What's it like to enter the workplace after the personalized 90s? In the eyes of HR, what is the difference between them and their predecessors in the workplace? Xiao Dan, marketing manager of Harbin and expert of human resource management in Heilongjiang, has some opinions on this. Because her daily work content is not to listen to job seekers, then comfort and persuade them, and finally guide them to make reasonable career plans, but to listen to the complaints of corporate HR, saying that the actions of newcomers in the post-90 s workplace often make them depressed. Just a few days before the reporter interviewed her, Xiao Dan also walked into the university campus and gave a job-hunting lecture to the post-90s students of Harbin Institute of Technology. On the afternoon of 22nd, the reporter came to Xiao Dan's office. She told reporters some typical cases of post-90s workers. From these cases, we may get a glimpse of the post-90s workplace. ...

Typical case 1

Want to jump ship if you don't adapt to the environment

Xiao Wei, born in 1990s, never really worked after graduation. "I have changed jobs three times, but I always feel boring." Xiao Wei said that all three jobs were contacted by his father. "My first job was sales. I am introverted and unwilling to socialize. I don't think that set is suitable for me. " Later, I engaged in network maintenance work, purely technical work, and did not go to socialize. A month later, he offered to resign again on the grounds that he was "too tired! I have to work overtime all day. Do I live to live or to work overtime? Simply fired the boss's squid. " The reason for resigning for the third time is even more outrageous: "The new company has a bad corporate atmosphere, colleagues are not interested in life, and the supervisor is rigid. I think this environment is too bad. "

diagnose

Boldness and liveliness are the new features of the post-90s generation. They don't have the idea of staying in a work unit for life after 70. Their expectations for employment are "high salary" and "happy mood". As long as you find a job you like better, or you are unhappy in your work unit, you will leave your original post immediately with a clear love and hate. They have no psychological burden, and think that it is natural for enterprises to jump ship and jump ship, and they can't use "loyalty". On the one hand, these differences are related to the changes of the times, on the other hand, they are also related to the changes of family education concepts. Usually, the parents born after 90 are born after 60, and they put more emphasis on "self" consciousness in the education of their children.

support

Go left: If you want to grow into a mainstay in the workplace, you must consciously overcome your shortcomings of impetuous mentality and lack of patience and interest in things. Adjust your employment mentality and don't aim too high. If every post is a dabble, not only will you never learn anything, but you will also be unable to accumulate relevant work experience. Calm down first, start from the basic work, and then achieve further career goals through your own efforts.

Go to the right: Last year, a recruitment company conducted a career planning survey for the post-90s generation. The results show that they pursue "happy work", and the "work contract" formed between enterprises and employees is gradually evolving into a "psychological contract". They pay attention to their own feelings and often act with strong feelings, so enterprises should pay attention to mobilizing their "emotions" and let them get a sense of accomplishment in their work.

Typical case 2

I can't stand conflict with my boss.

Xiaowen, who just arrived in the new unit after 90, is very appreciated by the leaders because she is smart and eager to learn. The leaders thought, we must train her well. One day, the leader asked Xiaowen to order water on the other floor of the office building, telling the water ordering company to send the water directly to the underground garage, and the driver should immediately transport the water to the meeting place. Things are not complicated. Xiaowen quickly ordered water from the water ordering company, reduced the price with them, and then went to the underground garage with the boss to wait for water. Ten minutes passed, the water hasn't arrived yet, and no one answered the phone to order water. The leader asked Xiaowen to communicate again to confirm. Xiaowen made a phone call to know that the original water delivery worker sent the water downstairs, but no one was there, and the water was sent to the company office. Xiaowen immediately said, "I'll go upstairs and get some boxes of water. I can take them down. " After listening to Xiaowen's words, the leader was a little angry. The reason for being angry is that Xiaowen didn't realize his own problems. Her mistake is lack of communication. So the leader said, "You don't need to carry water or anything. You should arrange things well. " "I have made it clear, I also bargain, I also admit my mistake, I'll fetch water myself. Isn't that enough? " "You still don't understand, your fault is unprofessional, you don't have to carry water ..." The latter thing is even more shocking. Xiaowen returned to the company and suddenly fainted in the bathroom. After waking up, she began to cry. She is highly valued by the leaders and doesn't know what to do. She kindly taught her. How did this happen?

diagnose

Now HR always mentions EQ, IQ and adversity quotient when training new employees. In fact, the EQ and IQ of post-90s are generally higher than those of post-70s and post-80s, but their adversity quotient often becomes a short board for them to enter the workplace. Adversity quotient, as its name implies, refers to a person's ability to bear setbacks, or to deal with adversity. In the workplace, the latest example of a new employee is the boss. You should understand that the boss's expectation is the best channel for subordinates to grow up. The boss is strict with you and has expectations for you.

support

Go left: If you want to achieve something in the workplace, work like a boss and see his work attitude; Imitate your boss's working mode and words, understand their working methods, learn your boss's working philosophy ... and put these into your own habits and actions, and you will change unconsciously.

To the right: Newcomers in the post-90 s workplace are all only children, a little effeminate and willful. This requires managers to play the role of "parents" in the company, communicate with post-90 s employees more, and pay special attention to giving them timely and direct work feedback. At the same time, the boss should take on more responsibilities and use some methods more wisely to help the post-90 s grow rapidly in the workplace.

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Typical case 3

Why should I be ordered by an old employee?

As a newcomer after 90, Yuan Yuan is very confused. In fact, her work performance has always been excellent, but she often feels depressed because of her poor interpersonal relationship. When she resigned for the first time, she said that some old employees always cleverly pushed the work to her. At that time, she was very angry and immediately broke out. "I should do what I should do, and I should never do it." Then, I offered to resign. "Don't think that you can bully me just because I am a newcomer." By leading the persuasion of "moving with emotion and understanding with reason", she stayed. In her later work, she also learned from the last experience, began to review herself and learned to be patient. But because she didn't grasp the scale, she did all the pushing work. Although her good temper has won her good popularity, she often feels particularly wronged. Therefore, she offered to resign again. "You can't be employed at work."

diagnose

They will not refuse others' troubles correctly, which has become a common problem for many newcomers in the post-90 s workplace. They either express their position with a tough attitude and defend their rights and interests, or they just submit to humiliation. In fact, there is a limit for anyone to help others, especially at work. There is not much difference between what everyone does. Without you, others can finish the task. Rejection is a kind of performance according to one's ability, and it also helps old employees to reflect and examine their behavior, but you should pay attention to the skills of rejection.

support

Go left: three glasses of water, one glass of cold water, one cup of hot water and one cup of warm water. Put your hand in cold water first, then in warm water, and you will feel that the warm water is very hot; But if you put your hand in hot water first and then in warm water, you will feel that warm water is very cold. The same cup of warm water, the temperature has not changed, but how can there be two different feelings? This wonderful phenomenon is the "hot and cold water effect". Say no in the workplace and be good at using the "cold and hot water effect". First of all, say the reasons for refusal in a pleasant way, and be polite and decisive. Never say "I'm sorry", just say "I really can't do anything".

Go right: The post-90s generation pursues personality respect and self-realization, with special emphasis on fair management and information transparency. When managing the post-90 s newcomers, enterprises should not let them feel that "this requirement is only for me, and this requirement is only for newcomers". Enterprises should pay attention to guiding old employees in this respect.

Typical case 4

I don't want to do trivial work.

Xiao Huang, who worked in an advertising company for six months, pushed open the door of the manager's office. "Leadership, I am obviously applying for copywriting design, but now, I have been here for half a year, but I am repeating some irrelevant work every day, such as making phone calls, fetching water, sorting out materials, copying documents ... These jobs can be done by people with junior high school culture. Why should I graduate from college? This is a waste of talents. When can I get ahead? "

diagnose

After entering the workplace for the first time, 90, faced with trivial basic work, often have similar complaints. Because a hidden rule in enterprises is often: running errands, things without any technical content are always prepared for people without work experience. The anxious post-90 s encountered this situation, but they were not as forbearing as their predecessors, and could not help but stand up and "defend their rights." Although this kind of protection of "self-rights" is out of date and not modest enough, it may be the bright spot of the post-90s generation. They are more daring to express themselves and have a sense of equality and social division of labor.

support

Go left: Enterprise managers often discover and cultivate talents through trivial matters. Therefore, it is very important for new employees to finish "small things" persistently. Only if they are serious, practical and resilient, the leaders will safely hand over the "big things" in the future to you. In fact, new employees should adjust their mentality, do small things well first, get familiar with the working environment and content gradually, then show themselves at the right time and stand out as soon as possible.

Take the right path: As far as enterprises are concerned, companies should provide more exercise opportunities for newcomers, let them participate in and undertake relatively complicated work contents, and arouse their enthusiasm and enthusiasm for work. In addition, it is necessary to explain clearly to the new employees that there are deep meanings behind these seemingly meaningless little things. Let them understand that these trivial things are the basis for understanding the operation of enterprises. Without basic work, it is impossible to do complicated work in the future. In fact, the post-90s generation is not as capricious and unreasonable as people think. They are more open-minded and willing to agree with other people's views, but only if the leaders can't assign or order them casually, they need to be more patient and give them a reasonable explanation. Enterprises can give them more challenging jobs and give play to their creativity.

Typical case 5

I am lovelorn. I want to ask for leave.

Jamlom: "Manager, I am lovelorn. I am in a bad mood and can't go to work now. I want to take time off and adjust myself. "

Manager Zhang: "Leave when you are lovelorn? The reason is not sufficient and is not allowed. "

……

A few days later, Xiao Xu came to the manager again.

Jamlom: "Manager, I must take a month off!" " "

Manager Zhang: "You've only been here for three months, so you have to take such a long vacation?"

Jamlom: "I'm too tired from work recently. I want to relax. I want to travel. The tickets are all booked online, just waiting for you to sign! "

Manager Zhang: "Can you find a reliable reason to ask for leave after 90?" You don't know who you are in the end. You just asked for leave a few days ago because of lovelorn love, and today you said that you would not ask for leave if you want to travel! "

Jamlom: "Whether you agree or not, I have to travel. Even if I am locked in here, I am not in the mood to work. If you are allowed to leave, I will come back to continue my work in a month. If not, it doesn't matter if I resign now. "

diagnose

Such a "energetic" post-90s newcomer seems a bit outrageous, but Xiao Dan has really come into contact with such an example. Because lovelorn affects work, they want to take a long vacation if they want to travel, and even some employees don't want to come to work just because they are in a bad mood on cloudy days. This idea is too self-centered. Mainly because some post-90s families have good conditions, so they don't cherish job opportunities, don't take resignation seriously, and lack a sense of responsibility for their work.

support

Go left: Everyone will play a role in the group, just like an actor. Once the post-90s generation enters the workplace, it is necessary to understand the role responsibilities, because the workplace has certain role expectations for every employee. While clarifying your rights, you should also clarify your obligations. After 90, in the workplace, I can no longer treat myself as a child and be willful. Don't make the wrong choice rashly because you are temporarily emotional. You should have a sense of crisis and enhance your sense of responsibility.

Go right: companies with clear systems are more competent for the management of post-90 s employees. If you want to manage the post-90 s employees well, you must "make a statement first" and refine all the agreements. For example, writing clearly "what the company encourages", "what the company doesn't advocate", matters needing attention in internal communication and leave rules in the employee handbook can reduce the unintentional mistakes of the post-90 s newcomers and their "destructiveness" to the existing system of the company.

postscript

Predecessors always like to judge the younger generation according to their own cognition. It is almost a habit not to like the next generation. In fact, it is impossible to make a correct and reasonable judgment on the growth trajectory of a generation without looking at the problem from a developmental perspective. No matter how long the post-90 s label will be posted, no matter whether their predecessors encourage, tolerate, criticize or complain, I believe that everyone's heart is more about blessing and expectation for them, because if a generation stays, they are the future of the world. ...

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