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Most of your boss is not interested in your career planning.

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Recently, a company has made a lot of attention to the layoffs of old employees who are not working at the age of 34 and the co-founders of a start-up company. Let the people in the workplace feel quite emotional:

Employees have always believed in the "win-win mechanism of giving the company a good return and guarantee as long as they work hard," and bankrupted under the initiative of some enterprises to cross the river.

We may be the desperate Saburo that the boss likes, or a highly respected career elite, or a high-ranking corporate executive. We think that the future of our career career is bright, and then what happened recently is chilling:

The boss’s most trusted desperate Saburo, after giving birth to a serious illness, was too late to be overworked by the boss;

A well-respected elite in the workplace, just bought a second child and bought a second suite. The company came to talk with you about the last position;

A high-ranking foreign company executive, who has changed the new foreign boss does not trust you, looking for you to go.

Saying that "employee companies work together will go further", but now employees find that after paying attention to youth, hard work, and so many overtime, the company has gone even further, but they have been pushed down in advance. It is.

The founder of the Catholic Church, St. Benedict , the founder of the Benedictines, came to the believer to hear a sentence that sounded too much:

Pause you wretched weakling and take stock of your miserable existence

You, the poor and poor, immediately stop what you are doing and rethink your life.

I hope that all the people in the workplace, no matter how high the weight, how much resources they have, how much salary they take, don’t forget to examine themselves and ask themselves:

  • Do I have to seriously implement my career plan?

  • Is my career planning consistent with the long-term development of the company?

  • What kind of business is suitable for my long-term common development?

My point is:

Your own career planning must be designed and implemented by yourself. If you don't design, the company/boss will design for you. You may not like the schemes designed by others.

Recognize reality , career development is not limited to companies

Newcomers who are new to the workplace like to join the company as part of their career planning. There is nothing wrong with it.

But as the age rises, career development is not just a promotion or transfer within the enterprise; the workplace also needs to think: "Is my career development and the direction of the company's development consistent? Is there a contradiction?"

Admitting that the problem exists is the first step in solving the problem .

People in the workplace should realize that the direction of development of the company and your personal career development cannot be 100% compatible, and sometimes even contradictory .

Not only are the poor employers who have the core values ​​of “squeezing employee values ​​and escaping corporate responsibility” – I call them “workplace leeks harvesters” – even those conscience employers in our eyes.

The primary purpose of the business is to make a profit. Making the most of the value of employees is a necessary condition for the survival of the company : this means that your career development is not the primary consideration of the company, especially when you cannot bring more value to the company through its own professional development.

Not only that, but the company has too many variables:

Enterprises will close, even the once brilliant giants are no exception (Nokia, Kodak);

The company will change, even if you are the founder of the company, it may be rejected by the shareholders (Steve Jobs);

Businesses will change, and you may not be able to keep up with the pace of change, or be seen as a resistance to change.

Therefore, when designing career development, we should not focus on employers. You are in love, the other party may not be interested; even if it is intentional today, it may not always be.

Polish your eyes and learn to identify the workplace leeks harvester

Corporate culture is a good thing, and many corporate values ​​include “respect” and “integrity”. After the company grows, management can't keep up, and the role of corporate culture is highlighted. For example, Haidilao disseminates the important culture of Haidilao through the policy of “the grassroots employees have the right to exempt from the bill”: “Authorization, let front-line employees make decisions”.

But some companies' corporate culture will go wrong. Especially those who work in the leeks harvester, use the culture to squeeze the employees as much as possible, and evade their responsibilities and obligations as much as possible. Those who like militarized training, or grateful leadership, are not necessary to say. I would like to remind you that you should be cautious about promoting the company that "the company is a big family" and "We are loving each other."

Do not say anything else, do you never lay off employees when you engage in "cutting wood" culture? After all, it has rarely been seen, and the family members will be driven out of the house.

Liu Shen Lei Lei said a paragraph:

There is a big problem in our culture: in the relationship between people, especially do not like to talk about the bottom line, but are keen to talk about the line, go directly to the most ideal and strong state, step into the communist.

......

For example, "One day is a teacher, life is a father"... "Children are prostitutes, mother-in-law is like a mother."

The same is true of some companies. Those who are enthusiastic, bypass labor relations, and go straight to family relationships are either naive or have ulterior motives. The employee who believes in the truth is likely to sing in the future: "I know the truth, tears fall."

There are many ways to identify the leeks harvester in the workplace. The key is to see how the boss does it, not how to say it. E.g:

It is said that the employee is a family member, and the staff is built every day, and the dinner has to be eaten at the company. Or take the employees and family members as their own family members and provide good medical insurance benefits to their families?

It is said that authorized employees encourage employees to make their own decisions. Is it possible for employees to decide when to enter the company and when to get off work? Still going to work to punch the card?

Say attention to employee health, is to buy a massage chair to facilitate employees to work overtime? Still do not encourage overtime, support employees do not look at company mail after work?

To encourage employees to grow, is it normalization 996 to let employees grow? There is still Zhang Youchi, according to the wishes of the staff, arrange internal and external training opportunities, or reimbursement of tuition fees, can allow employees to grow?

When a company lays off employees over the age of 34, employees should not be surprised, and there is no need to sue. When you are willing to give up the holidays according to the company's requirements, you should realize that this is a profit-oriented enterprise. When the Labor Law was introduced in 2008, there was also a history of encouraging employees to resign. What is it worth to make a fuss again?

In addition, the company's attitude towards departing colleagues can best show the company's style. What kind of attitude the company will look like when you can no longer create value for the company:

Those who leave the job will not give the year-end award, the minimum score for the resignation assessment, and even the enterprises that wear shoes to prevent the successful departure, we can conclude that once the employees have no use value, they will certainly be abandoned .

Starting from a small place, small development is also development

I am financially free at 40 years old? You are more aware of the fact that you are closer to the 40-year-old unemployment . Many young people put financial freedom in their career plans. This is very good, reaching for the stars, even if it is not enough, it will not be muddy.

However, in the workplace, we still spend most of our time at work. For our own career planning, we should focus on the small gains of each step – no steps, no miles .

Give your own example:

I used to have a free translation of articles for the American Marketing Association. Although I don't make money, through translation, I have mastered professional marketing knowledge, learned about the latest marketing trends and marketing cases, and learned the story of Uber and Airbnb when the sharing economy has not entered the Chinese market.

Learning is an important part of every aspiring career development of the workplace . First of all, I can better use marketing theory in my work. In addition, at the annual marketing industry conference, my sharing has a more reliable case. The data is even a point of view; then, the successful speech made me know more experts in the marketing field, and continue to learn while enhancing my personal brand.

It is impossible for us to realize our career planning overnight. When there is a contradiction between existing work and professional development, it is unrealistic to resign immediately. But we can seize every opportunity in the gap between work and add strength to our career development.

Amway: On March 21st, my old leader and my 40-year-old financial freedom? You are clearly closer to the 40-year-old unemployment story" Zhu Ning's live: know about Live

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