After the resignation, after the us to reflect on the management-after the $literal-IT news

One

Wen's youngest employees, 92, to work for half a year, this is her first job. Today, however, she walked into the Office, handed me a letter of resignation.

"What's happening? ”

"It's nothing, but I thought that the work environment is not what I want here. ”

"Can you more specifically? “

"Such as time and attendance clocks too impersonal, I took work home to do, nor asked for overtime and company, but a 5 minute late in the morning, it is necessary to deduct money, is not reasonable. ”

"Well, because of this thing? "My face began to ease up, I thought, was a child.

"Also, companies use nails, but not every notification, all press is good or not. Although I sometimes did not immediately, but later I will look at, and nail came back to follow up the phone inside the machine girl, it's too bad, me too hard, but I was disgusted. ”

"Oh, talk to the Administration that you can adjust. ”

"But some things you can't adjust. My boss, Lulu, in many places, ideas and insights are too conservative, we make the Internet, is to be innovative and different, Lulu's experience in this regard is obviously inadequate, but always assumed a ' let me teach you how to make ' shelf. I actually have their own ideas, to better effect than her, but she always thought I was new, and do not understand anything, obedient to do, it is difficult to give me recognition and opportunities. ”

"Well", referring to LU LU, Wen described I agree, Lulu was 86, I work very hard, but management experience was missing something, just being royalty Manager soon. "Do you have? ”

"The culture of the company I'm not used to. Companies always struggle, hard work and effort, but I don't need those. I'm happy the work itself is the first, the second growth. First of all, this is the one I like the environment, I have good friends here, I am very happy to work every day, but I do like to do things, there is progress and improvement. I'm afraid of working overtime, project, as long as it is interesting, I worked all through the night, but don't let me repeat: doing boring things, well boring.

Company about struggle, sometimes Wolf culture, really, I don't accept it. Why do I have to struggle so hard haha, I don't need that much money, enough for my daily spend is OK, I don't want to put work into all of me, I have a more abundant life. I hope the rest of the working and living, are happy to get to talk to a good friend, happy working every day is fun. ”

Listening to Wen, I fell into a deep meditation, we are saying the market has changed, the age of the Internet. But it is often neglected, staff changes, the company's corporate culture is also needs to be changed.

Two

After the staff and old Ken $literal, Lulu and their generation, not quite the same. After the more often than we think, it informed because they start early.

They're right on the Internet generation, to like new things and chasing, to equal the natural identity of the spirit of the Internet, the open instinct to ridicule, assertive communication, and optimization for fast iteration almost second nature. They highlight the individual rather than the collective, arguing that personality rather than common, they accept equal connection, refused the right level of control, they can be recognized by the faith in traction, but never in fear before the name of the authority.

Old Ken just work market environment, either material goods or spiritual goods, lack of supply of high quality, as long as they can work together, fill gaps in the market, quality and reliable products, you can achieve a quality company.

In this market environment, corporate culture emphasizes the Wolf, a keen sense of smell, indomitable, selfless offense and groups struggle consciousness. And the staff are willing to struggle, because fighting can change your life, such as Huawei's younger workers voluntarily applied to work in difficult areas such as in Africa, because the income is the same position three or four times.

Lulu their generation just work, the Internet has begun to spread, but today for mobile Internet comfort level had not been reached. Has gone through a period of shortage of supply in the market, brands and leading enterprises of various industries have been established. LU LU and many peers as, graduated Yu domestic good of a this University, a graduated on into big company work, in big company system of professional of training zhixia, career, and hard but lack innovation, superstition system, and macro big environment caught up with currency Super sent, inflation, to prices for representative of prices soaring, let Lu Lu this generation people great of lack security, on work particularly value.

And went to the small cam generation, various entrepreneurial innovation, after the team got the VC cases abound, Wen they are no longer superstitious company big business because there are shouting "XX large companies have for the 21st century dinosaurs". Wen and many of her friends, all overseas market background, vision and insight has the previous two generations can be compared, and under the subversion of the mobile Internet, Wen did not exist obstacles and impossible, they try, and hope, in a respected and independent space to realize their value.

Staff change, markets change, development of internal corporate culture, but can't keep up with the previous two updates faster. If the business is a result of the level, systematic, process of, if the corporate culture is, as always, speak Wolf about struggle, it is sinking and anachronistic in the evening. Adapt to new markets, stimulate the creativity of young cam, there must be a new change.

Three

Dolphins, intelligent life, brain weight second only to humans, team action, besieged with hundreds of dolphins Sharks swim alone or two or three, create a vivid and happy.

Dolphin more suited to after the Organization of the Internet culture.

First, the wisdom of the individual. Everyone in the organization is important, all contribute to, without depressing emphasis on personality characteristics. Individuals can be a person, or it can be a small team, with clear objectives, the right mix, change from the bottom up, creative contribution.

Second, the connection-oriented organization. The role played by the organization or platform is equal connection, not the rigid hierarchical pyramid, nor loose cooperation with the Union, but on the common goals of building a value creating platform. Organizations do not need to be like the traditional factory assembly line, for each work details are clear and controllable, is strictly controlled. Just need to set some basic standards of specification and delivery, convenient docking between individual and individual and may be extended, and needs to be as intelligent individuals to build equal and transparent evaluation system, individual return with just in time.

Third, innovative and fun culture. Encourage innovation, which means that the enterprises to be trial and error, and gives the idea of young people the opportunity, as well as reinvent the drive at any time. The pursuit of happiness, people want to sacrifice and pain haha culture already had up, relaxed and happy atmosphere can stimulate greater inspiration.

一个90后的辞职，让80后的我们反思70后的管理 - 90后 - IT资讯

一

小雯是公司年龄最小的员工，92年，到公司上班半年，这里是她第一份工作。然而今天，她走进办公室，递给我一封辞职信。

“发生什么事情了？”

“没什么，只是我觉得这里不是我想要的工作环境。”

“能说具体一些吗？“

“比如考勤打卡，太不人性化了，我总把工作带回家做，也没和公司要求过加班费，但早上迟到个5分钟，就要扣钱，不合理。”

“唔，就因为这个事吗？”我的表情开始轻松起来，心想，真是一团孩子气。

“还有，公司在使用钉钉，但不要每次发通知，都搞个催促好不好。我有的时候虽然没有立即看到，但后面我都会看的，结果钉钉跟催电话过来了，里面那个机器女声又实在太难听，把我逼得太紧了，我反而挺反感。”

“哦，这个和行政部说一下，可以调整。”

“但有的事情，您调整不了的。我的头儿，璐璐，在很多地方的想法和见解太保守了，我们做的是互联网传播，就是要创新和与众不同，璐璐在这方面的经验明显不足，但又总是摆出一副‘我来教你做’的架子。实际上我有自己的想法，做出来效果也比她的方法好，但她总觉得我是新人，什么都不懂，听话照做就对了，很难给我什么肯定和机会。”

“嗯”，提到璐璐，小雯的描述我也比较认同，璐璐是86年的，自己干活很卖力，但管理经验是缺了些，刚被提成经理不久。“还有吗？”

“公司的文化我不太适应。公司总在提奋斗、拼搏、付出，但我不需要这些啊。我对工作的要求是第一快乐，第二有成长。首先这得是一个我喜欢的环境，我在这儿有好朋友，我每天上班很开心，同时我在做喜欢做的事情，有进步和提高。我干活不怕加班，项目过来了，只要是有趣的，我通宵都干过，但不要让我重复做一些枯燥的事情啊，好乏味的。

公司讲奋斗，有时候还讲狼性文化，说真的，我不太接受。我为什么要那么苦哈哈的奋斗啊，我不需要那么多钱，够我日常花的就可以了，我也不想把工作变成我的全部，我还有更多丰富的生活呢。我就希望工作和生活的其他部分一样，都是开开心心的，能交到谈得来的好朋友，快乐的干活儿，每一天都很好玩儿。”

听着小雯的话，我陷入了深深的沉思，我们都在说市场变了，互联网时代来了。但却往往忽视了，员工也在变化，公司内部的企业文化是不是也需要改变了。

二

90后的员工和老恳的70后，璐璐她们的80后，不太一样。90后往往比我们想法更多，这源于他们从小开始的见多识广。

他们是天生就长在互联网上的一代，对新事物的喜爱和追逐，对平等的互联网精神的天然认同，对开放吐槽、直言不讳的沟通方式的本能植入，对高效快速的优化迭代的驾轻就熟。他们彰显个体而非集体，主张个性而非共性，他们接受平等的连接，拒绝有层级的被控制，他们可以被所认可的信念牵引，但绝不会在权威的名号前胆怯。

老恳刚工作时的市场环境，无论是物质商品还是精神商品，优质的供应匮乏，企业只要上下齐心，生产出填补市场空白，且质量可靠的产品，就能成就一家优质的企业。

在那样的市场环境下，企业文化强调狼性，敏锐的嗅觉，不屈不挠、奋不顾身的进攻精神和群体奋斗意识。并且员工愿意奋斗，因为奋斗可以改变生活，比如华为的年轻员工自愿申请前往非洲等艰苦的地区工作，因为收入是国内同等岗位的三四倍。

璐璐她们80后刚工作时，互联网已经开始普及，但却还未达到今天移动互联的便捷程度。市场已经走过了供不应求的短缺期，各行业的知名品牌和龙头企业已经确立。璐璐和很多同龄人一样，毕业于国内好的一本大学，一毕业就进入大公司工作，在大公司体系化专业化的训练之下，职业、勤奋但缺乏创新，迷信制度，并且宏观大环境赶上货币超发，通货膨胀，以房价为代表的物价飞涨，让璐璐这代人极大的缺乏安全感，对工作格外珍视。

而走到小雯这一代，各种创业创新层出不穷，90后创业团队拿到风投的案例比比皆是，小雯她们不再迷信大公司大企业，因为到处都在喊着“××大公司已经为21世纪的恐龙”。小雯以及她的很多小伙伴，都有海外留洋的背景，眼界和见识已经非前面的两代人可以同比，且在移动互联的颠覆之下，小雯们的心中是不存在障碍和不可能的，她们跃跃欲试，希望在一个尊重且自主的空间里实现自己的价值。

员工在变化，市场在变化，但内部企业文化的发展，却好似跟不上前面二者更新的速度。如果企业还是原有的层级化、制度化、流程化，如果企业文化还是一如既往的讲狼性，讲奋斗，就显得沉暮与不合时宜了。顺应新的市场，激发年轻的小雯们的创造力，必须要有新的变革.

三

海豚，智慧的生物，大脑比重仅次于人类，可以团队行动，几百头海豚一起围攻鲨鱼，也可以两三只独自畅游，创造灵动与快乐。

海豚型组织更加适合以90后为主体的互联网文化。

第一，智慧的个体。组织中每一个人都是重要的，都是贡献价值的，不需要压抑个性强调共性。个体可以是一个人，也可以是一个小团队，目标清晰，搭配得当，自下而上发起变革，创造贡献。

第二，连接型组织。组织或者平台所起到的作用是平等的连接，不是层级森严的金字塔，也不是松散合作的联盟，而是基于共同目标所构建的价值共创的平台。组织不需要像传统工厂流水线一样，对每一个工作细节都清晰可控，要求严格。而仅仅需要设定一些基本的行事规范与交付标准，让个体与个体间的对接变得便捷及可延续，并需要为智慧的个体构建平等、透明的价值评估体系，让个体的回报及时与公正。

第三，创新和快乐的文化。鼓励创新，即意味着企业勇于试错，勇于给有想法的年轻人机会，同时具备随时推倒重来的魄力。追求快乐，人之所欲，隐忍和苦哈哈的文化已经过气了，轻松快乐的氛围可以激发更大的灵感。