Results Of The Survey On The Occupational Values Of Ten Thousand Post-90S And 90S Employees In Nanjing

< p > yesterday, the survey report on the occupational values of the new generation employees of Nanjing city jointly issued by the Federation of trade unions and Jiangsu pilot human resources service Co., Ltd. showed that the new generation of employees really recognized managers with personality charisma or key abilities, hoping to have an idolized leadership and be able to communicate openly with each other.

It is reported that the survey lasted for 2 months, and more than 10 thousand new generation employees were investigated.

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< p > < strong > employees look at themselves < /strong > /p >

< p > < strong > prefer freedom "a href=" http://www.91se91.com/news/index_c.asp > equality "/a" communication, hate traditional didactic way < /strong > /p >

< p > < < a href= > http://www.91se91.com/news/index_c.asp > < < > > > > /a > > 90%, have independent opinions and opinions, and often insist on their ideas, sometimes do not even consider others' feelings.

They have strong self-esteem, have instinctive conflict with criticism, and may find various reasons or evidence to explain refutation. Compared with 60 and 70, the demand for new generation of employees is recognized by others more strongly.

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< p > the new generation of employees like friendly interpersonal interaction and free and equal communication in their work. They despise power and authority from their hearts and hate traditional ways of sermon.

Liu Wei, a well-known health care product employee, told reporters that their general manager opened WeChat group and added more than 200 backbone employees to their friends. If front-line employees are unable to solve problems in work and life, they can directly report and communicate with the general manager at different levels. "Although this runs counter to the traditional management principles, it has received very good results.

On the one hand, we have contacted our feelings through the WeChat platform. On the other hand, some problems that have plagued for a long time can be effectively resolved through such a fast track.

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P > < strong > enjoy the fun of "play" < /strong > < /p >

< p > survey found that happiness is an important part of the new generation of employees, < a href= "http://www.91se91.com/news/index_c.asp" > occupational values < /a >.

More than 70% of the new generation employees value the harmony of the organizational atmosphere, the pleasure of the work itself, and pursue the spiritual enjoyment of aesthetics and innovation. They pay special attention to the balance between individual work and life, and pay special attention to the realization of self goal, and do not want to sacrifice their own interests for the sake of the enterprise goal.

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Yin Wen, 24 years old, is an employee of a IT company in Nanjing. They implement "game management" inside the company, and restore the user experience in the game through real environment, so that all employees can finish their work and reward points as the upgrading and doing tasks in the game. The points can be regularly converted into food, movie tickets, prepaid cards or even apple mobile phones, which is full of fun, and promotes staff's self motivation and self-management. "This approach caters to the interest styles of Post-80's and 90's, and gives us young people more self-development and rising space, so that we can complete creative work in" play "and enjoy the infinite fun of" playing "at work. < p

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< p > < strong > enterprises look at employees < /strong > /p >

< p > < strong > self expectation is very high. I hope to get recognition from others quickly. < /strong > /p >

In the survey of P, many enterprises complain about the lack of sense of responsibility for the new generation of employees.

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< p > "from the perspective of growth environment, the new generation of employees are mostly responsible for their parents from childhood to the end. They seldom accept training for themselves, thus affecting their compressive and resilience in their work."

Mr. Chen, a person in charge of a private enterprise in Nanjing, analyzed that in the working environment, because of weak working skills and less experience, the leadership and empowerment were not always enough to complete the work. Even some new ideas and ideas were stifled by the traditional way of thinking, which led to the frustration of the new generation of employees and the deepening of job burnout, which directly affected the results of the work.

However, most of the new generation of employees still have ideas, pursuits, beliefs and even high expectations. This is also a necessity for talent competition.

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< p > < strong > work is weak in initiative, love job hopping < /strong > < /p >

< p > the self-consciousness of the new generation employees often leads to a problem, that is, the weak sense of initiative in the work.

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< p > Wei Jie, senior human resources director of a foreign enterprise in Nanjing, said that compared with the parents, most of the new generation employees grew up in a relatively rich environment, and their physical and safety needs could be basically guaranteed. Therefore, their demand for belonging, respect and self actualization was very important, which led them to take too much interest in their interests, emotional appeals and happy experiences when choosing jobs.

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< p > survey shows that if the new generation of employees in a grass-roots job, especially a job with a monotonous job content for more than two years, has been able to fully meet the job requirements, and the unit can not enrich or pform its work content in time, its tendency to leave is quite obvious.

Many units only use wage level upgrades and other material incentives to achieve little adjustment.

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