The entrepreneurial tide surges into the midlife turnover
origin: People's Network - People's daily
hi-tech enterprises have become increasingly young people, the "career" of technical personnel has been shortened? Is it difficult for these people to be reemployed?
the era of AI is approaching. Where will those who have been removed will be replaced by procedures and algorithms? Will it aggravate the income gap between the rich and the poor?
Economic and social development, the health of the workers, the level of education is increasing, and many middle-aged people with energy and mental intelligence are still "in state", but they have to face the loss of leisure. How can they continue to contribute to intelligence and social services while also improving their standard of living?
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these new problems and new phenomena in these human resources markets are closely related to you and me, and also bring challenges to all walks of life. It seems that the "crisis", "danger" in the "machine" - as the "first productive force" technological innovation speed, as well as the extension of the age of labor, the theory should create more wealth, benefit all workers. In order to achieve this goal, the individual must have the habit of lifelong learning, the enterprise should have a long-term human resource planning, human resources, social security and education departments should strengthen the pre judgment and constantly improve the system of policy system. Please pay attention to this series of reports "focus on workplace crisis".
- editor
what is the taste of a midlife crisis when it comes to a career crisis? A large communication enterprise retreats the rumor of middle-aged employees, and many of their peers are in a panic; a middle-aged person fails to start a business, and the news of the street is also exclamation of life change. The Research Report of "2017 departure and salary adjustment" released by senior officials has revealed that hi-tech employees have frequent job hopping and the turnover rate has reached 25.1%. The turnover of middle-aged employees in high-tech enterprises is becoming more and more serious.
Why do they quit frequently because they are called "winners of life"? Can they still bear the burden of resignation if they are bent over by houses, children and bills? How do middle-aged employees kick the "second half" of life?
"there is a name of the company on the board to let some employees leave"
from young people, the impact of a big, narrow promotion channel, many middle-aged employees "left"
Shanghai a foreign company white collar Li Mei experienced two "resignation". The first time was when she was 34 years old. After working for a foreign medical company for 4 years, Li Mei was forced to submit his resignation. "As a veteran employee, I was told I could not take part in the important meeting that day, which means I can't master the company's annual business plan and be pushed out of the core team." In a fit of anger, the Li Meiyue class reflects to the leader, but is regarded as violating the company regulations, but under the helpless, she can only choose to leave.
second times when she was 38 years old. "At that time, there was not a little bit of psychological preparation, and was suddenly told not to renew the contract. I just bought a house in Shanghai, almost no savings, I was in a serious anxiety, insomnia all night. " Li Mei recalls.
talked about the reason for "leaving". Li Mei said that the growth of new companies is fast and has caused great pressure on themselves. At the same time, the company leadership changes, team restructure, unwittingly, she was on the "quit list".
"mobile four" mobile phone Engineer Sun Yi experienced three layoffs. "The former company is a well-known international mobile phone manufacturer, because of the contraction of the business, the company has laid off a group of employees. Unfortunately, I am among them."
"engineers overcome technical difficulties, like soldiers fighting, battlefields are gone, and skills are hard to put into practice." In order to find a new "battlefield," Sun Yi said, he chose to go to the United States to study, "every day with his own small class of students to class, do experiments, though tired but very full. Middle-aged employees have to bite their teeth and climb over the ridge, but not necessarily. "
"the phenomenon of" leaving "of middle-aged employees in high-tech enterprises is very common. Li Yuhui, an associate professor at the labor and personnel College of Renmin University of China, said she found that even when a company was holding a board, some employees were named to leave some employees in the prescribed time.
reasonably, high-tech enterprise middle-aged employees ploughing for many years, mature technology, rich experience, is the valuable human resources of the enterprise, why the frequent "leave"?
first of all, this is determined by the supply of talents in the high-tech industry. Li Yuhui said that the supply of young workers in high-tech enterprises is sufficient. In terms of quantity, a large number of technical graduates are pouring into the job market every year; in terms of quality, young people have a strong ability to learn, which is the characteristic of the high-tech industry. "Take the Internet talent market as an example. The younger generation is the Internet Aboriginal people, and is better at using the Internet thinking, and is more sensitive to the development trend of the Internet. Many prominent Internet Co CEO are very young, many people laugh at themselves now is "70 after 80 to work, after 80 to work after 90".
"new people can easily get started after one or two years of exercise. Compared with middle-aged employees, young people are low paid and energetic. From the perspective of controlling costs, some middle-aged employees lose their competitive edge. Li Yuhui said.
secondly, this is related to the organizational structure and promotion channels of high-tech enterprises. Ni Yuan, a lecturer in the school of economics and management, Beijing Information Science and Technology University, introduces that the post of high-tech enterprises can be divided into basic posts of technology and market, management posts and decision-making posts. The number of posts at the grass-roots level is large, showing a younger trend. The number of middle and high level employees is limited, resulting in a narrow channel for staff promotion. At the age of more than 40, employees still stay in the front line and are easily eliminated.
"I encountered such an example in my career training. The company promoted the highly skilled staff to the management post. He came back to the technical post because he was not fit, and soon the employee was on the company's list of layoffs." Li Yuhui said.
"the middle-aged employees of large high-tech enterprises are more likely to be left". The larger the scale of the enterprise, the more the specialization of the division of labor is emphasized, and the employees become a link of the technology pipeline. In the long run, the adaptability of the environment is not strong, and the technical ability does not increase with the increase of the working years. Ni Yuan said.
"as long as your skills are perfect, you can't miss opportunities."