Post 80S In The Workplace: Targeting And Self Starting Businesses

　　 80/ after 90 employees are more loyal to their own ideas, the future goal of self employment.

China's 80/ after 90 has its own characteristics: the only child, born after reform and opening up, grew up in the market economy. Material stability and prosperity, information complexity, life challenges. When 80's have entered the years of their life, and after 90, they have become the new force in the workplace. This generation's workplace ecology has aroused widespread concern in the society.

　 Information from Zhaopin recruitment provide

In the spring of 2011, Zhaopin recruited the 80/ post 90s workplace ecological survey, which effectively surveyed 7621 job people and 4271 enterprise human resources practitioners, totaling 11892 people. In order to more accurately get the current 80/90 workplace status, this study will also be divided into 80 after 80/ (1980-1984 years), 85 after (1985-1989 years), 90 years (1990-1999 years) three people.

China's 80/ after 90 is free between reality and ideals, freedom and imprisonment, entrepreneurship and fate, security and rebellion. Is society adapted to them or do they adapt to society? The game between enterprises and them has already begun.

　 50% 80 after the important posts

In recent years, the rise of 80/ after 90 has become a new main force in the workplace. After entering the 1980s, 51.8% of them have already played an important role in the company. Zhaopin recruitment research shows that 40.5% of the 1980 - 1984 people have entered the core position of the company, of which 16.3% have already been in the middle management position of the company.

The difference in the nature of the industry and the characteristics of employees in the 80 and post-90 years make them very different from each other. Zhaopin recruitment survey shows that the highest proportion of post-80s and post-90s employees are three industries: Internet, finance and communication electronics.

More than 50% of the 80 month salary is more than 3000 yuan, of which 3000-5000 yuan has reached 3, and 5000-8000 yuan has reached 13.6%. After 85, because of the shorter working time, the monthly salary of more than 80% people is still less than 3000 yuan. {page_break}

  80% after 80, there were job hopping experiences.

Zhaopin recruitment survey shows that 80% of 80 post job people have experienced job hopping, among which job hopping frequency has reached 3 times, and the proportion above has reached 45.7%. The working life of 80 years is concentrated in 3-5 years and 6-8 years, and the frequency of such job hopping is relatively frequent. Zhaopin recruitment career counselor pointed out that the number of job hopping problems can not be put in a nutshell, specific or should be judged according to their own situation. Through external factors and internal factors of two aspects to consider, generally speaking in a business for more than 3 years to truly learn the essence and improve their overall quality, so Zhaopin recruitment proposal 80/ after 90 job hopping must think twice before doing.

At the same time, it is worth noting that after 90 years, as the latest generation of workers entering the workplace, they have already jumped to 5 times and the proportion has reached 11.6%.

　　 80 after the most important Growth space

Compared with their own businesses, 80/ is more loyal to their career after 90. However, compared with enterprises and professions, more 80/ 90% said that they are loyal to themselves only. This feature has increased the difficulty of improving employee loyalty.

After attracting 80/, the growth space is still the top priority, followed by the remuneration. This generation is the generation who dares to express their needs. They also appreciate the reality of survival while watching the growth space. Through the survey, we can see that after 80, the balance between work and life is considered as an important factor to consider a job, and after 85, I hope this job is my interest.

80/ 90 employees want their supervisors to be mentors and help them with their work. What kind of leaders are more popular and appreciated after 80/? The survey shows that wise and knowledgeable "dolphin" leaders are most popular. The leader of the bee type is the last in the last place. After 80/, 90% of the leaders are tired of leadership. At the same time, the leaders who are willing to show their demeanor are also driven into the cold palace. Only 7.8% of the 80/ are liked after 90.

　　 The future goal is to lock in and start businesses independently.

When it comes to the ultimate career goal, entrepreneurship is still affecting 80/ 90, and they will target their future business in their own businesses, with a proportion of more than 46%. The proportion of post-90s is as high as 56.3%.

In addition to entrepreneurship, 80/ 90 career goals are divided into two extremes, 22.1% of the 80's hope that they can become professional managers, so that the top management of enterprises. But at the same time, more than 20% of the Post-80's said they had no definite requirements for themselves, and 17.6% of the 80's said that only a steady income and work could be achieved, and 6.6% of the Post-80's said where the job was, and would not put too much pressure on themselves. {page_break}

　 Experts recommend:

　 Enterprises should dance with the new generation of 80/90.

80/ 90 after the rise in the workplace. They used their strength to prove themselves and start playing important positions. They believe that they are confident, responsible and have a solid job. The cognitive dislocation between enterprises and them will bring some influence to the management of enterprises.

Mr. Guo Sheng, Mr. CEO of Zhaopin, talked about the issue of 80/ 90's management. He stressed the need to dance with 80-90 of the new generation. Enterprises should build a new employer image from recruiting to training, from leading art to spiritual guidance.

　 Fully understand and rebuild expectations

The "85/ post-90s" employees in the new workplace are almost blank in their work history. They are eager to play and prove their abilities. What managers need to do is to fully understand the "post-80s" and eliminate misunderstandings.

　　 Care for details, tolerance management

"80/ 90" employees pay attention to their feelings, often with strong emotional, so most of them belong to " Emotional labor force " Caring for them is to create an emotional bond to enhance their sense of belonging to the organization. At the same time, "post-80s" employees are under the pressure of many parties. If we can not solve these pressures well and solve problems in work and life, they will often restrict their efforts to work.

　 Taking energy as the foundation and creating stage for employees

The "post-80" employees want to develop themselves continuously through the training of enterprises, so as to realize their self increment and get the ability of lifelong employment. Building a corporate culture based on human capabilities, creating a stage for employees to enable their employees to display their talents and realize their self-worth, and create a viable career path for them.

80- 90 has become an important group facing the future employer brand. Therefore, we can seize the opportunity of employer brand development, adjust the employer's brand strategy combined with 80- 90's personality characteristics and values, and increase the transformation of corporate culture, so that we can stand out in the war of talent after 80- 90.