Time flies, the post-90s generation, once labeled as "rebellious", has gradually become a new generation of power in the workplace. Just when young people should be pregnant with Ling Yunzhi's post-90 s, the recent screen-brushing incident is embarrassing:

The first batch of post-90s stomachs have collapsed.

The first 90-year-old people have gone bald.

The first 90-year-old people have become monks.

Bald before becoming a monk, one-stop service, and the life of the "Buddha" after 90 can be said to be quite hard. The so-called "Buddhism" means: it is ok to have it, it is ok to have it, and it is ok not to fight, regardless of winning or losing. In contrast to Buddhism, the post-90s job-hopping rate is extremely high. In the eyes of more and more young people, job hunting is more like "trying".

From the company's point of view, on the one hand, it needs fresh "blood" to inject vitality into the enterprise, on the other hand, it has to be rejected because of the instability of the post-90 s. After all, the future belongs to the younger generation. How can enterprises retain the post-90s generation who "become Buddhists before they are old" and train them into excellent employees? Pan-micro e-office collaboration platform provides all-round help for enterprises to cultivate and retain talents in response to the demands of post-90 s professionals.

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Career demands 1: being concerned

As the only child generation in China, the growth of the post-90s generation is always surrounded by "spotlight". They can't stand being ignored and want to be noticed. In view of this demand, enterprises can conduct all-round tracking and attention through electronic office system when new employees join the company.

When new members join, enterprises can push relevant welcome words through the address book function. In the welcome speech, you can briefly introduce the new employee, including his previous work experience and the university he attended. So that new employees can quickly integrate into the group. On the other hand, new employees can get familiar with the training induction as soon as possible by sending the induction process and complete the "novice task" as soon as possible. Of course, enterprises can also record the birthdays of each employee through file management, and send birthday wishes on the birthday to let employees experience care.

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Career attraction 2: being helped

As a 90-year-old who has just entered the workplace for a few years, he is still a newcomer in the workplace after all, and he needs to learn in many aspects. How can enterprises get through the channels of internal knowledge sharing, so that the new post-90 s employees who lack experience and skills can grow rapidly?

This problem can be easily solved by electronic office document system. "Documents" can not only precipitate corporate culture, business processes, management systems, etc. And enjoy knowledge efficiently. Through the sharing of instruments, technology and knowledge resources, employees who want to grow up have a platform for rapid learning, and enterprises gradually transform into "learning" organizations.

The knowledge map built around the post and business contains all the contents needed by a workflow, and becomes a fast channel for new employees to improve themselves. For example, for the promotion of sales skills, all relevant knowledge can be collected through the sales knowledge map, including the knowledge, skills and methods needed for sales.

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Career attraction 3: Being needed

Through systematic enterprise training and self-improvement, the post-90s generation also has the demand of being "needed". At this time, managers should allocate tasks reasonably and formulate performance-based measures.

For example, if you encounter problems that need to be discussed, you may wish to bring new employees to the cooperation zone and listen to their ideas and opinions. Maybe there will be unexpected surprises. Through task management, a task can be reasonably subdivided, so that post-90 s employees can actively participate and tasks can be graded. With regard to performance, managers can make target planning according to the actual situation and draw clear work priorities for employees.

The post-90s generation became Buddhists before they were old. They should not evade their social responsibilities in the name of Buddhism and become a so-called "dispensable" generation. Similarly, society and enterprises should give more patience to the post-90s generation, and let them grow up quickly and become pillars of society at an early date through a sound talent system and knowledge system. Pan-micro electronic office collaboration platform will certainly act as a "medium" to help enterprises cultivate more excellent and competitive "fresh blood".