Re: entrepreneurial tide surges out in middle age
reporter in the interview found that in the 40 year old high-tech enterprise staff, many people choose to leave the job, to resolve the workplace crisis.
Zhou Peiliang switched from foreign companies to small and medium-sized enterprises in order to break through the ceiling of the workplace. At the age of 40, he completed the transformation from technology to management, and now he is an executive in a vehicle networking company in Hangzhou. "After graduating from University, I was engaged in technology development in foreign enterprises. I soon encountered bottlenecks and embarrassed situations. "Without the boss, he will not be able to work."
Zhou Peiliang's second job is to conduct operations management in a smart home company. "Technicians deal with procedures everyday, and operators need to consider the market and users. My work has changed from improving technical details to coordinating interpersonal relationships. There are many discomforts, but through continuous learning, I have made up a short board.
"I hope to go to a higher level in the workplace. After more than a year's hesitation, I chose to resign again. Zhou Peiliang said that because of his rich experience, he soon found a new job. "My talent has been brought into full play and gradually promoted to deputy general manager and entered the company's decision-making level."
Ni Yuan said, the characteristics of the high-tech industry is "new", the new technology and business model will catalyze a number of small and medium-sized enterprises, they are in the high speed growth stage, and are in urgent need of a large number of high-end talent. The middle-aged employees who have been trained for many years in large enterprises have become the object of competition for small and medium-sized enterprises in the human market. Many middle-aged employees are faced with the "ceiling" of the workplace. They choose to enter the management and decision-making level of small and medium-sized enterprises, and usher in the "second spring" of their careers.
Ni yuan believes that human resources theory emphasizes the "boundless career". Employees should not stare at an employer, but improve their skills in accordance with the changes in the external environment to realize the flow of different organizations and develop new space for career development.
business innovation has created many new opportunities for middle-aged employees. The "2016 China Innovation and entrepreneurship report", supported by many domestic authorities such as the Tencent Research Institute and other domestic authorities, shows that scientific and technological personnel have become the main groups of entrepreneurship. Knowledge workers possess certain resources, have strong autonomy in career development, and have strong desire to start business. Li Yuhui said.
"it's impossible to work for a company for a lifetime in the United States. Especially in the high-tech industry, leaving is even more common. " Mr. Justin, who worked in a computer company in the United States, once left the company because of the company's internal adjustment, "his colleagues have a good technical level, and they don't relax at ordinary times, and they have found a satisfactory platform."
"Chinese and Western culture, employees have different attitudes towards leaving. China emphasizes iron - hunting bowls, but it is unrealistic in the high-tech industry characterized by "new, fast, changing". Employees have to have a sense of anxiety and leave their job as part of their career planning. Jia Ting said.
"no stable work, only a stronger self"
employees to prevent entering the "automatic elevator" model, enterprises to look at the long-term interests, more "human sentiment"
a long time ago, a post of "the financial tragedy of the middle-aged unemployed family" was widely disseminated, causing a lot of people to resonate - the middle-aged people to support their parents, to raise their children, once the unemployment, the abrupt increase of financial pressure, let the burdened. Regardless of the initiative or passive resignation, planning ahead, planning for family life and career development, we can prepare for the rainy day.
how to plan personal assets? An Xiaohui, a software development engineer of a technology company in Xi'an, said that from the age of 30, we should focus on accumulating wealth and rational consumption. If it is conditional, we can get the stock right of the company. Only after middle age can we cope with changes more calmly. Generally speaking, the system of large enterprises is more standard, and it will provide a compensation for the employees who leave the company. It can also receive unemployment insurance in accordance with the conditions. It can relieve certain financial pressure.
An Xiaohui believes that employees should be vigilant to enter the "automatic elevator" model, what the enterprise needs, what to learn and what to do, which easily leads to disjointing with the market demand and the frontier of scientific and technological development, and must be actively planned according to its own circumstances, and "charging" targeted.
"middle-aged employees are the main source of family income. Cutting a person sometimes causes a family to get into trouble." Li Yuhui believes that enterprises should be humane, considering the family burden, individual contribution and re employment connection of employees, so layoffs can not be simple and crude.
Li Yuhui thinks that the difference between the technical post and the management post is different. Many scientific and technological enterprises have noticed this problem. They often hold career planning courses to help employees broaden their career paths.
some staff mentioned that daily work pressure, often overtime, and care of the family, want to study actively, but weak, besides, the enterprise does not want employees to take up the work time. Jia Ting believes that the training system of American Technology Corp is worth learning from. "Many companies have technology sharing culture, regularly invite experts to discuss issues of concern to employees, hire experts and set up technology courses." One of his colleagues has successfully switched from hardware research to software development by participating in company training.
"once they are eyed, enterprises will try every means to force employees to quit." Jiang Siqing, director of law firm in Guangdong, often has such legal disputes. He said that the provisions of "resignation" and "soft turnover" are not yet perfect at the level of laws and regulations. For example, it is difficult to judge whether the measures taken by the enterprises to make the workers put forward their resignation and whether they are "forced". Employees should try to win satisfactory compensation through negotiation. If an enterprise violates a labor contract or even threatens the personal safety of employees, employees should pay attention to collecting evidence and seeking legal means to safeguard their rights and interests.
Jiang Siqing believes that employers and employees should communicate well, comply with the provisions of labor contracts, avoid labor conflicts, build harmonious labor relations, and make a wealth of money.