How should we evaluate the performance of the post-90s generation in the workplace?

As a person born in the 1990s who has just worked for two years, what today’s post-90s generation should understand and do in the workplace:

First of all, from the perspective of workplace planning, Regardless of whether they are born in the 90s or 80s, they all need to learn and accumulate experience. This requires department heads or managers to conduct a series of training and learning for subordinate employees, even if they are just blank sheets of paper, to teach them to master their learning and work abilities; < /p>

Secondly, as those born in the 1990s, who are all around 25 years old today, their generation has been exposed to the Internet for a longer time than those born in the 1980s. They happen to be the generation that grew up with the development of China’s Internet, and even for some The application and feel of the Internet will have more say than those born in the 1980s with relatively rich work experience;

Finally, the learning ability and Internet feel of the post-90s generation are indeed stronger and smarter than those born in the 1980s. It’s just that the post-90s children I have taken care of often have various problems such as laziness, lack of diligence, difficulty in learning, being too ambitious, and having high ambitions and low abilities. They need to be gradually improved and standardized under the leadership of veteran employees in a timely manner; their expression of views is indeed more direct, and they are not If they can beat around the bush and speak bluntly, their promotion space will definitely exceed that of those born in the 1980s.

Enterprises should provide more humane management to the post-90s generation, understand and accommodate their working methods; while paying attention to their work, they should also pay certain attention to their lives.

1. Managers should not be biased against the post-90s generation because of negative news in society. Since they have just entered the workplace, they should be tolerant of their mistakes and give them the necessary patience; < /p>

2. Managers should give the post-90s generation a relatively loose space for development, and should not rigidly use inherent rules and regulations to manage them in terms of details, but should handle them in a humane manner according to the specific situation;

3. For the work results of the post-90s generation, managers should give them necessary recognition and encouragement, and give necessary rewards for their achievements. Excellent post-90s employees should break the rules and provide them with exceptional promotions or rewards;< /p>

4. In view of the obvious emotionality of the post-90s generation, it is easy to bring the emotions in life into work. Therefore, managers should not only pay attention to the work of the post-90s generation, but also appropriately deal with the problems they encounter in life. Pay attention to the problems and even help them solve them, so as to ensure that they can devote themselves to their work.