In the workplace, what do seniors think of the post 90s?

In fact, many post-90s generations have become daily predecessors, and the oldest of the post-90s generations is now 31 years old.

The post-90s you are referring to are generally the post-95s, and the post-95s are indeed the younger generation, which is different from other age groups, and the post-95s will be very individual, and they also have the habit of lying flat. In the process of work, I have seen a lot of post-95s lying flat, and of course I have also seen some hard-working people. In general, I think the ability stratification between the post-95s will be greater.

There are only a handful of excellent people, who are extremely good, but mediocre people are in the majority, and the latter will define the goal of life as enjoying life.

1. There is a difference between the post-95s and the post-95s.

With the continuous development of society, the problem of age fault will actually tend to shrink the age, which means that even if the post-90s and post-95s are only a few years apart, they have completely different growth backgrounds. Under such a huge difference, the post-90s generation will be more like the post-80s, and the post-95s will be more like people in the new era. <>

Second, young people generally prefer to enjoy life.

I think this is a very pity, in the workplace, I found that many post-95 people like to enjoy life, but at the same time, they only regard work as a way of life, and do not have a strong sense of struggle. In fact, this can't only be blamed on the post-95s, after all, the post-95s can get fewer and fewer job opportunities, and the labor return ratio is far less than that of the post-70s and post-80s, and this unfair phenomenon has also led to many post-95s unwilling to work hard. <>

Third, young people are also paying more attention to their own feelings.

Older generations may ignore their own feelings, which you could call more focused on the interests of the team. But young people are different, and young people tend to be self-centered, even in the workplace. I think young people need to restrain their individuality appropriately, and at the same time, they need to think more about others, and while paying attention to their own feelings, young people also need to pay more attention to social life.

At work, young people face a less fair environment, but there is no need to lie flat too much. <>

Now the seniors in the workplace think that the post-90s generation is a more willful generation, and they will be more casual when working, and they will choose to leave if it doesn't go well.

They feel that the post-90s generation is a very creative person, and the post-90s generation will not be bound by rules and regulations, they are very creative.

It feels like these are young people, and they just don't know anything, and these people feel pampered. I feel that these people can't suffer much.

No sense of responsibility.

Nowadays, post-90s newcomers in the workplace generally have no sense of responsibility, and will resign as long as they are a little dissatisfied.

Hello, there are many reasons for teasing the post-90s generation in the workplace to directly scold the leader, although it is not advisable, but it is understandable.

1. The reason for being young.

Most of the post-90s generations have no pressure on family life, their parents are at peace or even retired, and even if they don't have a job, their parents have enough financial foundation to support them. For young people, the most important thing they lack is time, and what is it to say a few words to the boss, it is nothing more than resignation, where to do it or not, squandering time from scratch, and making a comfortable mood is the most important thing.

On the contrary, the "old people" in the workplace do not have that courage, they have limited time, one person has multiple roles, and they shoulder all kinds of responsibilities and responsibilities, and they do not have enough trial and error costs, and they will naturally converge a lot compared with the post-90s generation.

Second, the issue of values.

The post-90s generation is more realistic, since I can't give a higher salary, I only do what is within the scope of Kaihui, and as for the extraneous things, it depends on the face of the money, after all, I don't have a free lunch here.

As for the boss's exhortations such as "taking the initiative to take more responsibility and asking for less in return," young people will not heed it in any way, and this is the bottom line of their work by distributing them according to their work and scrupulously abiding by their time. When it comes to values, they vary from person to person, and as long as they do not violate the law, morality, and public order and good customs, there is no problem, just like the post-90s generation believes that it is a kind of respect not to encroach on other people's private time.

When it comes to more ways of working, the first thing that comes to mind is freelancing, fortunately, the reality will also be the same, now the post-90s have entered the period of the workplace, and at the same time, freelance-related entrepreneurship and employment platforms have also emerged, in this case, the post-90s will not only not be unemployed, but have more opportunities and choices. The opportunities of the times just cater to the habit of young people who are willing to innovate, and they do not lack the courage to scare the boss, which is more confident.

Of course, the current situation of the post-90s generation has also inspired many people, that is, if they are not satisfied with the current working state or environment, they can make new attempts.

So, if the boss is at fault in the first place, why not just go back?

I wish Shansun a smooth job with you.

Core premise: respect.

Respect is a psychological need of people, especially for the sensitive and fragile post-00s. Therefore, as a manager, we should provide them with a relaxed, independent, free and open working environment as much as possible to show respect for them. For example, let them develop a market independently, only give guidance, do not point fingers, judge, for a little progress, can give timely praise and affirmation, even if they make mistakes, but also euphemistically "behind closed doors" to criticize, at the same time, as enterprises and managers, to be willing to pay for the detours taken by their growth, so that they can grow rapidly.

Focus on the need: achievement and freedom.

Achievement and freedom are the inner needs of all people, and they are also the needs of employees that managers should pay attention to when managing people, but the unique growth background and stage of the post-00s make these needs more prominent and externalized, which also requires managers to need more powerful leadership internal skills and management skills.

Due to the background of the post-00s growing up, from the perspective of Maslow's hierarchy of needs, compared with their predecessors, the high-level needs of self-worth realization far exceed the low-level needs of material amusement and safety, and the conclusion is that if they can stimulate their internal motivation, they can dilute their personal gains and work hard, if not, they can also resign and fire the boss at any time!

Create leadership behaviors that the next generation appreciates.

Learn to understand and give the new generation real respect.

First of all, we must learn to listen, managers should start from simple command requirements, start to practice communication and interaction, appreciation and exploration and empathetic listening, learn to identify "facts, feelings and intentions" in communication, and effectively let the new generation feel understood and respected, which will open a door for the post-00s to appreciate and accept your management.

Improve your aura and use your unique charm to attract the integration of the new generation.

The freedom and equality pursued by the post-00s are destined to not trust and obey you simply because you are the leader, so if you want to attract and conquer the post-00s, you must know how to establish non-authority leadership, you must learn the "3+1 rule" - use "authoritative symbols, authoritative demonstrations and authoritative attention" to create a unique leadership temperament and team atmosphere, and at the same time use "gentle knife" to balance authority and affinity, so that the unique non-functional leadership temperament will make you more attractive to the integration and closeness of the new generation.

Manage change. Manage their soul with corporate culture.

Only by truly integrating into the enterprise can we inspire the post-00s and turn "I want to work hard" into work ability, so managers must do a good job in creating, promoting and practicing corporate culture.

The post-00s hate preaching and don't like restraint, and some companies combine corporate culture with the hottest script at the moment, and young people complete corporate culture training without resistance in the game. You can also use the horoscope for personality tests, use blind boxes to send holiday benefits, use Bundy to replace annual dinners, and even the boss himself takes the stage to do DJs.

Guan Zhi refers to the belief that with a happy work experience, the individual needs of young employees can be transformed into the cohesion of the company. This is the method of "bringing young people" that many companies have summed up.

The behavior of the post-90s generation in the workplace directly to the leader is actually more of a last resort, because no one wants to offend the leader, this is a clear truth. Let's have a discussion about a piece of information that appeared on the Internet some time ago.

First, I can't get used to what the leader does. For example, some time ago, we saw the relevant information on the Internet, the leader sent a notice in the middle of the night, and then was scolded by a post-90s employee. In order to cooperate with the leader to respond against his will!

Do you have to send a notification in the middle of the night? Originally, the leader did not do it right, however, in the face of such a mistake, he actually echoed it and shouted to receive it. Therefore, the post-90s teacher was angry at this wrong behavior.

The second is that the post-90s teacher is usually a young man. 1 is to assign tasks to the leaders of Xiang at this time, and always bargain; 2. Dare to speak up and mention in the face of leaders; 3 is my own way, reckless of the consequences, and if I disagree, I will shoot the case. And it embarrassed the leader.

The third is that the post-90s generation is not a person. Whoever does something wrong doesn't do it. It's all going to be over.

Conform to the requirements of the leader. If you make good use of the post-90s teacher, you are a personal talent; If you don't use it well, it will make the leader capsize! Therefore, the leaders were afraid of him, and they did not squeak in the face of his opposition.

See what netizens have to say:

Netizen 1: Many of the practices of the post-90s generation were called deviant in the past, after all, the world is moving forward, and the former waves are always slapped on the beach by the backward waves, and the post-90s generation has a flamboyant personality, advocates freedom, does not superstitious authority, and does not submit to the leadership, which is worthy of praise.

Netizen 2: You haven't experienced the hardships of life, you are self-righteous, and the person who sent the notice is not willing to work in the middle of the night, you just received the notice in the middle of the night, but you don't know that there are still people who are busy in the middle of the night.

Netizen 3: Personality and sensibility are two different things. People who don't want to take an early break, including those who send notices. Everyone is trying to support their families and serve other people's jobs, and it is not easy for anyone. There's no need to target someone.

Therefore, the post-90s generation has a reason for leadership, and this situation has something to do with personality, and of course it is directly related to the leader's approach. So let's adjust to each other and change our approach, so that we can be more understanding and less embarrassed.

Why can't the post-90s generation scold, speak, and dare to scold leaders in the workplace?

Because the post-90s generation has what they think is the correct cognition in their hearts, not what the leader says must be right.

The post-90s generation expressed their views on leadership in "I Belong".

The view of the post-90s generation is simply that I want to think..., not what you think....

The post-90s generation cannot accept the leader's normative criticism, such as the leader scolding his subordinates, "How did this thing get like this, you are so stupid".

<> post-80s may often encounter such a situation, especially when they do something wrong, the post-80s generation basically does not refute the leadership, but the post-90s filial piety wheel will directly attack the leader and do not accept the leader's dominant, rotten and personal bias, and a bit of humiliating criticism.

90 I hope that the leader will talk about things, speak with facts, speak with data, and be able to convince me, instead of using your power to suppress me and make me obey.

Therefore, if the leader criticizes the post-90s generation with "you are so stupid to be hungry and cautious", the post-90s generation will think that they have been personally attacked, abused, and disrespected, then the post-90s generation will retort at the leader and feel that this is protecting themselves.

Now there is a very popular saying, such as: post-00s rectify the workplace, post-90s rectify the workplace. Young people dare to express their dissatisfaction directly, and even directly attack the leader with defeat. But whether this behavior is correct or not is still up for debate.

I believe that if a leader does behave or say something inappropriate, then having the courage to express his dissatisfaction is encouraged. We advocate an equal and orderly relationship between superiors and subordinates, rather than blindly oppressing their subordinates.

However, there are also cases where the post-90s generation loses their temper regardless of the reason, just because of their work situation and their own wishes, this kind of behavior is not worthy of sympathy and encouragement. In my life, there are such cases, some colleagues just because the assigned desk is not close to the window, or does not meet their own requirements, and the leader blames the dry, such behavior can only be said to be relatively low emotional intelligence.

The so-called post-90s rectification of the workplace is having a profound impact on new young people, but we must keep our glasses open, when to speak up bravely for unfair treatment, when to have higher emotional intelligence, take a step back silently, and open the sky.

Hope mine helps you!

When dealing with leaders, a person's interpersonal skills are one of the main conditions that determine whether this person can be recognized by leaders, but the post-90s generation has just joined the work and is still very young and does not have such ability. Some post-90s generations have just joined the work, and they don't even know how to carry out their own work, let alone how to please the leaders. When they don't know how to curry favor with their leaders, they tend to avoid them.

Those post-90s employees who have just entered the workplace, because they do not have the ability to communicate with others, are afraid that they will offend the leader when dealing with the leader, so they are unwilling to associate with the leader, and in the eyes of outsiders, it has become a behavior that is unwilling to please the leader.

Interpersonal skills need to be cultivated for a long time at work, and the post-90s generation who have just joined the work do not have such abilities. Therefore, there are some post-90s generations who want to please the leader, but they don't know what method to use. Some post-90s generations think that they have just joined the work, and they may not necessarily get the attention of the leaders, and there are many people who want to please the leaders.

Nowadays, young people do not seek stable jobs like their parents, and they have to work to support their families. And they have a wide range of choices for their life plans. They are constantly looking for breakthroughs, hoping to have a better platform to perform, and maybe they can achieve a counterattack in life.

The progress of society has produced huge resources, but also gives them more choices, modern society, as long as you are not lazy to do, as long as you are motivated to do any job, you can support yourself and your family. Therefore, with their age advantage, they have the conditions to choose from, and they can watch while doing, explore resources, and look for opportunities. For the post-90s, I think it should be a two-pronged approach, first, we can't use the old thinking to look at the post-90s, and second, we have to change, a fresher and more interesting way to communicate with the post-90s, I believe that if you communicate like this, the post-90s will definitely be able to support a world.