With the rapid development of enterprises, a large number of foreign employees or good performance listed companies have emerged as a group of middle-level employees like Steven. They have little room for growth, lack of enthusiasm and vitality for the future and personal career of the enterprise, paying attention to the balance between work and family life, and unwilling to undertake.

Sex new jobs or extra work.

1. there is a certain amount.

For example, own cars, houses, certain enterprises.

Such as manager, director, etc.

2. strong

In one or more well-known enterprises, they have a long working life, strong adaptability to the environment and rich experience.

      3.事業(yè)向上發(fā)展空間有限，幾年內(nèi)不會在職業(yè)上有大突破。對工作的態(tài)度是，但求無過，工作是維持良好生活水平而不得不做的事。

Work, of course, is for life first. But when you were 30 years old to Steven, maintaining a better working condition and enthusiasm depends on your work ethic and professionalism.

Repeated work is unable to continue to be enthusiastic, Steven felt the "ceiling" of career, lost the goal of struggle, so attention to family, fear of trouble.

So for Steven, adjusting mindset and value cognition is the most important. It is necessary to re excavate work interest from daily work and get a sense of achievement. If it is still not, then a good attitude should be to assign new tasks or require new jobs.

For one

For people, willing to accept challenges and maintain their professional competitiveness is also the only way to win more job opportunities and avoid professional elimination.

Secondly, pay attention to the cost of living and family.

Enterprises and industries are always in the process of technological renovation and market competition. Their duties and benefits are directly related. Because the interests and preferences of families or individuals, ignoring the interests of enterprises is essentially a lack of professional ethics.

As a mature professional manager, we must first consider our professional behavior from the perspective of enterprise strategy and decision-making. We should respect our customers, respect our team, respect our subordinates, and respect our cooperation.

If you feel that you are more willing to engage in low risk and low responsibility jobs and have more time and energy for family life, you should also put forward more suitable jobs for enterprises. Of course, the income will decrease correspondingly. This is also reasonable.

From enterprise

From the point of view, like Steven, with the growth of economic growth and the improvement of living environment, the passion no longer grows, and the mentality of evading challenge is also an inevitable phenomenon.

      對于一個發(fā)展已具一定規(guī)模的企業(yè)來說，也需要有Steven這樣的員工，因為他們往往具有相當(dāng)?shù)膶I(yè)知識和技能，可擔(dān)負(fù)復(fù)雜或重要的工作；他們流動性小，不會因為其他公司多給些錢就離職不干，職業(yè)素養(yǎng)比較高，是企業(yè)的穩(wěn)定元素。公司對他們的態(tài)度往往給比他們年輕的員工帶來正面或負(fù)面的激勵作用。但是他們身上的惰性和安于現(xiàn)狀也是企業(yè)管理上的一大難點。

      首先公司的績效考核制度應(yīng)該對員工有一定的壓力，也就是員工的收入組成部分中應(yīng)該有一定比例與員工的職業(yè)表現(xiàn)關(guān)系密切，注重員工的人性化不等于寬容員工無原則的享受生活，比如在業(yè)務(wù)比較忙的時候安排個人休假就不妥當(dāng)。

      其次，企業(yè)應(yīng)該和個人一起為為員工創(chuàng)造新的職業(yè)高峰，制訂有針對的激勵機制，為他們重新找到努力目標(biāo)。

For example, if you like to accept new knowledge and new things, you can provide more training and refresher courses, often arrange new tasks, and maintain their professional freshness; if you value material encouragement, money is the best incentive; if you like teamwork, you can arrange some large tasks that require collective work, and pay attention to selecting suitable team members for support; if you like to stimulate challenges, especially hard work is more suitable for him.

      最后，企業(yè)在部門和崗位的人力資源配備上也應(yīng)該對Steven這樣的老員工有客觀的理解和安排，如在運營性、穩(wěn)定性的職位上比較能發(fā)揮他們的職業(yè)素養(yǎng)和資力，而在創(chuàng)造性強、目標(biāo)相對不清晰的職位上，比如項目經(jīng)理，需要時刻應(yīng)對變化和挑戰(zhàn)，就不太適合。

The re appointment of jobs once a year and the regular structural adjustment of enterprises can help the old employees who are becoming more and more serious.