The current situation of the "post-80s" workplace: "High-minded but low-handed" is a common problem

The current situation of the “post-80s” generation in the workplace: “High-minded but low-handed” is a common problem

From May to November 2008, China Youth Research Center, China Youth Research Association and Beijing New Yingcai School jointly A survey was conducted to look at my country's basic education from the perspective of the current workplace situation of the post-80s generation. A survey of 2,590 employees born in the 1980s and 449 department (personnel) directors of employers showed that the share of young people born in the 1980s in the labor market is growing rapidly, with more than 90% of the surveyed units having lost their jobs in the past two years. During the year, more than 50% of employers have recruited post-80s generation, and post-80s generation account for more than half of all employees.

Employers report that there is no shortage of outstanding people born in the 1980s in the workplace, but the perception and performance of the post-80s generation in the workplace are still far from the employers’ expectations. .

Having high vision but low hand is a common problem of the post-80s generation

First of all, 70.4% of people believe that although they have a strong ability to control work development, there is a common problem of having high vision but low hand. Phenomenon.

The primary reason for this situation is: unclear self-understanding and inaccurate role positioning. Others include: unclear understanding of one's own qualities, insufficient cultivation of practical abilities in school education, ?School education is out of touch with social needs??Family doting??The influence of hedonism?and?Conceit?

Secondly, the post-80s generation’s judgment on quality standards is not aligned with the employer’s.

The survey shows that the most important quality of outstanding professionals selected by the post-80s generation is "professionalism" (60.2%), followed by "innovation ability" (45.3%) and "sense of unity" ( 27.3%), which is consistent with the cognition of the employer’s department head;

However, the post-80s generation’s understanding of “moral level” is quite different from that of employers, and employers place more emphasis on employees’ ethics. level, ranking it fourth (27.8%), but those born in the 1980s ranked it tenth (10.3%).

Third, the overall quality is still relatively weak. Nearly half (46.4%) of those born after 1980 said they would feel nervous speaking in public. 28.6% of people said they felt irritable, uneasy, and nervous at work, and 11.4% said that "conflicts of interest make their relationships with colleagues tense."

Innovation, dedication, and independence are generally recognized

The survey shows that office workers born in the 1980s are more likely to have psychological problems than people born in other generations, with 31.7% of them having varying degrees of psychological problems. psychological problems.

This workplace survey also shows that employers as a whole fully affirm the workplace performance of the post-80s generation, with 89.7% of department heads of employers welcoming the post-80s generation. Sun Yunxiao, deputy director of the China Youth Research Center and vice president of the China Youth Research Association, summarizes the workplace situation of the post-80s generation: The post-80s generation entered the workplace a little shaky, but after all they have gained a foothold. They are a generation with many shortcomings and many advantages. ?

More than 80% of the post-80s generation expressed concern about their workplace and believed that their sense of responsibility and seriousness in doing things were very high or relatively high. Post-80s generation are generally recognized for their innovative ability, professionalism, independence and work responsibility.

Eighty percent of supervisors agree to give opportunities to the post-80s generation.

The survey shows that the post-80s generation, as a generation that grew up during the transformation of Chinese society, is working and living in its own way. And formed four new workplace characteristics.

1. Choosing a career independently has become a generally recognized lifestyle for those born in the 1980s. Nearly 60% of the positions of those born in the 1980s were actively obtained through their own efforts such as applying for a job, while less than 40% obtained their current jobs through passive means such as dispatch, replacement, and help from others.

Second, job-hopping behavior has become more common, and more attention has been paid to the role of job-hopping in realizing self-worth, and there are new standards for the value judgment of job-hopping. The survey showed that 38.1% of people skipped slots. The primary reason for job-hopping is the difficulty in realizing one's own value (29.2%); at the same time, as many as 82.2% of the post-80s generation believe that job-hopping does not mean disloyalty to the company.

3. The management concept of performance appraisal is generally recognized. More than 70% of the post-80s generation strongly agree or somewhat agree with the performance appraisal conducted by the company, while only 7.9% said that they do not agree or do not agree very much.

4. Pay attention to career planning. 93.1% of the young people born in the 1980s are aware of career planning, and 89.1% have thought about their career planning; 65.5% of the young people born in the 1980s have formulated or are designing and improving their career plans. %.

The post-80s generation has won praise for its own strength. 77.8% of department heads of employers believe that the post-80s generation should be given more development opportunities. At present, most of the "post-80s" generation have just established themselves in the workplace. Once they overcome their own weaknesses, those born in the 1980s will be able to move forward more calmly.

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