How to treat the "35-year-old threshold in the workplace"?

some people say that "35 years old" is the watershed of the workplace, the critical point of the workplace involution, and the nightmare of "middle-aged workers". In recent years, this age phenomenon has puzzled many employers and job seekers.

Every once in a while, the "35-year-old threshold in the workplace" will be brought up again, which has been a phenomenon for many years.

why is there a "35-year-old threshold" phenomenon in the workplace?

from the perspective of the employer, the reason why 35-year-old will become a "hurdle" is not only because the physical fitness of employees at this age often begins to decline, but also because many people will reach the limit of promotion at this stage. To this end, many enterprises tend to gradually replace these "old people" with younger "fresh blood" with lower salary requirements, but the services provided to enterprises may not be able to go higher. Zhongqing review.

At the age of 35, many people decided to go home and take the exam.

However, we should keep a correct attitude and

constantly improve our competitive advantage and win the initiative by upgrading our skills!

The anxiety of "35-year-old threshold" should not be magnified!

it is an indisputable fact that many skills are not overwhelming to meet the increasing demand for skills and talents in this society. Hard skills have become an unavoidable choice to alleviate and cope with anxiety and middle-aged embarrassment. Hunan Daily Huasheng Online

If the "35-year-old threshold" is simply understood as "35-year-old crisis",

it is undoubtedly one-sided and even misinterpreted.

Crossing the threshold means transcendence and rebirth,

And 35 years old may also mean success and opportunity. There is another side to the 35-year-old phenomenon, that is, "35-year-old success."

around the age of 35, people's thoughts tend to be mature, their pursuit goals are basically established, their development path is gradually clear, and they have a high degree of psychological identification with their units. Coupled with superb technology and familiarity with business, they will gradually become the core employees and business backbones of the middle and high-level units, which can be said to be the "treasure" that the units can't give up. If young people under the age of 35 are the main targets of open recruitment for ordinary positions in employers, then employees over the age of 35 are the main targets of employers to retain and retain talents. Not only that, many units will also introduce some older high-level talents from the talent market that are in urgent need of development. People's Forum Zhao Yongle Yuan Xingguo

Job-hopping is not a dilemma if it suits you. Some industries are more popular as they get older. If you think about it carefully, you will not be in a dilemma.