What do post-90s employees need?

The business trend in the Internet age, "post-85s" and "post-90s" occupy the core. At the same time, these new generations are increasingly becoming the new force of enterprises. Mr. Hu Shenzhi, the founder of Guangzhou Sunflower Psychological Counseling Center, deeply analyzed the psychology and thinking mode of the new generation of employees, and told entrepreneurs how to manage and make good use of the new generation.

Mr. Hu Shenzhi has been engaged in the psychological counseling industry for more than 10 years and has considerable practical experience in counseling. He has been invited to give speeches to well-known universities in South China such as Sun Yat-sen University, South China Normal University, Jinan University, Guangzhou University of Technology, etc., and has successfully held more than 100 workshops and psychological professional training courses.

Hu Shenzhi: What do the "post-90s" want? Just be happy.

First, what I need here is a sense of value and presence. Pharaoh said that in terms of your salary, why does it matter if you raise your salary? Because he has a lot of houses in his family and his parents are very rich. Unlike me, a job has to support a lot of people. For him, the meaning of work is not to support himself or his family, so they have no reason not to choose a job they like. Woolen cloth? In this middle, if one is not happy, they are fully qualified to choose, which is why the turnover rate is high, because they have more choices. I had no choice. If I resigned from this job at that time, I would be a person with nothing. I really resigned, including my current file is still at the health bureau over there, because my university Undergraduate is to study medicine, it is estimated that it is still there. But now I have become a person without a file, because at that time it was still involved in the issue of household registration, and there were many things restricting you. Whether you like it or not, whether you like it or not, you just stay. Think about what it was like when you were recruiting ten years ago? In the past, everyone should be Party A, but now many bosses are Party B, which is very interesting, right? This is how the world is different, and our destiny will also change.

So it's good for them to be happy, so how can they be happy? We have just begun to have a comparative understanding of the "post-90s", understand or understand, how to make them happy, and what kind of business management they need? It's very simple, we have a way to understand them. The core of management is humanized system management. Why is it called a humanized system? Isn't it cold? No, if you want a cold system, it's like managing soldiers in the army, it's not the same for these children with personality. Many new media companies today are neither print media nor TV media. For example, many of the online media companies are young people. The management method of these young people is very simple. You can do things for me well. When I want, you can do it for me immediately or that's it. How about we have a meeting. Everyone says that these people are free-spirited, but they are not. I often do charity work, and I will find that people around my age go out to intrigue with each other. Many people join charity groups to pick up girls, and some are to make friends and build a platform for our wealth. But "post-90s" doing public welfare is very pure, I am doing public welfare. Sometimes I am very touched. When they think this matter is very meaningful, you don't need to rush them. They are more punctual and more able to cooperate with the team than us. But if this thing makes them confused or confused, they will definitely not sacrifice themselves to complete this thing when they do it, no matter how lofty things you use to tell him it makes sense. At that time, we had to learn from Lei Feng. We thought Lei Feng was very, very good, and we had to learn from Lei Feng, but now the "post-90s" would wonder why Lei Feng took pictures every time he did good deeds? Their way of thinking is like this. If you try to coax them or deceive them, there is no way. Their IQs are generally very high, because the human species will evolve, and many IQs are much higher than ours, so these things It might be difficult for them. Therefore, a humanized system management is very important for them.

What is humanized system management? The last forum seemed to be in Wenzhou. I met a female manager, surnamed Ji, who is a boss. The company has done a lot. She said, "We have begun to modify the management system for young employees. The reason is very simple, because When a young employee quit his job, he went to the labor bureau and sued the company." Why? Because he doesn't clock in after get off work at noon, the working time of a day is an extra hour and a half. The labor law stipulates how much your working hours should be in a day, and the excess should be overtime pay. So until now, she can't do anything about it. She said that we have to get off work at noon and also have to get off work at noon, and that one and a half hour is a rest. It's also very human. On the other hand, there are some employees, for example, the time is not very important for them, but the efficiency needs to be very high, and sometimes they often work overtime, so those people can allow you to stay in the morning for as long as you want. These It's all human stuff.

Second, the integration of values. Sometimes you go to the divorce registry to see that 70% of the reasons for divorce are emotional incompatibility. Let me tell you that emotional incompatibility is actually an excuse. There are many things, but when a husband and wife have different values when they stay together, two people cannot stay together. There is a professor in the Department of Philosophy in Nanjing. The husband and wife both studied philosophy and divorced. The reason for the divorce was that their philosophical views were inconsistent. In fact, for us, many of our "post-70s" values are relatively single, but you are faced with many children with diverse values. How do you adapt to them or how do they compromise with each other? This is a very difficult task. Important issues. There is a human resources person who also asked a question in the last forum. He said that the children of today clearly have an appointment, but they do not come. This happens a lot. He said, Mr. Hu, what do you think should be done? Change, is there any way to change this situation? My answer was wise, I said that when this thing becomes the norm, you don't need to change it. Because I also encountered this problem, I have a very large company, and my professional manager was not in place for a period of time, so I played a guest role as the boss for a while, and then I also went to recruit, because our company is in science It is a development zone, so it is far from the city. Many children will not come as soon as they hear it. It is too far. Some have come, and your road is too far. Forget it, we have nothing to talk about. I won't come anyway, so I'll just go. Therefore, after the human resources appointment, it is often not available, or directly came to discuss the salary and something. I said if you want to think about it, he said that you don't need to think about it, because the salary is too low, that's it. The human resources commissioner was born in the post-80s. He said why people today don't even give a little sympathy? I said that it is your problem that you expect to have affection for him. Why should he give you affection? You are not his father. I want to tell the human resources specialist that a lot of your ideas are going to change. If you want your business to go further with the support of the new generation of employees, you must change. Therefore, I have always said that the management of the new generation of employees is more about understanding them, understanding them, and respecting them. At the same time, managers can see if they have something that can be changed.

Third, the management of vocational skills. In fact, the employees of the "post-90s" are very lonely. Sometimes their parents are too busy to teach them too much. Some children can't even do laundry now, or they have a nanny or a full-time mother at home. Quilts will not. then what should we do? teach. How to teach it? What he needs, what we teach. Why should I teach him, shouldn't he come to my company with professional skills? This is another unreasonable expectation, why should others come and work for you when everything is ready, right?

Fourth, emotional experience, which is very important. I just mentioned the story of Lao Wang. In fact, he used his emotions to integrate into the management of the company. This is where he is very powerful, so I said that Lao Wang has wisdom, so his company can go public.