Promote young cadres, middle aged cadres have no room for promotion, how to use them?

In fact, these people can learn some knowledge and train them to a certain extent, so that they can have better development.

You can give them a raise, and then you can respect them, and you must value them and make them feel that they are needed.

These middle-aged cadres can be managers, they have rich management experience, and they can give full play to their greatest value.

You can assign some more difficult tasks to middle-aged cadres later, and middle-aged cadres will feel that the leading spring guide trusts them, and they can also improve their salary, and they will work hard for you.

You can let them train some new employees in their lives, and you can also take new employees for relevant training, so that they can be quietly prepared to get a good use.

These middle-level cadres can train some newcomers in their lives, and they can transmit some things that are delayed, and they will not let the newcomers have a good growth after they join the company.

In rationally treating the selection of young cadres, it is necessary to follow the principle of procedural justice. Regardless of one's background, selection should be carried out in strict accordance with the procedures and the selection process should be open and transparent, which is a basic requirement of modern democratic politics. A fair, just, and open competition platform is more important than any prior publicity and post-event explanation, which can often withstand the critical eyes of the people and make young cadres grow up more smoothly.

In many cases, the results of cadre selection can be corrected, but once procedural justice is not strictly observed, it may be difficult for the public to repair the public's doubts about the fairness of the selection and promotion, and it will become an unbearable burden for society. This requires the relevant departments to strictly follow the fairness of the procedures to ensure that the whole process of selection is open and transparent, and every selection link can stand the test.

To rationally treat the selection of young cadres, we need to take a holistic view and find a balance between speed and quality. The rejuvenation of the cadre contingent is a trend and strategic consideration in the development of the contingent of cadres. At that time, the current situation of the older cadre team put forward the requirement of rejuvenation.

Nowadays, to realize the Chinese dream and realize national rejuvenation, we need more outstanding young cadres to take responsibility, and we also need to create better conditions for the growth of young cadres. To break down the many barriers that hinder the growth of young cadres, it is necessary to make the selection of young cadres more fair, open, and just, and it is also necessary to consider finding a balance between the speed and quality of the selection.

To rationally treat the selection of young cadres, the public needs to use less "colored glasses" and more "telescopes." The public should not stick to the long-standing traditional customs of "ranking seniority according to seniority" and "following the rules and regulations," and should be more tolerant in the selection and promotion of young cadres. Although it is not uncommon for young cadres to be promoted on the grounds of "one's own people," this has caused a certain negative impact on society.

However, we should not always think that there will be a problem behind the promotion of cadres, and we should not "doubt everything" because of individual problems in the work of selecting and promoting cadres. After all, it is not the mainstream of society that there are problems in the selection of individual young cadres, and the selection of most young cadres is still fair and just.

The selection of people can use energy, regardless of the old and young, and it is clear. "Regardless of age and background, as long as the entire selection process and process are clear and clean, and adhere to the principle of having both ability and political integrity and appointing people on the basis of merit, the results of the selection can be recognized and trusted by the public, and I believe that the society's doubts about the selection of young cadres will be relatively rational, and the selection of young cadres will go more steadily and longer.

1) Learn to go with the flow.

How can young people go with the flow? Go with the flow, in the big picture, it's the performance at work, and from a personal point of view, it's about seizing the opportunity. First of all, you should establish the idea that the company you work for will not treat anyone badly at work.

In addition to factors such as age, gender, personality, culture, region, and future division of labor, the boss often has to consider whether the number of people promoted between departments is roughly balanced, and whether some departments can be recommended. The company will never deliberately treat anyone, not to mention that personnel adjustment is dynamic, even if the arrangement is not ideal, as long as you treat it correctly, obey the organization's decision, have both ability and political integrity, and work hard, there will still be opportunities in the future. If you are smooth in thought, you will be natural in action, and the company will give you opportunities.

If young friends do not do their work well, make mistakes, do not obey the company's transfer, bargain with Hongsun Division, and do not go with the flow, this is the young friends who have given up their opportunities.

The company doesn't owe anything at all, at most it thinks it should be promoted and reused, but it doesn't get it. Young people deserve to do their jobs well, not to mention that they have already received the remuneration and treatment they deserve. The company has never promised that cadres will be promoted to what level of work, and enjoying the rank is another affirmation of the company's work for you, and promotion is two different things, so you must obey the organization's decision at any time.

2) Put opportunities in perspective.

Young people should know that there are opportunities at any time, and the key is how you look at it. Good times are opportunities, and bad times are also opportunities. It is an opportunity for us to be promoted and reused, and it is also an opportunity for us to cultivate our sentiments, hone our will, cultivate our self-cultivation, and accumulate strength.

We must look at the work we are engaged in dialectically, be indifferent to fame and fortune, have lofty aspirations, correctly handle the relationship between gains and losses, fame and fortune, and always maintain a high-spirited and enterprising spirit. Strive to be career-oriented, light gains and losses, less demand, more dedication, always maintain a positive work attitude, and learn to use a healthy attitude to look at the pressure of work and the temptation of interests. We must endure loneliness, withstand setbacks, and grievances, and always maintain a calm and peaceful attitude.

Correctly view the individual's up and down, gains and losses, faster than slow. Up and down, gains and losses, faster than slow, are all relative and dialectical. There is a top, there is a down, no matter how high the position, no matter how great the ability, there will always be a time to go down; There are gains and losses, sometimes on the surface it seems to be more gains, but in reality there is a lot to lose; There are losses and gains, sometimes on the surface it seems to be little or nothing, but then there is a lot to gain.

In short, when we want to be promoted or reused, keep a clear head, we must not be complacent, arrogant and conceited, and when we have been in a position for a long time, we should prevent impetuousness, get by, relax requirements, prevent the mentality from being lost, and do it from beginning to end.