Why do young people value corporate culture when they are employed?

Today's young people are more concerned about whether there is room for their talents to be displayed, whether their efforts are rewarded, and whether they can be recognized and supported enough in their work. Photo by Zhang Li

　　Tianjin North Network News: A few days ago, the vice president of public relations of a well-known Internet company released four short videos, throwing out "I am not the mother-in-law of the employee, there is no need to consider the employee's family; Employees resigned, I approve them in seconds", and other thunderous remarks quickly appeared on the hot search on the Internet. A large number of netizens left messages accusing the remarks of being impersonal and too domineering, that it is not worth working for such a company, and that they are unwilling to serve such superiors in reality.

　　On the day the hot search broke out, the company where the vice president of public relations worked fell into a public opinion crisis, with the stock price falling by more than 2% in a single day, and the market value evaporating by 6 billion yuan. Under the pressure of public opinion, the vice president issued an apology late at night, and soon deleted all the short videos. Two days later, the vice president had left his company. The company also reaffirmed its values, saying that the remarks of the former PR staff did not represent the company's corporate culture and values.

　　From "second approval" to "second departure", behind a public relations farce and public opinion crisis, the distinctive workplace values of current young people are reflected. They resent bad workplace culture and reject workplace bullying. Job seekers not only pay attention to salary income, but also care about the values, working atmosphere and management style of the target company, and pursue "emotional value".

　　Workplace bullying is insidious and widespread

　　Xiaohan (not her real name), 32, left a well-known financial company in Beijing two months ago. After leaving the company, Xiaohan did not immediately look for a new job, but chose to consult a psychologist for help. For the past three years, she has been under tremendous work pressure until she could no longer bear it anymore and finally decided to resign voluntarily.

　　This pressure does not come from the business, but from complex interpersonal relationships and, more precisely, from bullying from the immediate leaders of the department. There were also serious factional strife within the unit, and she couldn't find a way to appeal and someone to speak for her. "Eighty percent of the time at work is spent in relationships, and only 20 percent of the time is spent doing business." She said helplessly.

　　When I first joined the company, the labor contract signed by the personnel department stipulated that Xiaohan's work content was sales planning. After entering the company, Xiaohan found that the direct reporter for the position was the chief financial officer. The finance director, who is in his 50s, also holds the position of sales director, but the director does not understand the gist of marketing in the Internet age. Laymen leading insiders can only make it harder for subordinates to carry out their work.

　　I remember that in the first month of arriving at the company, Xiaohan was stunned by the company's various operations. When the company held a plenary meeting, the big leaders made it clear that new employees and young people should not look down on old employees, and should ask old employees for advice at work. At that time, she didn't quite understand it, but after working, she found that the company's old employees were all "related households", most of them were in their 50s, and their knowledge structure and work skills could no longer meet the requirements of the new era.

　　In my sales department, for example, my boss in his 50s asked new employees to make new targets that were difficult to achieve, made new demands at any time, and even asked employees to change their plans in the middle of the night. At first, Xiaohan still wanted to complete the task, work hard to improve, and accumulate work experience, but as the instructions and requirements from her superiors increased, she was constantly hit. Several times, she was criticized and humiliated by her leaders in public, and she no longer had the passion for work, and she also had a feeling of resistance to her direct leaders.

　　She tried to communicate with the HR director and wanted to work in a gentle environment. It turned out that it only took two or three days for the HR director to communicate with his superiors. Two or three days later, his superiors began to make things difficult and humiliate him, and lowered his salary on the grounds that his performance was not up to standard. Moreover, at a department meeting attended by superior leaders, he said: "You will be fired for such performance." Your level of sales planning, only I can accept you, and you can't find a job without our company......"

　　When she was young, she lost her self-confidence, constantly doubted and denied herself in her actual work, and lost sleep every day. She thought that this company was also ranked high in the industry, and she couldn't stay in this company, so it was her own problem. Stimulated by this thought, she worked harder and her performance increased, but then, the company changed the requirements of the KPI assessment, and she became "failing" again.

　　Xiaohan's other colleagues in the same position left less than three months after joining the company. After leaving, the colleague quickly found a new job that he was happy with. According to the feedback of colleagues, the company they work together has a backward management style, and there are barriers to the exchange of information between superiors and subordinates, which is seriously out of touch with the market. Such companies rely heavily on the monopoly advantage they have previously gained, and will inevitably go downhill after the impact of the Internet age. "In the company, there is obvious workplace bullying by senior employees who transfer all the pressure from the market and the outside to the newly recruited junior employees. It is advisable to get out of this quagmire early. Former colleagues of the company put forward their own suggestions to Xiaohan.

　　Xiaohan is from a rural area, graduated from a 211 university, and has always been a "good student", kindness and integrity are her labels. Not long ago, she learned on a workplace forum that it is people of her personality who are reluctant to say "no" and are more likely to become victims of workplace bullying. A report from a recruitment website also shows that as many as 63.65% of employees have experienced bullying and workplace bullying. More and more employees began to refuse and resist, and some even directly sued the company, demanding various compensation on the grounds that the company unilaterally changed the working conditions and work content at will, and suffered physical and mental damage.

　　A high salary is not necessarily attractive

　　30-year-old Zhang Wenying, after graduating from a well-known foreign university with a master's degree, returned to China to find a job. After a period of time to submit his resume, he received four offers (job offers). The first is a well-known domestic Internet factory, with a total annual salary of 450,000 yuan, and the position is technical services; the second is a new energy manufacturing enterprise, with a total annual salary of about 500,000 yuan, and the position is R&D; The third is a scientific research institute, the position is a researcher assistant, with a total annual salary of about 350,000 yuan.

　　Zhang Wenying posted on an online forum, asking how to make a decision, and asked experienced people to give guidance and help. Enthusiastic people of the same age have given pertinent advice. A netizen said that at the age of 30, don't consider joining an Internet company, because Internet companies may be fired at the age of 35, and these companies have age discrimination. Some netizens also do not recommend entering the Internet company, because the Internet company that provided him with a job has a serious "involution", the work process is perfect, and there is a "weekly report" every week.

　　Experienced netizens also pointed out that this Internet company has been affected in the past two years, and the middle level has begun to "retreat", without responsibility, and only a few employees are charging forward. Such a company may be a coolie and a "tool man" after entering.

　　Netizens who have worked in manufacturing companies also pointed out that the new energy companies that issued work invitations to Zhang Wenying have obvious squeezing of employees, and they advocate overtime culture internally, working more than 12 hours a day and more than 70 hours a week. "Are you fighting with your life, do you want to work or be healthy, and the gains outweigh the losses after the body is overdrawn." Netizens reminded like this.

　　Zhang Wenying's parents are grassroots employees, and it is not easy for him to go to school, so he originally wanted to make money as soon as possible to repay his parents and family. However, after the click of netizens, he changed his mind and no longer pursued high salaries, but wanted to fully understand the values and corporate culture of these target companies. Since then, he has continued to submit resumes on the labor market, receiving several job offers, but he has turned them down because they are not aligned with his values or because there are obvious problems with the company's culture.

　　He was invited by an internet company to join as a data analyst. After his investigation, he learned that the company is a start-up company and has also received angel capital investment, but the company's business is suspected of violating personal privacy and crawling sensitive information. Zhang Wenying feels that although big data and artificial intelligence technology are developing rapidly, and she has also learned new technologies such as machine algorithms, neural networks, and visual communication, all technologies should be "good" and should not serve the gray industry.

　　There is also a traditional manufacturing company that offers the position of technical director, but the company is a family business with a few people in the core management positions. Zhang Wenying consulted experienced netizens and learned that the company's internal management of grass-roots employees is strict, demanding, and lacks human touch. The turnover of the company's personnel is very large, and the vast majority of workshop technicians do not stay for more than three months. Such a corporate culture and management style shows that the company does not have core competitiveness, and can only gain a foothold in the market by extracting the surplus value of employees. You should be cautious when going to such a company. A netizen made such a suggestion.

　　Some human resources experts pointed out that compared with the previous generation of the main group in the workplace, today's young people are more concerned about whether their talents have room to play, whether their efforts have been rewarded, and whether they can get enough recognition and support in their work. That is to say, they have enough self-motivation and more personality, and they no longer have the obsession of "there is only one job in life" and "work is a career" when they treat work, and they will choose again if they are not suitable. It is not appropriate, and it comes more from the conflict between values and corporate culture.

　　Employees are regarded as the company's most valuable assets

　　According to a staff member engaged in international trade, half a year ago, a foreign customer contacted their company through the Internet and looked forward to importing the company's related products. Before formally signing a trade contract, foreign customers require the company to provide a series of certification materials, including product quality management system certification, environmental management system certification, etc. At the same time, foreign customers asked to come to China to inspect the company's actual production environment, to inspect the working environment of employees, food and living configuration, etc., and the trade staff were a little embarrassed to receive such a request. Because, although the company's workshop is clean and tidy, the accommodation and eating conditions of workers may not be healthy and safe, and in order to meet the construction deadline, the company also has the phenomenon of overtime.

　　For some enterprises, it is not unfamiliar to the requirements of international customers to inspect the working environment, which is the requirement of the CSR standard SA8000 system certification. To meet this standard, enterprises must not force employees to work overtime, discriminate against employees, or endanger the health and safety of employees, all of which involve the protection of workers' rights and interests. Moreover, customers believe that the protection of employees is an important part of corporate culture and social responsibility, and is the basis for enterprises to establish credibility and consumers to establish positive feelings about enterprise products.

　　In recent years, a domestic supermarket chain has exploded. Some observers pointed out that the supermarket can survive and develop in the general downturn of offline shopping malls, and a core management concept is to respect the dignity and value of every employee: the supermarket management regards employees as the company's valuable assets, provides employees with a good working environment and career development opportunities, and stimulates employees' enthusiasm and creativity; Pay attention to the opinions and suggestions of employees, and encourage employees to participate in the company's decision-making to enhance employees' sense of belonging and loyalty. It is in this friendly, warm working environment that supermarket employees work together to create miracles.

　　The attitude of the enterprise towards employees is an important embodiment of corporate values and corporate culture, showing the company's image and social responsibility. Whether the company's products and services can be recognized by society, corporate culture also plays an important role. From this point of view, the exploration and practice of this domestic supermarket chain is worthy of reference and learning by other enterprises.