Do you have enough career flexibility for people in the workplace? Many people in the workplace are full of energy when they first enter the workplace, but after a few years, they are confused and have no enough career flexibility. The following people share whether you have enough career flexibility.
Do you have enough career flexibility 1 case 1: Xiaoying entered a public institution under the arrangement of her parents after graduation, but the simple and comfortable work of the public institution made Xiaoying more and more confused. She feels that she just helps the leader type, send and receive documents and send notices every day. Two years later, Xiaoying found it hard to understand why she wanted to go to college in the first place. She didn't feel her existence.
Case 2: After graduation, Li Ming broke into a Fortune 500 company as an outstanding graduate of a prestigious school. After working for one year, he was out of breath due to high-intensity work pressure and mechanical work. He began to ask himself why he worked so hard to get into the top 500 enterprises that had been envied by many people. Confusion and distress hang over this newcomer who has just entered the workplace.
Case 3: Zhang Li worked as a technician in a company for ten years. He worked hard and used to be a model worker in this company. But in the past two years, she gradually felt that this job was not just a tool to make money, and he could not see new prospects. There is no hope of promotion in this company. He is doing technical work in obscurity. However, at the age of 37, if he is asked to give up his present job, he is worried about bringing home the bacon and can't find another way out. Anxiety about achievement made him more numb in his work.
In the above cases, people in the workplace lack professional flexibility. The following aspects are helpful to improve career flexibility in the workplace.
Let work be driven by sense of value and meaning.
Do you know what you like to do, what you are suitable for, what you are good at and what you value most? Some people always find it difficult to make a choice at work. They look busy, but they are really confused. For a long time, their own growth time and energy have been squeezed out, and their career development flexibility has been lost accordingly. Some people are tired and lose their job flexibility because they don't understand their professional value. Having professional flexibility means that work is driven by sense of value and meaning, that is, on the basis of understanding one's own professional value, it is connected with the specific content of work, that is, finding the meaning of one's work.
B, look at the present from the perspective of lifelong development
Having career flexibility means future orientation, that is, considering the immediate career choice, work content and learning growth from the perspective of lifelong development. It is often easier to have a flexibility to face future changes by managing your work content from the perspective of what you want in the future. If everyone faces his job, his position and his future position, and thinks about his current choice and work content from the perspective of lifelong development, he often has the occupational flexibility of lifelong development. There is an IKEA effect in psychology, that is, when people buy and make their own products, they will feel attached or proud of them. The IKEA effect makes people cherish the products they assemble, customize or manufacture more than the prefabricated products. This is also an important reason why IKEA furniture will be more popular than those that are put in front of you without any assembly. Extending the IKEA effect to career development, we can find that if people know that today's work and accumulation are for future career development goals, it will often increase people's job satisfaction, improve work efficiency and increase career flexibility accordingly.
Building a Strong Social Support System
Having career flexibility also means having a strong support system. Many people choose to leave their jobs because they don't have a good sense of support in the team; There are also many people who are not tempted by the high salary to dig corners because they really feel comfortable staying in the current team. Support system can meet people's sense of belonging, and as important as sense of belonging is the sense of identity people get in the support system. Of course, this powerful support system comes not only from the workplace, but also from the resources around us, such as family, friends and professional resources we can find. When we are confused about our career development, what can help you may be the spiritual support of colleagues and family members, the understanding and help of friends, or the development suggestions put forward by professional career planners. Therefore, having career flexibility requires operating and building our support system, supporting our colleagues, loving our families while being loved by them, and being kind to our friends. Such people tend to be healthier, have more flexibility and excellent possibilities.
D, accept the status of professional plateau.
When watching the Olympic Games, we will say that winning or losing on the field is common. In the workplace, can you calmly face the ups and downs of positions and salaries? Career flexibility does not mean permanent promotion. We have been talking about growth and development, and suddenly one day, it seems to be at its peak. Without a higher point, of course, I can't go down-not because I can't go down, but because I can't think about it. This is the professional plateau state mentioned in professional psychology, which everyone will encounter. Facing the career plateau, the first thing is to be aware and know that you have entered this state. If neither high nor low is the career state you want, is it possible to realize the life state you want through the second career choice? Comprehensive self-integration is another way to cope-besides career development, is there anything else we want to achieve in this life? Some people will be integrated into charity, some people will be integrated into the family, spend more energy on family life to accompany their children to grow up, some people will be integrated into hobbies and so on. In addition, you can also consider more opportunities such as growth space and training and education. "
Do you have enough career flexibility for people in the workplace? Will childbearing and breastfeeding affect your career development?
If you are a professional woman, do you think childbirth and breastfeeding will affect your career development? According to a survey of global women management conducted by Manpower, a human resources agency of one of the Fortune 500 companies, 48% of the respondents believe that women's special social roles will have an impact on their careers. This is not a small number.
Indeed, the inflexible working mechanism restricts women's career path on the one hand, and it is also the biggest obstacle for enterprises to attract and retain female employees on the other.
Why is the employment rate and workplace status of women significantly lower than that of men? Of course, some obstacles come from cultural and historical factors, which are difficult to solve in a short time. But do you realize that the main problem comes from the structural level-products left over from the past: standard five-day and eight-hour working days, long-term contract workers with fixed companies and fixed positions. Therefore, in this sense, the real flexible working mode (free choice of working place, time and flexible employment in enterprises) may open a ray of light for expanding the development of women's workplace.
Although great progress has been made in promoting women's workplace status worldwide, the labor participation rate of women is still significantly lower than that of men. According to a set of data of the International Labor Organization, the global female employment rate is 49. 1%, while the male employment rate is as high as 74.3%. In addition, wage inequality still exists, and the average wage level of women in OECD countries is lower than that of men 17%. More importantly, the problem of "glass ceiling"-although there are indeed women as senior managers in some companies, it is generally believed that women's chances of promotion are far worse than men's.
But the situation is also changing.
Women will play an important role in the future workplace.
"Women are an important force in the workplace, but for a long time, due to the lack of flexible working mechanism, women's work roles have not received enough attention. With the shortage of talents highlighted by economic development and the demand for talents by enterprises during and after the financial tsunami, women will play an important role in the future workplace. " Female, said Wu Ruoxuan, managing director of Manpower Greater China.
Liao, regional manager of Manpower South China, said that women have a special charm superior to men in service industries such as engineering, information technology and medical care. "In positions such as human resources, finance, logistics management and public relations, women are more intimate and more delicate."
"Women can bring different styles, innovative thinking and decision-making methods to the workplace, and the ability to cope with multiple tasks is also a unique trait of women." GeraldLema, president of Baxter Asia Pacific in the United States, who won the Catalyst Award in 2009 (to recognize enterprises that promote women's career development), told this reporter.
In addition, there are some more important reasons to pay attention to women. At present, there is a new trend that is reshaping the global workplace world: the dominant position of the service industry is strengthening day by day, and women are an underestimated group with great potential in the service industry.
Below, let's take a look at two "elastic" models to solve the plight of women in the workplace:
First of all, flexible work focuses on results rather than time.
The current wage, welfare, social security and retirement systems are generally based on the traditional five-day and eight-hour working system. But in fact, almost all women who have given birth to children believe that the fixed working system has had a certain impact on taking care of their babies.
For women who emphasize the role of family, they often encounter the contradiction of how to balance family and work. It is unrealistic to work 8 hours a week and 5 days a week, which hinders their sustainable career development.
Should job evaluation criteria be re-established to pay more attention to results rather than time spent completing tasks? Should welfare be more flexible? Employment security should replace job security!
"If employers and employees have agreed on the reward and punishment standards for work objectives (performance), why should they stipulate that they must go to work or work for several hours every day?" Colin, sales director of Manpower, said.
"There is a saying in China that' Cao Cao is in your heart and Han is in your heart'. Even if the employee is sitting in the office, it is not certain that she is working. Sitting in front of the computer, all she can think about is the children at home or online shopping. You can't guarantee that she can finish the work eight hours a day in the office. The most important thing for the boss and the company is the work of the employees. " Wu Ruoxuan said.
The real flexible working method is to let employees set their own working hours and work in the office if allowed. Often the nature of work in the service industry can meet such conditions, such as sales, real estate and consulting, regardless of time and place.
Second, flexible employment has emerged in China.
At present, many large domestic companies have been able to give female employees flexible working modes such as adjusting working hours and telecommuting under special circumstances, which is certainly an improvement, but these behaviors are only a "rough processing" of the five-day and eight-hour working system. What should we do for those women who need to take care of their families for a long time but don't want to leave the workplace completely?
The flexible employment mode of "short-term workers" came into being. If an employee of a company needs to leave for a period of time for some reason (such as having a baby), a third-party company can send talents to temporarily replace him for a few months without recruiting new people. After the original employee returns from vacation, the replacement will be withdrawn. Another example is an enterprise, which needs 200 employees in its spare time and 2,000 employees in its busy time, but there is no need to recruit 2,000 regular employees for this purpose. When necessary, through the cooperation with the third-party dispatching company, pay a certain service fee, and the dispatching company will send manpower.
"The labor relations of these stationed personnel are all dispatching companies, which can greatly save labor costs for enterprises. In particular, the current financial tsunami has caused more and more enterprises to pay attention to the various effects of fixed human capital during the period of economic fluctuation. Optimizing the allocation of human resources is a good way to cut costs. " Colin said.
Because relatively speaking, men prefer long-term stable job opportunities, while women are more willing to try to choose flexible employment; In addition, women's adaptability is relatively stronger than that of men. This working mode is also suitable for fresh graduates who have not found a fixed job.
Colin said that this flexible employment model became popular in Europe and America in the 1970s, and it has been widely accepted since its development. However, it is still in its infancy in China, and various welfare needs to be improved, so people have more worries. It takes a long time to know and understand this new thing.
However, it must be emphasized that we should reward those employees who complete their work in a flexible way with more career development opportunities. If the above points cannot be achieved, the efforts to promote "flexible working methods" will eventually make women engage in low-security, low-income jobs with little or no promotion opportunities. Regardless of the position and job type, policies to protect women's rights and interests and promote their career development in the work-life balance will help organizations improve their sense of belonging and retention rate.