How Do Managers Handle Post-1980S?

International human resources consulting firm Kelly Services and China's human resources service "Zhaopin" recently jointly released the "global employee index survey report".

The findings of this report show that China's post-80 generation workers show strong entrepreneurial intentions.

The global employee index survey is an annual survey of over 130 thousand employees in North America, Europe and the Asia Pacific region focusing on the hot issues of their career development.

According to the report, in China, the proportion of "post-80s" career people planning to start their own businesses is as high as 54%, and the proportion of "60 to 70" and "50 after" is 44% and 39% respectively.

Chinese respondents said that after 80 to 1 years to create their own business accounted for 46%, "60 to 70" and "50 after" 41% and 31% respectively.

But at the same time, the survey also showed that the "post-80" workplace people's confidence in their entrepreneurial ability is not enough, and the market demand for their abilities is only 28%.

Hao Mark, director of operations of Kelly services Greater China, pointed out that for the post-80s entrepreneurs who want to start their own businesses, although the economic rebound has brought opportunities, the competition in the Chinese market will be even more severe.

"Post-80s" need to further expand their capabilities, and at the same time, combine the needs of the market to improve their professional skills in a timely manner. This is an important guarantee for the success of entrepreneurship.

Hao Make believes that for enterprises, "post-80s" employees are the key personnel reserves of enterprises, directly affecting the development of enterprises.

Enterprises should take measures to deal with the impact of the post-1980s entrepreneurship wave. In addition to designing the targeted solutions for the concerns of Post-80 employees, the key is to cultivate their loyalty so as to extend their service time in the enterprise while improving their organizational performance.