Are the seniors in the current workplace reluctant to bring new people?

Nowadays, there is such a phenomenon in the workplace, that is, you will find that many newcomers cannot find someone to take them with them when they join the company, and the old employees are not very enthusiastic to answer the newcomers' questions. Even some old employees with bad tempers will show an impatient attitude when the newcomer asks him for advice. I don't communicate much with new employees.

In fact, it is because the entry of new people is not as stable as in the early years, and now with the improvement of everyone's living standards, everyone's family will have a little money, so that everyone can't even solve the problem of food and clothing, and there is no pressure of housing and car loans, so they are at work, most of them are worried about how happy they are to work, and they can't stand the slightest grievance in the workplace, and they can't stand the slightest scolding from the leader.

There is also a kind of old employees who chat with their hearts for a period of time, and then the newcomers leave, and then there are newcomers who join the company and continue to teach. This repeated teaching, so many old employees have changed their mentality, and they are not as serious and responsible as before.

The second is that bringing new people will increase their workload for no reason.

Nowadays, most of them are very indifferent in the workplace, and there are very few good old people anymore. Everyone is busy at work, and if you don't finish your work, how can you make time to bring new people? So this is also a very real problem.

Everyone has their own selfishness, whether to bring a new person or not depends on the individual, some people just feel that I am not busy with my own things how to help others, so it is not enough.

The current seniors in the workplace are not all unwilling to bring newcomers, and the premise of the company's rewards is still willing. Those seniors who are reluctant to bring new people feel that they are likely to delay their work.

A person's normal working time in the workplace is 8 hours, if you spend time to teach newcomers, the time spent on your own work will naturally be reduced, besides, you can take on the task of leading newcomers are basically the backbone of the company or department, their original work is more important, who would want to teach newcomers without reward, and delay their important work, right? Therefore, we often see a senior employee or supervisor at work to show that a newcomer is"Sheep herding style"Management, the first is not to bring, the second is not the time and energy to bring, to help others should also be carried out, without harming their own interests, the work at hand is a time node and KPI assessment, to investigate down, is to take responsibility, and with new people at will.

Then there is how can one's own valuable experience be easily passed on to others.

Many people's work experience is summed up by themselves in the work, all the way to the face of difficulties, is to experience a lot of hardships and hardships, and even fell into a lot of pits, took a lot of wrong paths, only to realize, look at the Journey to the West, the Buddha to Tang Seng to pass on the scriptures have to charge a certain fee, the workplace is similar, I have worked hard to sum up the experience to tell a newcomer in vain, is there such a cheap thing in the world?In fact, many things, the seniors tell the newcomer, he may not be able to listen to them, he has to touch them himself, and he knows the depth only when he bleeds. In the workplace, there is basically no return for veterans to pass on their experience to newcomers, and individual new employees with flexible brains will be diligent to help"Master"Only by doing things can I get some experience imparted, so this is also the reason why I am reluctant to bring new people.

Indeed it is. Nowadays, seniors in the workplace are becoming more and more reluctant to bring new people, and most of them say "I don't want to." "Because it was assigned by the leader, there was no way to bring it. Why don't you want to bring new people?

They gave the following reasons:

1.My level is very average, not much better than a newcomer, and I am afraid of showing timidity. There is a saying that "I have a bucket of water to give someone a drop of water", I don't even have a "half scoop", how can I bring a new person?

2.When they first arrive, they may have a little admiration for the "old man" in the workplace for a short time, but they will soon find that the "old man" may have more "experience" than them, and when they find self-confidence and can be on an equal footing with the old employees, they will even have the consciousness of "anti-old man" in their hearts, and most of the "old people" hate this kind of ideological transformation.

3.It is difficult to grasp the scale and achieve smooth communication with newcomers. Especially for the kind of newcomer with poor understanding, there are some things that you may say several times that he doesn't understand, or he "understands" and lets him actually operate only to find that he still doesn't understand. Everyone is a colleague, and it's not good to say anything heavy or light.

4.Nowadays, how many post-80s newcomers in the workplace will really recognize you as a teacher and respect and respect you?Putting in the effort to bring new people, but it is difficult to find a sense of accomplishment.

5.Firm. The performance will not be considered to bring new people, and if you bring new people, you will not increase your salary, but delay your own performance.

The cost of the new person in the workplace has just taken over the work, and the progress of the work will definitely be relatively slow. It takes a certain amount of time to learn and practice in order to master basic job skills. It is difficult for an old employee to bring a new employee, because it takes up a certain amount of working time, and it is not as fast as writing a report for a new employee to revise a repetitive mistake.

You'll also need to go out of your way to explain the details of your work that are prone to errors, point out mistakes, and tell you how to fix them. Are you tired? They bring in new people when they delay their normal work.

If they want to get the job done, they can only work overtime to keep the work on track. Bringing new people, isn't this asking for trouble for yourself?

A competitive workplace is a place full of competition, and the relationship between people is very delicate. Today's friends can turn into enemies tomorrow. The experience I have summarized over the years is an intangible asset for the elderly in the workplace.

Why should I give them to? In addition, as the saying goes, the disciple dies of starvation. If you develop new employees, you may develop yourself into competitors, and it will be difficult to get a promotion and a salary increase in the future.

The difficulty of bringing the old with the new exists in many enterprises, and there are generally the following two reasons for this:

The company does not have an incentive mechanism for new employee training, but hopes that new employees can get started as soon as possible and grow rapidly. Therefore, a system has been introduced to require newcomers to designate a special master to train them after they join the company. However, the actual situation is that the old employees will not really care about the development and training of new employees, unless the character of the new employees is very suitable for the master, and the master will be carefully cultivated after the master's approval.

The incentive mechanism cannot promote old employees to take on the responsibility of training new employees, especially in the foreign trade industry, where the growth cycle is relatively long. Veteran employees would rather spend their time discovering new customers than developing new ones.

So in this case, what kind of mechanism should enterprises establish to promote the "old with the new" and build a talent echelon?

Here we need to distinguish between the training objects, that is, those who can directly produce economic benefits and those who do not directly produce economic benefits.

For the first type of personnel, performance commission is the most direct and effective way to motivate, the more apprentices are trained, the stronger the ability, and the more economic rewards the individual can get.

For the second type of personnel, because there is no direct economic output, it is necessary to change the way of talent training incentives, and make talent training related to their salaries in an indirect way.

Yes, the vast majority of people, even if they are not busy with work and have enough time, will still be reluctant to bring new people.

1. It is necessary to bear a lot of "joint" responsibilities.

Teaching new colleagues is more of a task. For many companies, whether it is a manager or some more senior employees to bring new colleagues, it is a work task, and there will be no incentives, additional subsidies, etc. It's a one-way task.

If you are a person who has experienced bringing a new colleague, you will encounter such a situation: you have told a new colleague about something, but when he makes a mistake, he will say: "I don't know about this, I haven't talked about it before."

In this case, everyone should be very angry, but you don't have any evidence, after all, what you have said, that is, what you know with him, is all verbal, and there will be no evidence. Even though I know that my colleague is not lying, but really doesn't remember, I still get angry. Therefore, when you bring a new person, you feel that once you start to bring it, you will be responsible for all the work of this person in the company.

If the person's work performance is relatively good, the leader will feel that the newcomer has good learning ability and accepts quickly, and will not have the credit of mentoring. But if the person makes a mistake in his work and is not familiar with the process, the leader will feel that the instructor has not explained it clearly.

2. It will greatly increase the workload.

Bringing newcomers, the more annoying thing is not to talk about those workflows. These can be done step by step according to your own plan. What's annoying is that it has too much uncertainty.

Bringing a newcomer, when he is not familiar with the preliminary work, he may have questions and difficulties at any time, and will need to ask his mentor, or need to mentor to assist in handling, there are a lot of temporary, uncertainties, will disturb the normal work of the mentor.

3. "Selfishness" mentality.

As the saying goes, "The apprentice of the church starves to death the master." And in many of the TV dramas we watch, the master always tells his apprentice about his "stunt" before he dies.

We may say that such a master is too selfish, but it is reasonable to think about it from the other person's point of view. In the workplace, if you are a manager, you will worry that if you tell your subordinates all the skills you know and rely on to "eat" you, your subordinates may replace you. And if you are just an ordinary employee, then the new colleague you teach, and then the two of you will still be colleagues, and you will be competing.

And it is normal for everyone to have a protective psychology of themselves. However, in this case, the conflict between selflessly imparting to others everything he knows and some of the methods he has mastered, and his own self-preservation, will make people feel very contradictory. Therefore, in order to avoid falling into such an embarrassing situation, they simply did not accept this kind of teaching task.

People who have a particularly strong ability to work and are particularly gentle are willing to bring new people; Seniors who have strong ability to follow the work chain, get along with others, observe carefully, know how to respect others, and help each other can learn things and be trained. Shed guess.

No matter what you do, you will be very good for the company, especially kind, especially gentle, such people are willing to bring new people can also learn things.

In the workplace, there are many helpful people who are stupid and entertained in the workplace, and they are also very good in the field of work, and they will have no reservations when bringing newcomers. You can learn a lot of unique skills.

For old employees, it also starts from new employees, and gradually changes to bring new employees. But many old employees don't like to bring new employees, and if they have a choice, they will definitely choose to refuse hunger. The main reason is not that he doesn't want to teach skills, but mainly because Zhaohui is "thankless".

Why? The reasons are as follows, if there is anything inappropriate, I hope to work together.

2. The tasks assigned to new employees often think that they are too simple, their eyes are low, and their attitude is not correct enough;

3. Make mistakes and not be convinced, and do not treat the problem as a problem;

4. New employees only want to be a quiet beautiful man and a weak woman, not taking the initiative, and communicating is very tiring;

5. Never remember what to do, let the old employees chase after the reminder;

6. There is no concept of time, and when the progress of the task is asked, it has not been completed;

7. The same problem is wrong again and again, and I don't summarize it, wasting the time of old employees;

8. There is no eye, the old employees are busy and do not take the initiative to help;

9. Will not find problems, poor self-learning ability.

10. New employees make mistakes, and old employees take responsibility ......

Old employees are also employees, but also to see the leader's face, mistakes will also be punished, if because of the new employee's mistakes and be the blame man, just ask, who will be happy?

Therefore, for new employees, if you are new to a company, if there are old employees to take you, you must be grateful, because taking you is a requirement of the company, not his obligation. For the old employees, they are also from the newcomers, and they will be more grateful to you if they are more tolerant and guided by the new employees!

So, what can new employees do to get up to speed as quickly as possible? The following points (applicable to all professionals) are summarized and encouraged by everyone.

1. Actively learn, find problems, take the initiative to report, and try to solve problems.

Among new hires, there are these types:

The first type: receive the task, do not report after completion, there is no doubt, and do other things casually;

The second type: when I receive a task, I am grinding, and every time I ask, I am still a little short;

The third type: receive the task and complete it quickly, ask for a review, and find mistakes again and again;

Fourth: receive the task, complete it on time and conscientiously, and have the problems found by yourself, and ask for other matters after completion;

Fifth: After receiving the task, I don't open the way, I explain it many times, but I still can't understand it;

Sixth: When you receive a task, ask for a while, ask frequently, and have no opinions.

Without a doubt, the fourth type is the most preferred. Because this kind of employees are serious and down-to-earth, there is feedback and family members to answer questions, and of course, the progress is also very fast. Others, with a noticeable lack of initiative.

As a new employee, being able to complete tasks independently, and take the initiative to communicate with your teachers and ask for new assignments, this trait may seem like nothing, but it will leave a good impression on old employees. I don't know too much knowledge, but I can try to do it with the help of various methods, come up with a preliminary solution, and then ask the teacher for advice after completion, so that communication is effective communication, rather than blindly telling you to remember, and forgetting it after a while.