What corporate cultures are the most objectionable to the post-90s generation?

For example:

01 Unnecessary open office space

Open office spaces were once entrusted with the vision of facilitating communication, equality and efficiency, but this often It’s not the real needs of today’s young workers, it’s just the wishful thinking of employers.

According to a study by The Sound Agency, employee productivity plummets by 66% in open office environments.

For departments that require frequent communication, an open office environment is indeed conducive to the exchange of information. For those who do not need frequent discussions, especially those in creative departments, the sound of voices, phone calls, and various interference in an open office environment will only seriously affect their office efficiency.

What’s more, for employees, occasionally relaxing and leaving their workstations for a while are necessary adjustments to complete the work in creative work.

But in an open office, everyone can see what everyone else is doing. Some leaders will also install surveillance cameras in the office, wanting to keep an eye on every move of their employees. This only promotes unnecessary stress.

As everyone knows, the more intellectual and creative work is, the more it requires a tolerant and private environment. The benefits outweigh the losses of having an open office.

02 Must do team building on weekends

Frequent team building on weekends can be said to be the most tiring, boring, and the most annoying thing for young people. Companies can’t spend money on it. Please.

Compared with the past, a distinctive feature of the post-90s generation is that they have a strong sense of boundaries and pay attention to personal time and space.

Weekend team building takes up time outside of work. Compared with working hours, employees have very little personal time. What to do may be arranged before each weekend arrives. As a result, as soon as the company issued a notice, the entire weekend was confiscated. You can imagine how you felt.

There are even some weird companies that require employees to bring their family members to corporate events. Businesses may feel this is strengthening relationships, while employees feel it is an intrusion into their private lives.

How many employees of the younger generation have made up their minds to leave their jobs because they were squeezed out of their personal space by "official business" time and time again. What's more, your company has not paid their significant other a salary, and you have stretched your hands so far into their homes. What to do?

Many bosses have no awareness of this aspect at all because they grew up in an era when they were deeply attached to their work units.

03 Regular office dinner party culture

The regular corporate dinner party culture is a hybrid product of the legacy of Japanese companies and the Chinese wine table culture. It is a double burden on employees' time and health.

However, many leaders believe that the company's regular dinner parties are a reflection of the company's human touch and humane management - because most of the meals are paid by the company.

For the materially rich generation born in the 1990s, it is rare for them to feel the human touch of a company during free dinner parties.

Chinese dinner parties are often more than just eating. Red tape, favors, intrigues, and bickering often make one meal too tiring and painful.

Especially employees born in the 1990s are more tired of the red tape and various taboos on the dining table. If they are asked to accompany their leaders to eat, they would rather eat a bowl of wontons on the roadside than have a big meal with their boss. of comfort.

Many bosses have a myth that this kind of after-school social interaction can allow employees to deepen their relationship with each other. As a result, eating back and forth not only failed to solve the actual conflicts at work, but also created new conflicts at the wine table.

04 Over-management, stacking forms

When the company reaches a certain level, the organizational structure has more and more levels, and the service chain becomes more and more lengthy, just dealing with the process itself can Many new positions have been created.

I once read an anonymous complaint from an employee of a state-owned enterprise on Zhihu. The branch company he worked for had taken a fancy to a store and wanted to buy it as a business hall. The price had been negotiated, but the entire internal approval process required sufficient A total of 54 people signed it! Leaders have been busy chasing the signatures for a whole year.

A year later, everything was completed, but the price of the house had doubled, and the day lilies were getting cold.

"Following the process" is actually the easiest and most mindless way to get around.

One year passed in a flash, and the New Year was about to come again in a flash. Winter turned to spring, and day after day, we supported a lot of old people who did nothing but get paid for nothing.

Employees born in the 1990s are often just starting out, they are still very ambitious, and they still have many hopes and expectations for the future.

Let young people waste their time in the process of retreat like old people and lose their sense of value. Of course that person has to leave.

05 Require subordinates to continuously report work progress

A boss’s excessive desire for control is the most uncomfortable workplace experience. People who have not experienced it will not understand.

This type of boss lacks trust and security in everyone and everything around them. In order to calm down the anxiety that surges at any time, they need to monitor and control the work progress of their subordinates at all times.

Hold endless meetings and ask subordinates to report every detail of their work. Even in order not to take up employees' working time, they make full use of off-duty time to conduct online voice conferences, and employees report work while taking the subway.

This has no meaning other than draining employees’ energy and satisfying the boss’s personal desire for control.

The post-90s generation needs a certain voice and sense of participation. Bosses who are overly controlling are the least able to give them this kind of thing. All they need is a parts handle that can carry out their will anytime and anywhere.

06 Time-wasting reimbursement system

Anyone who travels a lot knows how annoying reimbursement documents are. Along the way, I collected piles and piles of documents - invoices were issued for meals and hotels (now not only do I have to issue invoices, but I also have to fill in more than a dozen tax ID numbers).

The most annoying thing is taking a taxi, carrying a lot of crumpled receipts in my pocket. During the day, I talk to customers about the general economic situation, and at night I go back to the hotel and dig through my pockets to find lumps of rubbish. How does it feel to flatten the invoices and paste them onto the paper one by one with glue?

Especially in high-end service industries such as investment banking and consulting, the core asset is excellent brains. The working method requires these brains to be constantly transported to various places to meet the needs of customers, so this group of people travel very frequently.

The cost of these people’s journeys is astonishingly expensive on an hourly basis. As a result, a large amount of time is not spent on core work, but is spent on posting invoices, which is really a huge waste of resources. waste.

A good company must be reflected in the efficient use and allocation of resources, and use efficient management systems to maximize the value of employees.

Saving employees’ time is essentially increasing profits for yourself. A good company culture not only puts corporate efficiency first, but also takes into consideration the time efficiency of employees.

If you always don’t take your employees’ time seriously and squander it arbitrarily, high-value people will eventually leave you.