Yesterday, I saw a popular question on the hot list of Zhihu: "The dream of young people disappearing in big factories", how do you view this phenomenon? Why are young people not interested in big factories?
In recent years, more and more young people no longer have a strong longing for entering a big factory. Let’s talk about the change of young people’s attitude towards the dream of a big factory and the reasons behind it.
This question is followed by a very long link to the original text, I read the original text carefully. In fact, it cannot be said that the young people’s dream of a big factory disappeared, because in the original text, many people lived in a big factory and eventually began to flee from the big factory . Moreover, the escape of such people does not mean that the young people's dream of a big factory has disappeared.
From the fact that some big factory employees fled the big factory, it cannot be directly concluded that the big factory is no longer attractive to young people, and the young people's dream of a big factory has disappeared.
On the contrary, I think that in this general environment, not only have they not disappeared, but the attraction of big factories has become greater, and young people's dreams of big factories may have become stronger.
Big factories are still very attractive to young people who have never entered a big factory.
Why do I say that? What is the current environment? What was the environment like ten years ago? It will be clear after a comparison.
Ten years ago was the era of mass innovation and entrepreneurship, and the era when you could raise tens of millions with just a PPT. At that time, whether it was a big factory or not, I might enter a startup company, and it might become a startup company in five years. A big factory, successfully listed, worth tens of millions.
Therefore, ten years ago was an era when everyone dared to start a business. It was impossible to enter a big factory, and it was easy to find a job. There were potential new star companies everywhere.
What about the current environment? Anyone else dare to start a business? Large factories are shrinking their operations, and small and medium-sized enterprises are struggling to survive, and even a large number of them have collapsed. At this time, big factories are more attractive. Compared with those small and medium-sized enterprises on the Internet, even if big factories reduce costs and increase efficiency, big factories are actually more stable and have better benefits.
Just like what Qian Zhongshu said: Those who have not entered the besieged city dream of entering the besieged city.
Of course, we also need to pay attention to: those who took the initiative to escape the siege, what reflections did they bring to us?
Classes are solidified, and promotion and salary increase are not so easy compared to before.
In the period of rapid development of an industry or even an enterprise, many problems are actually hidden and ignored, because in the period of rapid development, everyone's eyes are fixed on how to seize the market and how to become bigger and stronger. Once the market enters the bottleneck period and the bonus period disappears, after calming down, it is discovered that there are many problems caused by blind expansion.
For the core profitable business, the high profits cover up those marginal loss-making businesses that are expanding. Once the bonus period disappears, it turns out that so many businesses are losing money so much? Therefore, cost reduction, efficiency increase, and organizational optimization and adjustment have begun. It is time to graduate, and it is time to send talents to the society.
In the period of rapid development, blind expansion and continuous duplication of business, there will naturally be more opportunities for promotion and salary increase. Continuous expansion requires the continuous establishment of various teams. There are more positions, more opportunities, and more promotions and salary increases. Is this not difficult to understand?
Now it is a radish and a pit, and the pits must be valuable. Moreover, once it enters the bottleneck period or even the mature period, the changes will be small. If the business is stable, the team will be stable. If the team is stable, won't the promotion and salary increase be reduced?
What should we do at this time?
Enterprises also have solutions. Have you seen the manpower reform measures of various major factories in July?
Let's review it together:
Tencent, Bytedance’s Douyin Group, and Alibaba’s Taotian Group all made adjustments to the current rank system and management system at the same time this year, which is very rare.
The current situation is as follows:
Tencent will reduce the level of cadres, reduce the management roles of the business, and promote the company's organizational hierarchy to be flatter. Xi Dan, senior vice president and head of human resources of Tencent, said at the group strategy meeting that it will be more radical to implement the "ability to go up, down, and active" for cadres to create promotion opportunities for young employees.
Douyin Group is considering adjusting the "5-level 10-level" employee rank system that has been implemented for more than five years, but the plan is undecided. ByteDance has set up a special rank and salary reform project team.
Taotian Group is considering increasing the ranks of grassroots employees (the P sequence is changed to 14-28) and simplifying the way of promotion. It is also planned to adjust the OKR assessment system to a KPI-based assessment system with parallel OKR and KPI. In addition, teams with more than ten people will be eliminated at the end.
Judging from the current situation, how organizations adapt to the new cycle is a common proposition for major Internet companies.
Judging from the current adjustments of these large factories, there is basically one characteristic: to reduce the difficulty of the promotion process for grassroots employees. At the same time, the relationship between salary and promotion is weakened, that is, promotion does not necessarily increase salary.
In fact, the purpose of this kind of reform is to fully release productivity. In the past, many people spent their brains on promotions and abandoned their businesses. In order to get higher salaries, they must be promoted to management. This is obviously a waste of manpower. Only by returning to the essence of work can the productivity be liberated, and the salary will increase without promotion, so that everyone can work with peace of mind, like to do technical research and technology, and don't waste technology for transferring to management.
Don't waste your time getting promoted, instead create value at work.
Take Taotian Group as an example. Isn't it difficult to get promoted and raise salary now? Wouldn't it be enough to subdivide the ranks more? In the past, it was only possible to upgrade to a higher level in 3 years, but now the first level is divided into 3 levels. Isn't it possible to upgrade to a higher level in one year? Isn't it difficult this time?
Don't you feel hopeless for a raise? It’s okay, rank and salary are separated, there is no rank, as long as you can create value, you can also raise your salary.
Anyway, it's just a sentence: let employees see hope, and hope has motivation.
The above are some of my thoughts, if it inspires you, remember to give me a thumbs up.
The link to the original text of the dream of young people disappearing in Dachang is placed in the lower left corner. Click "Read the original text" in the lower left corner to read the long article that made me feel.
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