1, There are too many differences in personality and style of work.
Most of the work can be roughly divided into two types: Mammy and DPS.
In general, the so-called “Mammy-type” work is a department that supports others in the enterprise, and it belongs to the cost department in accounting. The so-called DPS jobs are usually front or revenue departments that bring value to businesses.
Many people do not understand themselves at all when they choose to work, and they are not clear about their advantages. However, the motivation of the two jobs is completely different, and the personal ability will be buried for a long time.
Take for example a person who has wrongly entered a wet nurse’s position: these people are usually more aggressive, but because of information asymmetry or lack of knowledge of the fields to be visited before graduation. Went to an enterprise for the “combat forces” to provide “logistical support” of the department of the middle and back-office.
The most prominent feature of this style is that whether the company’s overall performance is good or bad, it has nothing to do with its personal income or development space.
If you are the kind of employee who pursues the drought insurance, it is naturally suitable. But as a DPS talent, you will soon realize that such work is not inspiring to yourself. “The man is afraid of getting into the wrong line” is talking about you.
Some people slowly find that under the premise of constant income, it is the choice to maximize their profits to quietly reduce the labor intensity and grind the foreign workers in disguise. This is also the source of all kinds of “slippery stuff”, and there are quite a few people in the workplace who are DPS talent in the bone. The root of the problem lies in the lack of motivation and the lack of recognition of the value of the content of your daily work.
The demand for people is very different from that for DPS posts, or even the opposite.
2, The content of the work has an excessively low fault tolerance rate
The fault tolerance rate is a very easy point to be ignored, and I have hardly ever seen an article discussing the impact of this matter on the job’s sense of achievement.
Here I can emphasize that the fault tolerance rate has a fatal effect on the “employees” of a job. It is a natural contradiction between a job with low fault tolerance and a new person’s law of learning and growth.
However, the high or low fault tolerance rate of a job often has something to do with the maturity of the industry. This is because the more “immature” areas are generally more promising.
In the morning sun industry, “heroes of the grass” are very encouraged, and it is easy for new people to be alone. This is because of the opportunities in the expansion of the industry, enough to make up for the loss caused by the mistake. So these industries are more inclusive of new people’s mistakes.
And once an industry begins to mature, it is no longer so “sunny”, the first signal is that profit margins begin to fall (because there are more people who are grabbing food in the market). The second signal is that the fault tolerance rate of the whole industry is beginning to decline.
You will gradually find that there are a lot of written or unwritten “industry practices” in the whole industry, and whatever you want to do, you have to go through the “precedent” first. This is because there are no unknown areas to explore in this industry, so all you have to do is to repeat the previous experience and make fewer mistakes in the process of repeating. And make sure you don’t make a second mistake. You will find that the trivial things like format, punctuation and email suddenly become important, because this is the only place that can express “professional”.
So once an industry matures, the tolerance rate will begin to decrease until it is reduced to a level that is beyond the imagination of an amateur. They use this low tolerance rate to build up an industry threshold that calls themselves “professional”, and once a young man rushes into this field, he can use very harsh “industry standards”. Blow you out of the competitive market and laugh at your “unprofessional”.
But people always make mistakes! People are not robots after all.
Quite a few young people need to grow up by making mistakes. Such people, if they miss a job with a low tolerance rate, will exhaust their energy and energy in dealing with endless details.
The evaluation system of low tolerance rate will also define some people who do things with rough lines as “people who can’t do this little thing well”. Even a talent can be severely undermined by constant criticism and negative feedback.
The harm of working environment with low fault tolerance is more than that. From my personal observation, working too long in a low-tolerance environment can cause a considerable amount of damage to character. Due to the balance of the subconscious mind, people with low fault tolerance will unconsciously have higher and higher demands on people and things outside of work, and their character will become anxious and strange and difficult to get along with.
A simple example is road rage. The widespread presence of violent drivers has a great deal to do with the low tolerance rate of driving (one thing is a traffic accident). In an environment of low fault tolerance for a long time, people will gradually think that you are becoming more and more impatient and tolerant, which is fatal to family life.
3, Excessive availability of alternative posts
There is no future for jobs that can be easily replaced by simple training.
I was very surprised to find that people who are often in large enterprises, especially those who are in foreign enterprises, will find it difficult to realize this problem.
Some companies will pack some jobs that are technically unskilled into jobs that require a high degree of education and a high IQ. You will pay a “high salary” in the eyes of the graduates in the interview, which leads to the annual graduation season. There will be a lot of famous people with good grades and good English going into some “it sounds fashionable” institutions.
However, in fact, a considerable part of the jobs offered by these agencies are not matched by the high requirements of their recruitment. If you take a serious look at the contents of these jobs, you will find that there is no need for special professional knowledge. It doesn’t even require advanced mental thinking — they just need a good understanding of the internal processes and experience accumulated over time. There are even some jobs that can be done even after a middle school student has been trained.
4, The boss likes to be excessively entangled in formalism.
I am afraid this is the most direct reason for most people to leave, most people usually say “do not happy,”. I think about 90% is in fact unable to stand the boss of another view.
The most important embodiment of formalism is the overtime culture. Many bosses are not unaware of the absurdity of the overtime culture, and perhaps they have also been complained by their wives and children that they spend too little time with their families. Perhaps they also once hated this kind of working overtime atmosphere which all people are holding back. But once they have the power of even a few points of personnel management, power will begin to transform people.
These people encourage overtime, in fact, in pursuit of a power pleasure that can be made available at any time to their subordinates and taken away from them, which is just like the persuasion at the dinner party. It is one of the so-called “rite of confirmation” of power holders.
Interestingly, this kind of boss who likes to make sure in various forms usually appears in the professional manager class, not the real boss-the rights owner class. That’s what we feel: big bosses tend to talk better than other leaders.
Professional managers have a natural sense of insecurity about their position within the company, because the source of their power is the shareholder’s recognition of their “people”, not of “objects”. However, the recognition of “people” is highly subjective and can be transferred to others.
This leads to professional managers being a very insecure group and a natural tendency to tear up peers. In order to balance this chronic sense of uncertainty and insecurity, they need to carry out a variety of validation ceremonies on a regular basis to identify the affiliation and anxiety of their subordinates.
This is the same as peace and love, and once you fall into the hands of this insecure boss, you need to pay more time and energy than your job. To hold various kinds of confirmation ceremonies for her — long but meaningless PPT, and possibly frequent progress reports.It’s also possible to find fault with all kinds of finesse.