What do the post 90s generation think of the popular overtime culture in society?

There are two considerations for whether to work overtime, the first is whether the body can bear it. The second is the economic demand, especially for newcomers in the workplace, who must not only get rid of singles but also get rid of poverty, and do a good job in poverty alleviation, the first thing is to work overtime. One night at 11 o'clock from the Tencent Building, I met a colleague who ridiculed, why did I get off work so early today?

Back home WeChat chat with friends, this guy stayed in Huawei's South Africa representative office, this guy was not alarmed, said that one day the department leader at half past 12 o'clock in the evening, saw a few people left, and his face immediately pulled down, why did he get off work so early, who did so much work. The overtime culture of Tencent, Huawei and other companies has been exchanged for hundreds of thousands of bonuses or dividends that everyone envies at the end of the year. If there is a mismatch between income and work intensity, the boss often encourages dedication and obliges to work overtime, which is completely deniable.

That's how I personally look at overtime. Working overtime or not working overtime, doing things and not doing things are all for the ultimate goal – a better life. In order to have a better life, we need to constantly improve ourselves (business skills, work experience), so only the time at work, I personally think that it is definitely not enough, so we need to use our spare time, either to go to the company, or at home, the result is the same.

So I think the results of the work should be measured by performance, not whether or not to work overtime. Of course, overtime is a process indicator, and the boss of any business will like someone who takes the initiative to work overtime (provided that the performance is produced).

If it is not due to their own inefficient way of doing things, and finally things need to be reviewed and handled, this kind of overtime has a positive effect on their career development, then this kind of overtime is beneficial, and most people can accept it. It's a pity that some people work overtime, because they should have dealt with things in 1 hour, and they delayed it until 3 hours. This kind of overtime is not recommended and does not help you in your career development in any way.

If you don't finish something within your scope of work, it's normal to work overtime, and if you don't have enough ability and strength, you work hard to work overtime to make yourself as progressive as possible, which is also a very good thing. If it's my boss or I'm in a company that doesn't care about the lives of its employees, I'll quit. If the salary is relatively high and the ability is enough, of course, overtime is no problem.

If the salary is not high, you are not interested in the job, and you must not be willing to work overtime. There are many choices and ideas in everything, and part-time workers are free.

Let me start by talking about how I see my active and passive overtime. My initiative to work overtime. When I just graduated, I basically ran to the company as long as I had time, which is called voluntary overtime, because on the one hand, there is nothing to do at home, and on the other hand, I need to seize the time to study, make progress early, and take charge of myself.

I am disgusted by my passive overtime, but I think it also accelerates the pace of growth of myself and the company. Therefore, I personally advocate active overtime and self-driven, rather than passive overtime.

Most companies advocate for employees to work overtime without compensation. Many people complain about overtime, or because the money is not in place. For example, large enterprises can make a lot of money just by paying overtime a month.

But some companies just need you to do hard work so they don't give you money. If the company has to work overtime, it should be expressed in monetary terms.

If the job is okay and there is overtime pay, and you don't want to quit, then try to break the leader's mind. For example, you need to ask the leader to work overtime with you and let him stay up. If he comes home, call him **, and when he is about to leave work, tell him that you have changed the document again, and listen to his opinion.

In addition, you must learn to refuse, for example, all kinds of miscellaneous things, refuse when you should refuse, just say that you are still busy with other things, if the company is average, half of the work content, then go decisively.

For people in the workplace, overtime is a relatively common situation, and in the most fashionable words nowadays, that is: if you don't work overtime at work, then you are strange. But even so, we should not take overtime for granted, and in some cases, we should decisively refuse overtime.

This kind of overtime culture is not a slow process of formation as imagined, but the overall environment is bad, everyone has to work overtime, everyone relies on time to pile up, and then there is a job that you have to work overtime to varying degrees as long as you want to find a job with a salary that is okay.

Due to the imbalance of economic development, the dislocation of supply and demand, the epidemic and other reasons, the employment difficulties have made young people extraordinary"Cherish"Existing work. "In the final analysis, the overtime culture is not formed at once, nor is it brought up by a few companies, but the whole social atmosphere and social consciousness are reflected behind the individual cases.

1. Work is a skill, and life is the goal.

The essence of work is trading, and we exchange our precious time for money and a freedom of life!

Most of us are generalists, and it's good to have a job that makes a living.

Don't be delusional about chasing meaning in skills, life is where we realize value and find meaning, and it is our poetry and far-reaching obstacles.

2. Damage to the rights and interests of employees.

This high-intensity work regime makes individuals.

's leisure time is reduced, and I can't enjoy my current time.

It is easy to exhaust people and affect the health of employees.

It also seriously harms the legitimate labor rights and interests of employees.

3. From the perspective of the overall situation, the prevalence of overtime culture may not necessarily be able to add to social development. Do not contribute to growth. The progress of human balance is largely reflected in the cultivation of clusters in leisure time.

4. In the face of overtime culture, although workers have the awareness of rights protection, they are obviously on the weak side in the employment relationship and have lost the courage to say no to overtime. However, if you want to break the bad habit of working overtime, you need to be attentive in the workplace.

Overtime culture is very prevalent in today's society, especially in some industries and businesses. While there are some short-term benefits to an overtime culture, in the long run, it can have a negative impact on employees' physical and mental health, as well as impact on work efficiency and productivity.

From a personal perspective, an overtime culture can lead to problems such as physical fatigue, increased stress, and estrangement in family relationships. From a business perspective, an overtime culture can lead to increased employee turnover, decreased productivity, and reduced employee satisfaction.

Therefore, we should take a positive view of the prevailing overtime culture and take steps to avoid its negative effects. This includes:

1.Strengthen the supervision of laws and regulations to ensure that enterprises do not work excessive overtime;

2.Advocate a healthy and good working culture, and encourage employees to maintain a work-life balance;

3.Improve employee efficiency and productivity and reduce the need for overtime;

In short, overtime culture is a complex issue that needs to be addressed by the whole society. Only through multi-faceted efforts can a win-win situation for enterprises and employees be achieved.

I feel that we young people approach the overtime culture in the workplace:

1. We have no responsibility or obligation to carry out additional overtime, unless there will be a subsidy for this additional overtime, when it is necessary to feel the need.

2, if he has completed the things he should do and the tasks he has been assigned today, and he is very good, he will get off work at what time he should get off work, so that he has nothing to say;

3. If once you accept overtime in the workplace, he will default to that you have complied, and then the future overtime road can be imagined.

I have met many post-90s generations, who do not reject overtime, but their attitude towards overtime is often based on value substitution, such as overtime pay, such as being able to solve practical problems and gain a sense of achievement.

It is not for nothing that young people who resign or go to the leadership of such a young person because of overtime, but overtime must only be the fuse of this extreme behavior, and what really makes young people refuse to work overtime is more or the problem just now has not been solved, there is not enough labor value return, and there is no encouragement and correct psychological counseling from the superior leadership, and even such overtime may be unreasonable in the distribution of work tasks, etc., plus many times, the efficiency of overtime has not been significantly improved, just overtime for the sake of overtime, This kind of internal friction exacerbates the negative psychology of employees, and finally it is the influence of relatives and friends around them.

So what should young people do in the face of overtime in the workplace?

First, you can first clarify whether there is compensatory leave or overtime pay allowance for overtime, and complete the registration of overtime working hours in accordance with the company's system and declaration of articles of association.

Second, in the case of no overtime treatment, you can synthesize the value of the platform and the position itself, young people sometimes need a process of accumulation, in the workplace, "choice is more important than hard work" is not unreasonable, has obtained an opportunity, then we need to synthesize the value of the individual, in the wings are not yet plump under the imitation of pants, first focus on personal improvement.

Third, if overtime is due to the unreasonable assignment of work tasks, then it is necessary to strengthen communication with direct supervisors.

Fourth, if overtime is due to personal competence or efficiency issues, then it is necessary to strengthen the learning of professional knowledge, time planning and management, and actively seek the help of colleagues and leaders to improve the way they work.

;Young people need to be rational about work pressure.

Young people, you still have to be smart and steady.

In modern society, overtime culture has become a common phenomenon. Xu Ren inevitably had to face overtime, which made their lives stuck. So, how do you change your life stuck in the overtime culture?

First of all, we must understand the reasons for overtime. The overtime culture is formed because employees are forced to work longer hours in order to work more than the regular required workload. In this case, employees can only work overtime to complete their work because they don't want their work to be unfinished or considered unsuccessful.

Therefore, the root cause of the problem of overtime is a change in cultural atmosphere and values.

So, if you want to change your life stuck in the overtime culture, you must first change your own perspective on overtime. You must be aware of the change in your attitude and values towards your work. At the same time, you should also consider some specific ways to reduce overtime.

1.Optimize time management.

Optimizing time management is one of the best ways to reduce overtime. In the course of your work, you need to make a work plan according to your abilities and schedule. This allows you to use your time efficiently and get your work done, thus reducing overtime.

2.Strengthen teamwork.

Increasing collaboration in a team is another way to reduce overtime. You can share the stress of work by collaborating with other team members. This method can not only improve work efficiency, but also reduce personal stress and time costs.

3.Keep work and life in a balanced balance.

Maintaining a work-life balance is also one of the important ways to reduce overtime. You should make sure that you have enough rest time, which will not only help you get rid of fatigue, but also improve your productivity. You can also take fitness activities such as yoga and jogging, which can keep you fit and improve your work rate.

Finally, it is not easy to change your life stuck in the overtime culture, but as long as you have the determination and goals, you can reduce your overtime hours by changing your attitude and some methods, and achieve a work-life balance.

996 refers to the six-day work week from 9 a.m. to 9 p.m., and has become a controversial topic. The following will break the difficulties of 996 from many aspects.

1. It is difficult to change the concept.

Some companies or employees believe that 996 is to do their jobs better and be more efficient, so they embrace 996. Some people believe that the emergence of 996 is mainly due to the consideration of business operating costs, the pursuit of profit maximization, and the neglect of employee rights and interests. The key to solving this problem is to make both enterprises and employees aware that the long-term 996 system can lead to physical and mental health problems for employees, while also reducing employee productivity and creativity.

2. It is difficult for enterprises to achieve transformation.

Many companies pursue speed and efficiency and want to move projects forward quickly, so they implement the 996 system. However, with the development of the times, consumers have higher and higher requirements for product quality and service, and enterprises need to pay more attention to the creativity and innovation ability of employees, which requires enterprises to gradually transform and abandon the 996 system, so that employees have more time and energy to invest in innovation and research and development.

3. Lack of laws and regulations.

At present, China's labor laws and regulations do not stipulate the upper limit of working hours, and there is also a lack of clear provisions for the 996 system. This provides room for companies to play the side game, and some companies legalize 996 through overtime pay and other means, while the legitimate rights and interests of employees are ignored. Therefore, strengthening the improvement of labor laws and regulations and strengthening the supervision of enterprises and employees are the key to breaking the 996 system.

4. Brain drain.

The long-term 996 work system will make employees physically and mentally exhausted, leading to employee turnover, especially those companies with high-quality talent. Therefore, enterprises need to pay more attention to the physical and mental health of employees, formulate a more humanized work system, and strengthen the care for employees to reduce the loss of talents.

5. Driven by economic interests.

In the current market environment, enterprises mainly pursue economic interests, while ignoring the physical and mental health and legitimate rights and interests of employees. Therefore, the implementation of humanized management and attention to the legitimate rights and interests of employees is a necessary condition for breaking the 996 system.

To sum up, breaking the 996 system is not an easy task.