In order to manage the post-81s-91s employees well, we must understand their advantages and disadvantages and the causes of their behavioral characteristics. Only after understanding their advantages and disadvantages and the causes of their behavioral characteristics can we really know them and enter their inner world.
after understanding the advantages and disadvantages and behavioral characteristics of the post-81s-91s generation, what we need to do next is not how to change their shortcomings and behavioral characteristics, but how to change our understanding of them. And then guide them correctly. The post-81s-91s phenomenon is both a social problem and a management problem.
In recent years, the "post-81s and 91s" employees have become an important research object of human resource management in China. With the passage of time, enterprises are faced with such an embarrassing choice-they need to employ people, but they really don't know how to use the "new and new human beings" created by this special era and family education background. The "post-81s and post-91s" are a special group, and they are deeply branded by the times: the only child, the reform of higher education, the expansion of colleges and universities, the change of the times, the market economy, the great conflict and fusion between eastern and western cultures ... < P > They are the "crystallization" of both Chinese and western cultures. They themselves are a "contradictory * * * body". They have not only received the "socialist education" under the planned economy system, but also received the influence of the "reform education model" under the market economy environment. When they were studying the superiority of socialism in primary school, the teacher taught that "planning is the main way to allocate resources is the superiority of socialism". However, as soon as they entered middle school, it has become "market adjustment should be the main way to allocate resources", which is the characteristic of Socialism with Chinese characteristics's market economy system.
dare to think after p>71, dare to say after 81 and dare to do after 91; I can't believe that the post-1971s generation is the truest, and I can't imagine it after the post-1991s generation ... In the farming era, the difference between generations may not be too great, but today, when we enter the information age, even the gap of 11 annual rings will give people a distinct brand of the times. Therefore, it is not the post-91s generation who are born with individuality, but the Internet, while flattening the earth, also grinds out the distinctive characteristics of the post-91s generation.
I have heard a story: a company has just received a group of college graduates (born after 1991), and the company normally attends attendance. The normal working hours of the company are 8: 11 a.m. and 6: 31 p.m. During an attendance check of office staff, a newly recruited college graduate was late, and he was punished 5 yuan/time on the spot according to company regulations. When the office staff issued a ticket, the employee actually asked on the spot: "Is there a monthly subscription?" After listening to the story, everyone laughed it off. But as a business leader, you can't laugh at it. Frankly speaking, this problem is also faced when we carry out enterprise management.
Lu Xun's lament that "every generation is worse than the next" has been applied to the group of "post-91s" for countless times. The lost generation, the self-centered, socially irresponsible and defeated generation, when it comes to the post-91s generation, people can say such a long list of words to describe them without thinking through their brains. Selfish or indifferent, these psoriasis-style labels should not be attached to all the "post-91 s" employee groups.
Worried alarmists once predicted that the post-81s generation was a beat generation, but they stood the test after the post-81s generation in the face of right and wrong, and finally did not collapse, and shouldered social responsibilities without hesitation. Some people also say that the post-91s generation is even worse than the post-81s generation, and it is a "collapsed generation". However, from last year's blocked overseas Olympic torch relay to the Wenchuan earthquake relief, the spirit of perseverance, self-improvement and mutual assistance shown by the post-91s children is not inferior to any previous generation.
In the political arena, it is news that people in the 1961s were selected as provincial and ministerial level cadres, because most provincial and ministerial level cadres were born before the 1951s. We are from the 1971s, and now most of us are shouldering important responsibilities in our units. However, many middle-level executives and business representatives were born in 1981 or even after 1991. Almost all elders are looking at the younger generation with an uneasy eye. When this concern develops into a kind of worry and cannot give a new generation a heavy responsibility, this concern is a deformed expression of a sense of responsibility in the heart.
Different times create groups with different personalities, but the same is a sense of social responsibility. Although "post-91s mean girls" and various "post-91s backdoor incidents" emerged in the large group of post-91s, there were also post-91s champions who won glory for their country like Long Qingquan, and a group of post-91s college students who made great efforts to save lives and devote themselves heroically. At a critical juncture, like previous generations, they have not forgotten to assume social responsibilities and contribute their own strength.
when analyzing the post-91s generation, people often quote a sentence from Harold Rosemburg's Death in the Desert, "The symbol of a generation is fashion: but the content of history is not only clothes and jargon. People in an era either bear the burden of change belonging to their era or die in the wilderness under its pressure. " Indeed, the mature "post-91s" frequently stepped into the center of the social stage and played an increasingly important role. They began to take responsibility and stick to it, and also won recognition and respect from more and more people in many aspects.
In fact, employees born after 91s, 81s and even 71s need to be respected and recognized. However, we often see that many post-91s shop assistants are not rich enough in work experience and ability, which often leads to their ideas and suggestions being easily rejected and rejected. However, when they are still young, they don't know how to deal with it. Generally, they will think that they can't get the respect and recognition they deserve. When they have suffered such experiences many times, they will have a strong sense of frustration, and then they will make a series of things that make these leaders after 81 s and 71 s unable to understand.
a real case-an employee once communicated with me before she left, saying that the main reason for her leaving was that no one wanted to adopt her opinions, so she found it boring to do it. They quit so easily because they can't get enough attention and respect. In fact, what they do has only one purpose, that is, they need to get more attention and get more respect and recognition from leaders and other colleagues.
The most valuable part of an employee lies in his enthusiasm and creativity, not his physical strength and apparent attendance rate. The value of working without effort to any enterprise is very limited. Using the standard of good people is the embodiment of employee performance. The degree of creativity of employees in enterprises comes more from their subjective initiative, and the stimulation of subjective initiative depends on the boss and his enterprise environment. The author will share with you the following case-Haidilao Hotpot, the first brand of catering service in China. More than half of its employees are young people born in the 1991s or 1981s, and it is these young people's spontaneous creativity that makes Haidilao's considerate service level. However, it is not only the employees who enter Haidilao who have this high-level work consciousness, but the corporate culture, working atmosphere and working environment of Haidilao have shaped these young people. Zhang Yong, chairman of Haidilao, has long advocated the employment concept of "All men are born unequal, and their fate is changed with their hands" and the employment concept of "Only by treating employees with care can employees treat their work with care", which is the driving force for forming good team execution and cohesion. Haidilao is engaged in a completely open traditional industry, and the competition in the hot pot industry is no less exciting than that in any FMCG industry. Therefore, the employment method of Haidilao is worth learning from all enterprises, especially the dealer enterprises in FMCG industry.