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Author: Mu Rongxiu
Link: cnblogs.com/sankt/p/8658028.html
I have worked for more than 10 years. After switching from technology to management about 5 years ago, I still found some problems in the career development of newcomers in the workplace.
There must be newcomers who perform amazingly. Such people often develop some very good ways of doing things and work habits in school or after entering the workplace. They have high work efficiency and output, and can even bring newcomers in a short period of time. The best newcomer of the year is well deserved.
However, it seems that there are more people who are not in place. These employees have short working hours (such as fresh graduates or less than two years), especially introverted people are often prone to fall into the quagmire of mistakes and cannot extricate themselves, and these wrong behaviors will affect future employees. Development has a very negative impact, leading to further failure in career development.
I will explain from the following perspectives.
1. Unwilling to communicate with colleagues, unwilling to learn more from colleagues
Most of these employees are more introverted or have a cold temperament. Learning more from colleagues and communicating with each other will be beneficial to one's future development without any harm. With the mentoring system or the guidance of old employees, the situation may be improved, but if the internal factors do not change, the final effect is still not optimistic.
It is very normal to encounter some technical problems in technology development work. Of course, independent thinking is valuable, but company projects often have a certain time limit, and solving problems is always the first priority, rather than struggling and searching for solutions alone. plan. If the time pressure is not too big, it's okay to think a bit more. Considering the pressure of delivery, at this time, it is necessary to actively communicate with colleagues and technical managers to find solutions. Usually, active communication is better than fighting alone. Maybe a word from a colleague or boss corresponds to the ancient poem, the mountains and rivers are full of doubts, and there is another village. At the same time, I have established better friendships with my colleagues, and I have also left a good impression on my boss that he has a good way of doing things.
2. Narrow vision, only focus on one-third of one acre of land, limited by the role.
这种情况其实在职场中多见不仅是初级程序员，甚至工作五年以上的程序员也有类似的问题，不是自己的事情不闻不问，而且危害更大。
公司项目往往大而全，如果仅仅专注自己的那个角落，那么永远都是只见树木，不见森林。
我相信没有老板会介意下面的程序员多承担一些责任，多做一些事情，最后给项目组多一些产出。
既然老板不介意，那么就应该大胆的跳出自己的职责范围，多看看公司的其他项目，丰富自己的行业知识。
职责外的事情，帮的上的不要躲避,，努力承担更多的东西。帮助别人就是提高自己，教学相长就是这个意思。况且你这次帮了别人，下次你的项目紧或者遇到技术难题了，受助之人肯定投桃报李，这样就形成了良性互助氛围，整个项目组的产出也同步提升了。
一般来说，公司要提升一个人，最好的策略就是先让候选人做一些将来职位才需要做的事情。做的好，理所当然就要提拔。做的不好，则可以提前发现该员工的问题，暂缓提拔，需要多考察一段时间。这样的试错成本毫无疑问是最低的。
3.格局太小，对项目以外的技术视而不见，知识面陈旧，匮乏，技能极其单一。
这里其实谈到了整个IT行业的问题，技术发展太快了。主要还是一个持续提升竞争力的一个话题。
今天还是桌面开发，明天web开发就成为主流。好不容易掌握了关系型数据库，No-SQL成为主流。
费了九牛二虎之力，熟练掌握Java, C#等静态语言，发现动态语言GO, Python成为云计算，机器学习的标配。
移动开发昨天还是Object-C, Java, 今天就变成Swift, Kotlin。
当然这里不是说让大家紧跟潮流，扼住时尚。那样做除了疲于奔命，累死在工作台，没有其他的结果。
其实只要选择一个方向，纵深学习和积累，必有所成。
比如说，你熟悉Java, 那么学习Kotlin绝对驾轻就熟。你有扎实的关系型数据库基础，那么掌握MangoDB肯定是件轻而易举的事情。
编成思想和解决问题的思路都是相通的，平时的学习和工作中要善于思考，举一反三。并且做到与时俱进，及时更新自己的知识库和技能属性，保持良好的市场竞争力。
做完事情后多思考，怎样做得更好，站在更好的要求上看问题.
我举两个实际案例：
程序员A在某国企里面，持续开发 Windows Form, 拖拉控件为主，对SQL Server数据库增删改查，时间长达五年之久，突然有一天打算离职，看看新的机会，以为有五年工作经验，可以很轻松找一个更好的工作。但是实际上求职之路异常艰辛，名义上的五年工作经验，其实就是极其单一的技能重复使用了五年。而且大环境也变了，主流已经是web开发，移动开发了。因为没有及时更新自己的知识库和技能储备，那么真要跳槽的时候可能已经跳不动了。
程序员B在某外企，氛围比较安逸轻松，项目节奏慢，看似也作了不少项目，但做的项目几乎比较类似，难度一般，涉及面挺广，但技术点都是蜻蜓点水，浅尝辄止。这样过了三年，其实积累也是比较松散，知识的深度没有，核心技能并没有养成。
4.对未来没有想法，根本不考虑三五年自己要做什么
作者本人就犯过类似的错误，幡然醒悟的时候，三年时间已经过去了。
程序员的职业生涯里面最初的三年其实是一个非常重要的打磨和规划时期，如果在迷茫中度过，那么事后想起肯定会扼腕叹息，奈何流水已经东去，再无复返之理。
有目标，而没有具体的计划，那么就是一个愿景而已。
建议不管是初级还是高级程序员，都应该积极向前辈或者直属老板沟通，看看他们有没有值得借鉴的规划和建议。
职场大忌就是被动等待命运的安排，作者本人也是在职业生涯初期等待老板来帮我规划未来，到现在为止，十年过去了，也没有等到...
所以老板不会主动帮助你规划未来，最重要的事情还是自己对自身的要求和期望。
5.没有意识到是给自己打工还是公司打工
这也是一个非常好的话题，很多人都没有想明白，甚至包括一些工作十年之久的程序员。
想明白这一点，工作积极性明显就会好太多。自我驱动, 让工作更加有趣和有意义。
国内知名的互联网公司大老板说过一句话，非常值得深思。
“我每年付你20万，五年也就是100万。如果你在这里混日子，那么最后吃亏的肯定是你。你的五年青春就只值100万吗？”
所以职场新人的主人翁意识一定要加强，你要持续提升自己的能力，持续强化自己创造价值的能力。
举个例子，比如说现在公司支付你20万每年，那么你应该有目标能给公司带来远超过20万的收益，多多益善。
你有这个能力，公司肯定也会对你相应回报。如果公司不给你升职加薪，那么一走了之，潇洒痛快。优质的人才从来都是抢着要。
6.不愿意走出舒适区域,不敢尝试新的东西
这点倒是因人而异，不可强求。这个话题其实有点广义。
如果你在某个方向做的非常好，而且回报也不错，那么不愿意涉足其他领域也无可厚非。
这个世界唯一不变的东西就是世界一直在改变。今天还有的岗位，明天也许就要消失。世界要抛弃你，都不会打一声招呼。
举个例子，你在公司是SQL Server或者Oracle专家，但是公司计划转非关系型数据库，如果你害怕改变甚至拒绝改变，那么意味着你可能要错过另外一个全新的数据存储平台。进而错过很多机会，而那些勇于接受变化，顺应趋势的人肯定会获得更好的时代回报。
又比如说，你现在用的技术在日常项目中都刚好够用，那么从改善用户体验和使用更加主流的技术角度看，是不是应该要尝试一些新的东西，同时也刷新了自己的技术栈，一举两得，何乐而不为呢？
Another example is a senior programmer who was accustomed to a long-term slow-paced working atmosphere. He was laid off due to the company's reorganization, but his own conditions were good. He soon joined a first-tier Internet company in China, but he could not adapt to the fast pace of the Internet at all. After a period of time, I left the company under the pretext of "chaos" in company management and "often" changes in strategic planning. After a long period of time, I couldn't find a suitable job for me. In addition, I was middle-aged. If I didn't actively adjust myself, I would take over The work and life that come down must be difficult.
7. Summary
Finally, a brief summary. What newcomers in the workplace need to do is to start small, learn to suffer, be result-oriented, and actively communicate with colleagues and bosses in daily work.
At work, you must be good at summarizing methods, frequently update the thinking mode of problems, be responsible for your career, be responsible for your goals, be responsible for yourself, be down-to-earth, take the initiative to find things to do, rather than passively waiting for things to come to you.
I believe that if newcomers in the workplace can successfully avoid the above-mentioned misunderstandings, they can take fewer detours and make fewer mistakes on the road of career development, so as to achieve their small goals faster.
Do you feel the same way?
Share your experience in the comments
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