some knowledge about financial management. Finally, he went to work in an e-commerce company, which was the company where he stayed the longest. After I finally left my job, I began to try to run my own C store. I have been working until now, working alone, with a stable annual income of 300,000 to 400,000, a pair of children and two cars.
Second, it hurts my heart and I don't have enough money. Did Ma Yun's father ever say this: There are only two reasons for leaving. I was hurt when I gave less money.
This is also the most realistic reason for leaving, especially for the post-90s generation, who are already in their thirties. Most of them are married or have children, and they are still handling car loans and mortgages. Income is the most important thing. If the boss's salary is not enough, he will naturally want to resign. At this time, no matter how your company talks about feelings, it's no use if you don't give a raise. At this time, don't blame others for being unkind and willful.
The concept of loyalty, in my opinion, is a false concept. In daily work, we often come into contact with the word brand loyalty. In fact, there is no real brand loyalty for consumers. Consumers choose you only because your products can meet their needs (functional needs or psychological needs, such as vanity, etc.). Even if they keep choosing you, it's only because they are too lazy to change and look for it again, not because your product or brand is too attractive.
Therefore, it is impossible to return to the loyalty of employees to the company and just work without giving money, even if it adds thousands of auras to the charm of leaders!
Third, I don't recognize company values/leadership values. Sometimes you give a lot of money, but employees will still resign. This may be because he doesn't recognize the values of the company, or to put it bluntly, he doesn't recognize the values of the boss.
Take my friends as an example.
My brother used to work as a copywriter in an advertising company. At that time, two people joined the company, one was a designer and the other was a copywriter.
The salary given by the boss is high among peers, but the boss of this company is very special. I don't know whether he likes to play authority or has low emotional intelligence. He often posts some black chicken soup about hard work and personal value in the WeChat group. After each delivery, no employee is willing to answer the phone, and the boss performs by himself.
Later, a project of the company didn't go well. In the evening, the boss handed out chicken soup in the group: it generally means that everyone's work has been ineffective recently and there is no result. If there is no result, you won't do it again.
At that time, everyone worked overtime very seriously, and the boss didn't say anything to comfort and encourage everyone. Instead, he pulled a long face all day, as if the whole world owed him, and said such things at an inappropriate time. As you can imagine, the anger in everyone's heart at that time simply reached the critical point!
Less than a minute after the boss sent it, the younger brother replied in the group that he was leaving. Less than five minutes later, the other two also replied in the group that they were leaving. It's no use keeping the staff. They left that week.
Afterwards, the boss actually asked everyone in the group: Am I wrong? !
Therefore, people have feelings, treat employees sincerely, give real money and give people a normal heart, and team building can be efficient and stable. Even if people are gone, they can get together.
Every day, it is difficult for companies, especially small companies, to retain reliable talents, put on airs and show off their faces, but the money is not beautiful enough, and details such as attendance are still kept when they go to work openly.
Talking about the topic that is difficult to bring after 90 is probably a headache for many companies.
I am also born after 90, and most of my friends are of this age. There is no denying that they do often jump ship.
As the subject said, there may be several batches in a few months, and there is almost no loyalty to the company.
So, why is this happening? Why is it so difficult to bring the post-90s generation, and do you still like to leave? I think there are three main reasons.
First, the post-90s generation likes maverick values. The post-90s values tend to be free and maverick.
This is related to their growing environment and education.
The post-90s have caught up with the rapid economic development since they were born, so they have seen all kinds of new things since childhood.
Let this generation become restless and more free and diverse in the choice of values.
Such maverick values make them impulsive and willful.
Therefore, if you feel wronged in the company or do something unsatisfactory, you will choose to leave.
It's not one or two people who left, but a group, which easily makes the company feel that the post-90 s generation is hard to bring.
Second, being spoiled by family and school is not only related to one's own values, but also related to one's childhood growth.
Most of the post-90s generation are only children, which makes their growth environment relatively good.
For poorer families, they also try to give their children a good education and growth environment.
So in general, many post-90s are spoiled by their families and schools.
I have been making flowers in the greenhouse, and I have no ability to resist setbacks.
But this is not the case in the workplace. No one will get used to the post-90s generation, which makes them very unaccustomed.
The first reaction to setbacks is to retreat and choose to leave.
Third, there is a final reason for not having a clear understanding of themselves, that is, people born after 1990 often have no correct understanding of themselves and always like to overestimate their abilities.
When I was looking for a job, I felt that I was particularly excellent and disdained any job.
If the work is not satisfactory, it is considered to be the company's problem, and people want it everywhere. This inexplicable self-confidence stems from their cognitive deviation.
Under the subconscious misconception, the post-90s generation will change jobs frequently with blind self-confidence, just to find the kind of job they want.
But what they don't know is that the workplace is a place of ability.
Of course, many post-90s are hard to take care of and easy to quit, but that doesn't mean all post-90s are like this.
Each group has its own unique label. Some of them may meet this label, and some may not. For example, there will definitely be something to bring after 90.
Therefore, the emergence of this phenomenon mentioned by the subject is related to many reasons.
Is it difficult to bring after 90? I don't quite agree!
One or two employees resigned, which may be due to his personal reasons, and seven or eight employees left, which may be due to being poached.
However, if we say that after half a year, we left three batches of post-90s, I think it is the enterprise itself. Managers should reflect on their own reasons. The orange in Huainan is orange, and the orange in Huaibei is orange!
What kind of soil will bear what kind of fruit, why can't you stay here if you do well in other companies after 90? Is it really because of this generation? Or are there too many factors in the enterprise that make the post-90 s have to leave?
People in every era have their own brands, and the labels that accompany the post-90s generation are generally: individuality, love to eat, drink and be merry, and know how to enjoy life. At the same time, the post-90s generation also has unique advantages: innovation, adventure, courage, frankness and liveliness!
The company where the author works also has many post-90s people engaged in video editing, operation, programming and planning. There is no such thing as low loyalty.
They will be crazy when they play, but they are still serious when they work.
After 90, I like to work in a free and happy atmosphere, and hate to stay in a company that has set rules.
Their desire for money is not as strong as that of the post-70 s and post-80 s, and what they pursue is more self-realization.
If a job can't make him realize his self-worth or make him unhappy, they will consider leaving. Their generation is very concerned about their feelings, emphasizing that every individual is an important existence. Generally, they will not wronged themselves and cater to the unreasonable demands of the company.
In the workplace, more and more people realize that work is not the whole of life, and life is greater than work!
The post-90s generation is the practitioner of this kind of values, and brings this kind of values to the workplace, which drives more people in the workplace to wake up. I think this is a sign of social progress.
The post-90s generation has become the main force in the workplace. They are playing their own value in different fields, emitting light and enthusiasm.
If you don't know the post-90s employees, you won't know the post-90s consumers.
If you still look at the post-90s generation from a traditional perspective, or manage the post-90s generation like the post-7080s generation, your company may face a situation where no one is available in the future.
If you find it difficult to take care of the post-90 s, you may collapse when you first enter the workplace after 00. 00, personality publicity. Compared with the post-90 s, I am afraid it is even worse.
As an enterprise manager, we should not only adjust the business strategy according to the changes of market customers, but also improve the management mechanism according to the attributes of employees.
Let go of your condescending attitude and try to get to know your employees. The post-90 s are actually very cute!
Above!
Personally, there are several reasons:
First, with the progress of society, employment has diversified, and every industry and occupation has a variety of employment situations, so there are more choices for the post-90 s.
Second, the birth age of the post-90s generation has changed, the economic conditions have improved, and the overall living conditions will also improve.
Third, the discovery of the Internet has created a brand-new work field, a brand-new work industry, and network anchors and the like are more profitable.
Many people may say that the post-90 s generation is too impetuous to quit their boss easily, but this cannot be completely blamed on the post-90 s generation.
I. Increasing Employment Channels and Directions With the development of the country, there are more and more social employment channels. The post-90s generation happened to meet this era. If you have more choices, you will inevitably change jobs frequently! After all, going to a better place is the beautiful yearning of the broad masses of the people!
Second, the state's support for post-90s entrepreneurship has increased, and it is now in the stage of daring to fight. With the encouragement of mass entrepreneurship and innovation in recent years, it has created a good environment for entrepreneurship and further reduced the risk of entrepreneurship, so it is a good choice to resign and start a business.
Third, support from the previous generation. One of the best innate advantages of this generation after 1990s is that their parents have created a good foundation for them. They basically have no trouble getting on the bus and housing. These two things have basically solved the worries of the post-90 s, and they are no longer bound by car loans and mortgages. Naturally, they can let go!
The media reported the news of leaving the post-90s, rendering the post-90s unstable and impulsive image, and most of them left their jobs normally in real life.
Secondly, the high turnover rate of the post-90s generation is a normal manifestation of the great environmental changes.
1. Originally, young people born after 1990 just entered the workplace and worked at the grassroots level, which was inherently mobile.
When you have just left school and entered the workplace, you will often find that the actual work is quite different from what you learned at school and what you expected.
Moreover, doing grass-roots work involves many things, great pressure and low wages. Some people can adapt to these differences quickly, while more people may need to constantly adjust their career plans and find jobs that suit them.
2. Diversification of job-seeking methods reduces the job-seeking pressure.
It's not difficult to quit your job and find a new job. Therefore, when "money is not enough and work is unsatisfactory", resignation will not bring great pressure to individuals, and the high resignation rate is normal. Especially for most post-90s generation, the only child, parents' love and resignation will hardly bring any pressure, and the high resignation rate is normal.
3. It is not easy to derail, and the transparency of wages is getting higher and higher.
Now there are too many information channels, and the degree of salary transparency is getting higher and higher. Therefore, those enterprises that don't pay attention to human resources management, such as those that can't provide reasonable salary structure and promotion channels, and those that can't give reasonable salary to the market, will lose their competitiveness in the human resources market competition, and such enterprises often have a higher turnover rate. Compared with previous generations, the post-90s generation is even more reluctant to settle down.
But for individuals, try not to leave their jobs willfully without a good career plan. After all, too frequent job-hopping will also reduce your workplace competitiveness.
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