The vast majority of ordinary people are deeply affected by their work. Work is not only about decency and relationships, it is also the key to solving life's problems.
In the past, we used to think that if we only worked hard, performed well, and worked hard, we could find a good way. However, the real working environment is not satisfactory, and even well-educated and skilled graduates struggle to find stable jobs, especially those who are over middle age.
It has been observed that Ali has carried out large-scale layoffs, most of which are for employees over the age of 35. This phenomenon has sparked a trend in which many high school students from low-income families are pursuing computer science majors because they believe it will lead to high salaries. However, by the time many people have chosen the path to "Rome", the path may have been discovered long ago and is likely to be in an "obsolete" state.
In the future, this kind of talent may face saturation, even if they have 985 or 211 education, they may not be able to ensure high salaries or enter Internet "big factories".
What we see as high-tech jobs is not necessarily stable. In recent years, famous companies such as Tencent and Alibaba have frequently carried out layoffs, which is not unfamiliar to graduates who often engage in online activities.
Alibaba, for example, laid off about 20,000 employees in '23 alone, including its core technology department, which targeted a significant proportion of employees over the age of 35. I remember reading an interview about this matter.
One graduate originally wanted to introduce jobs to his old classmates, because although he often worked overtime in a "big factory", the salary was more generous than in other industries. Unexpectedly, the notice of dismissal was received quickly, although there had been no previous missteps.
Multiple system crashes have led to layoffs targeting those "honest" first For those who have been laid off in mid-age, this is a heavy blow and a lot of pressure. But when the industry situation and business managers decide to reduce the number of employees, it is not up to the average employee to decide.
The layoffs of these large enterprises even had an impact on the choice of students who took the college entrance examination that year. The popularity of computer science majors has declined because parents are beginning to realize that even the best students can be laid off after the age of 35, which is not reliable.
After Singles' Day, several of Alibaba's systems collapsed, sparking heated discussions on the Internet. Many commentators have pointed out that this is precisely the result of an inappropriate employment policy, with layoffs targeting "honest people" and experienced employees first.
Leaders may think that mass layoffs can "reduce costs and increase efficiency", and while wage costs do fall, they do not achieve the so-called "efficiency". They may see layoffs as a burden, but these employees are actually the company's core competency.
From an employee's point of view, layoffs are not entirely opposed, and if someone is lazy and slippery, but gets the same salary as someone who works hard, the latter will even support their dismissal.
The problem is that many companies tend to prioritize the "honest people" who are not good at pleasing and only focus on their work when laying off employees. These people often lack tactful hands, work hard but are not good at taking credit, and are even occasionally passed the buck.
Especially in the technical field, people who are strong may not be good at or unwilling to lead. As a result, those who remain after layoffs are often those who lack core competencies and perform poorly. The problem will eventually be revealed.
Squeezing out employees who are serious about their work can also affect the motivation and attitude of young people. In the case of a company that is not short of manpower, they do not like employees over the age of 35 very much, and there are various reasons. After all, at this age, one may not have as much energy as when he was younger, and family affairs also require energy.
Moreover, these veteran employees know the company very well, and may not be as cautious as newcomers, nor are they easy to be "bluffed" and difficult to be controlled by management. But I don't think it's just a matter of age.
Those who are lazy should naturally be fired, but in fact many middle-aged employees are the main force of the company, and they work diligently and conscientiously. However, the managers are more demanding of them.
It can be compared to a girlfriend who has been talking for five years asking for a bride price of 80,000 yuan, and the man feels that this request is too "material"; but after breaking up, he is willing to pay 150,000 yuan to his new girlfriend who has known him for half a year. The leadership tolerates laziness to the new "young people" as long as they can say good things.
However, they can't accept that those who have been with the company for 10 years are more relaxed than when they first joined, and they think that this will affect productivity. As everyone knows, many people just pretend to work hard in front of the leader.
When layoffs are made, it is prioritized to lay off people who are honest and willing to work hard, and keep people who are so-called emotionally intelligent but not actually working, which will lead to more young employees realizing that their practical efforts may not be recognized. The impact on the overall work environment and efficiency can be even more severe.
In the domestic workplace, age has become an important obstacle to finding a job. This may have something to do with the situation of "over-talent", in the words of the leader: "If you don't do it, there are others who can replace you." ”
The problem is not limited to the oversupply of talent. In fact, this is a reflection of the biases that exist in our thinking and habits. We only see the vitality of young employees, but ignore the pragmatism of middle-aged employees.
Topic: What do you think about options when laying off employees?