Many young people who have just joined the work don't know much about their work units and have a little knowledge of what they are doing. It is the first step for enterprises to integrate young people into enterprises as soon as possible, and it is also the beginning of ideological and political education for new employees. Enterprises should provide young people with opportunities to understand the enterprise itself, and introduce the reputation, growth, environment, training, talent concept and treatment of the enterprise to new employees, so that they can think more and explore more when they know more. Young people can better understand themselves through self-reflection and exploration, and define "what the enterprise does, what the enterprise wants me to do and what I can do for the enterprise", thus establishing their position in the enterprise. Understanding corporate culture is to better integrate into the enterprise and adapt to its development. It can be said that this process of understanding is the process of ideological and political education from zero to some.

(2) Correctly handle the relationship with young workers.

As a new group of enterprises, young people want to integrate into this group. First of all, this group should tolerate them. 18 Among the effective communication methods, "attack method" refers to "moderate praise, push the boat with the current; Put yourself in others' shoes; Seek common ground while reserving differences and shorten the gap; Heart to heart, moving with emotion; Self-denial and tolerance, softness and rigidity; Blame yourself first and serve others indirectly; Seasoning properly, relaxed and humorous; The 64 words "set a ladder for people and protect their face" are really incisive and original. If the top management can achieve the above eight points in dealing with the relationship with young workers, then this state-owned enterprise must be successful, and the ideological status of workers is stable and easy to control. To sum up, these eight points are that leaders should first affirm the ability of young people, give them timely encouragement and encouragement, praise what they have done well, and guide them to follow suit and work harder. Even if they have shortcomings, don't criticize them rashly, but be confident, sensitive and clear about their own interests. When the two sides have differences of opinion, as leaders, they should not use power to suppress them. They should be keen to seek common sense, seek common ground while reserving differences, shorten their psychological distance as far as possible, leave room for speech, and let both sides have a step down to save face and personal self-esteem.

There have been cases where old workers looked down on young workers and young workers didn't respect them. As a result, a "March 8" line was built in everyone's mind, which caused workers' ideological fluctuations and brought obstacles to the work of the unit. Therefore, straightening out the relationship between old workers and young workers is also an important part of maintaining workers' ideological stability. Young people have young people's ideas, creativity and thinking ability are relatively strong, but sometimes they may be impetuous and unable to connect with reality; Our old workers have worked in state-owned enterprises for many years and have rich work experience, but sometimes they often follow the rules and fail to break through the routine. In fact, old workers can pass on their good experiences to young people and have an inclusive attitude towards them, while young people should also learn with an open mind, boldly put forward questions and suggestions, and solicit and respect the opinions of old workers.

(3) Understand the real needs and provide "on-demand" training.

Young people's symposiums held on different occasions all mentioned that once they entered the enterprise, they only passed a simple one-month "miscellaneous knowledge" training, and immediately went out to work with the master after being assigned to various units. After one month, they went into battle, but in fact they only learned some superficial knowledge of their work at that time. How to deal with users and how to communicate depends on their own "nature". Therefore, it is a difficult and key point to strengthen and improve the ideological and political work of workers and staff by paying more attention to the young people who have just joined the work, providing employment training as needed, reducing their ideological burden and helping them make a smooth transition. First of all, we should understand the difficulties they generally encounter in practical work. When considering providing training, we should first seek their opinions (which can be collected by issuing questionnaires), and then find some young business backbones to provide training opinions or give lectures in person. You can also let young people form their own teaching and research groups, prepare materials according to the collected opinions, find solutions, form lecture materials, and clarify ideas for explanation. Through their participation, we can arouse their enthusiasm for work, establish a sense of ownership, find and solve problems in finding solutions, and learn more from them. The difficulties in work have been solved, the ideological burden has naturally been reduced, and the enthusiasm for work has increased.

(4) Strengthen communication and understanding, and build a barrier to spiritual construction.

Nowadays, young people pursue individuality and pay attention to material enjoyment, but their social experience is not enough, their ability to distinguish right from wrong is not very strong, and they are often easily corroded by some bad things. Therefore, we must attach importance to the spiritual and emotional construction in youth ideological and political work. For example, Weibo is popular among young people now, and information can be shared through the Internet, but at the same time, many bad habits are spread. There is nothing wrong with young people putting things around them in Weibo, but sometimes they will inadvertently publicize some things and policies of the unit, and discussions among netizens will have a bad influence on the unit. Therefore, it is very important to strengthen communication. It is not to ask young people to say nothing, not to mention their own opinions, and to curb their remarks. Instead, they should understand young people's thoughts, communicate in time, grasp the situation, learn more, and guide them in time, so that they can understand what they can and cannot say to the outside world, and grasp the "degree" of speaking. If they can't tell the outside world, where are the internal channels to talk? To strengthen spiritual construction, we should not only hold a meeting and do some publicity, but also create various forms according to the characteristics of teenagers and do a good job in "soft" construction. Might as well break the boring preaching, cater to the tastes of young people, and open up some new forms, for example, by launching a self-portrait short film contest; Encourage employees with special skills to create work norms, laws and regulations into popular forms such as animation and video games; Discover the role models and models of striving for progress among teenagers and publicize them; Carry out board games beneficial to physical and mental health; Introduce reading newspapers and commenting on current affairs. Cultivate their innovative thinking ability, enrich and enrich their spiritual life, and build a reliable barrier for spiritual construction.

(5) Emphasize personality development and provide a stage for exhibition.

Young people have ideals and courage, dare to innovate and be good at pioneering. State-owned enterprises can provide a huge stage for young people to reflect their self-worth. Set up some awards to encourage them to invent and transform the existing production links and put forward more reasonable suggestions. Give full play to what you have learned in school, such as setting up after-school study groups, letting young English majors teach receptionists the daily working language, letting young law majors explain the labor law and contract law, and letting young water supply and drainage professionals demonstrate the operation of water pipe maintenance, so that they can no longer feel "learning is useless" and give full play to their expertise, and at the same time, let others become "miscellaneous people" at work through learning. In addition, an open, fair and just distribution mechanism is also a platform for young employees to show their self-worth. Let young people have a clear career plan, let them see the future, and have hope and motivation to work hard.

The ideological and political work of young people in state-owned enterprises has the characteristics of diversity and variability, which requires ideological and political workers in enterprises to achieve "three noes and four excesses". "Three noes" means not arrogant, self-righteous, and not depressing personality; "Four more" means knowing more about the situation, thinking more ways, being close to the trend and exploring more forms. Only by doing a good job in ideological and political work first, can this new force of state-owned enterprises give full play to its powerful role and lead state-owned enterprises to a new development path and a new level!