Where Is The Middle Age Career Fulcrum?

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.事业向上发展空间有限，几年内不会在职业上有大突破。对工作的态度是，但求无过，工作是维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.

      对于一个发展已具一定规模的企业来说，也需要有Steven这样的员工，因为他们往往具有相当的专业知识和技能，可担负复杂或重要的工作；他们流动性小，不会因为其他公司多给些钱就离职不干，职业素养比较高，是企业的稳定元素。公司对他们的态度往往给比他们年轻的员工带来正面或负面的激励作用。但是他们身上的惰性和安于现状也是企业管理上的一大难点。

      首先公司的绩效考核制度应该对员工有一定的压力，也就是员工的收入组成部分中应该有一定比例与员工的职业表现关系密切，注重员工的人性化不等于宽容员工无原则的享受生活，比如在业务比较忙的时候安排个人休假就不妥当。

      其次，企业应该和个人一起为为员工创造新的职业高峰，制订有针对的激励机制，为他们重新找到努力目标。

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，企业在部门和岗位的人力资源配备上也应该对Steven这样的老员工有客观的理解和安排，如在运营性、稳定性的职位上比较能发挥他们的职业素养和资力，而在创造性强、目标相对不清晰的职位上，比如项目经理，需要时刻应对变化和挑战，就不太适合。

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.